Culture Over Coffee Beth Sunshine

In this episode, we’re continuing our focus on company leaders by taking a look at how to go about maintaining employee engagement when leading through times of adversity.  
And we can’t think of a better leader to turn to for a topic like this than Lisa Kogan-Praska, CEO of the Boys & Girls Club of the Bay and Lakes Region.

Lisa has such amazing insights, like: 
How, without transparency, it’s hard to have an intentional culture Why, too often, leaders think they need to have all the answers, when, really, their job is to show the path forward And, finally, why, for leaders, being present WHEN you’re present can make a huge difference in the engagement of your teamsLinks:

ENGAGE 2023: The Company Culture Report

Lisa Kogan-Praska

Beth Sunshine

Up Your Culture

In this episode we’re kicking off our season-long focus on the role that company leaders play in nurturing a solid culture of engagement.  
Throughout our fourth season, you’ll hear from leaders in various industries who truly embody the fact that a great company culture starts at the top. 

Today, Beth joined by the amazing Jason Randall, CEO at Questco, who is here to help break down how to shape the future of your company culture through developing tomorrow’s leaders.

Jason brings so many amazing points to the table, like: 
Why, no matter how positive of a message your company transmits, if your culture isn’t authentic, you won’t be fooling anyone.  How everyone has a role to play in nurturing a company’s culture, but it’s up to leaders to continuously shine a light on what that culture should look like. And, finally, why new leaders in the company should be trusted and empowered to make their own decisions. Links:

Grade Your Company Culture

Jason Randall

Beth Sunshine

Up Your Culture

In this episode, we’re wrapping up our exploration of ENGAGE 2023: The Company Culture Report by focusing on our findings that relate to Earned Trust.  

It’s in this section of the report that we asked questions connected to feelings of Autonomy, Integrity and Accountability. 

Returning to the show to help break it all down is Deborah Fulghum, Engagement Specialist here at Up Your Culture, and Matt Sunshine, CEO at The Center for Sales Strategy 

As always, both Deborah and Matt share so many great insights, like: 
Why trust is a key ingredient to a company’s growth and expansion How company leaders need to foster trust with tenured employees just as fervently as they do with newer hires And, lastly, how true transparency (sharing the good news and the bad news) makes your employees feel that much more like members of a team. Links:

ENGAGE 2023: The Company Culture Report

Deborah Fulghum

Matt Sunshine

Beth Sunshine

Up Your Culture

TIMESTAMPS:
(03:18) 30% of the people don't have faith in the integrity of all of their company leaders
(04:53) 42% of managers sometimes or rarely do what they say they're gonna do
(06:00) Why is it so important for people to feel trusted by their leaders?
(08:42) Deb, how do you recommend that leaders demonstrate that they trust their people?
(11:27) The longer an employee worked at a company, the less likely they were to have faith in the integrity of their company leaders
(15:46) Be transparent when the news is AND isn't great
(19:32) People respond to positives so much more than negatives
(21:56) Under promise and over-deliver
(22:47) The importance of town hall meetings
(24:50) How do leaders know how transparent they should be during town hall meetings?

In this episode, we’re continuing our focus on ENGAGE 2023, our latest company culture and employee engagement report, by exploring the data related to Valued Voice. 
In this section of the report, we asked questions around the quality of Communication and Collaboration that employees are currently experiencing.  
Discussing these latest findings with me is the wonderful Emily Estey, VP/Senior Consultant at The Center for Sales Strategy 
Emily offers such great points to think about, like: 
How normalizing communication makes employees feel that much more comfortable sharing their opinions Why there is a difference between having a voice and having a vote And, finally, why understanding how your behavior affects the roles of others just might make a world of difference when it comes to the quality of interdepartmental communication.  Links:

ENGAGE 2023: The Company Culture Report

Emily Estey

Beth Sunshine

Up Your Culture

TIMESTAMPS:
(03:07) Interdepartmental communication could be better
(05:06) Only 60% of people feel fully informed when it comes to expectations of them
(06:38) We need our leaders to be transparent
(09:35) Different expectations for different people
(10:43) 1 in 3 employees and 1 in 4 managers feel that their opinions don't matter at work
(11:43) Everyone has a voice, not everyone has a vote
(13:24) Hold quarterly town halls and/or culture calls
(16:47) 1 in 3 people aren't comfortable being themselves at work
(19:31) Let people know that they're allowed to help shape the environment
(23:35) "I'm not a big fan of perfection"
(27:58) Understand the job of other departments.

In this episode, we continue the exploration of our latest company culture and employee engagement report, ENGAGE 2023, by taking a look at the findings as they relate to People Development.  
In this section of the report, we asked questions related to Employee Growth, Recognition and Feedback.  
Joining me to discuss and contextualize it all is the great Stephanie Downs, SVP/Senior Consultant at The Center for Sales Strategy. 
Stephanie brings so many awesome insights to the table, like: 
How not focusing on developing your people increases the risk of losing top talent Why Feedback and Recognition are not the same thing, but should both be occurring on a regular basis And, lastly, how developing your people begins with understanding their natural talents and what truly motivates them.  Links:

ENGAGE 2023: The Company Culture Report

Stephanie Downs

Beth Sunshine

Up Your Culture

TIMESTAMPS:
(02:33) Any stats or findings that jumped out to you?
(05:11) When you don't develop your people, you run the risk of losing them
(06:52) It really starts with understanding the individual
(09:49) The difference between feedback and recognition
(11:38) Frequency matters
(15:37) The 5:1 ratio of feedback
(17:40) Any advice for those who manage managers to make sure providing feedback is a priority?
(21:50) The more established the expectations, the more motivation across the team is going to increase

In this episode, we’re continuing our season-long, deep dive into ENGAGE 2023, our latest company culture and employee engagement report, by exploring the data related to Shared Mission. 
It’s in this section of the report that we asked questions connected to a company’s Reason for Being, Core Values, and Vision. 

Helping me break it all down are two of Up Your Culture’s amazing Engagement Specialists, Kate Rehling and Mindy Murphy.  
Both Kate and Mindy make so many amazing points, like: 
How if employees don’t feel a sense of purpose in their work, they simply won’t give it their all Why a company’s core values are truly the “rules of the game”  And, finally, how employees should be consistently reminded of the role they play in achieving their company’s long-term vision Links:

ENGAGE 2023: The Company Culture Report

Kate Rehling

Mindy Murphy

Beth Sunshine

Up Your Culture

TIMESTAMPS:
(02:52) Anything that you saw in the report that really stood out to you?
(05:52) What risks exist if people lack a sense of purpose in this way?
(08:19) The numbers looked a little bit different for those working in the office every day as opposed to hybrid or remote
(11:07) Core Values need to be clearly defined and frequently expressed
(12:52) How can company leaders  better hold people accountable to their core values?
(14:53) One in three employees either isn't motivated by their company's long-term vision or doesn't know what their company's long-term vision even is
(16:07) There's so many layers when it comes to the vision of a company
(18:35) Keep that vision alive and share progress along the way
(20:04) If you could recommend one thing that company leaders can do when it comes to building a strong shared mission, what would it be?