Employees joined the NYC JP Morgan Corporate Challenge to improve their wellbeing and connect with others. Taking care of our bodies and minds is crucial for overall happiness and productivity. This run also supports the Central Park Conservatory to restore and enhance Central Park.
Sumitomo Mitsui Trust Bank Limited New York Branch’s Post
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At the heart of American Chase HQ, it's not just a workplace; it's a hub where teamwork breathes life into every project and dream. From the energetic brainstorming sessions that fuel our creativity to the laughter-filled coffee breaks that make tough days brighter, we're more than just colleagues – we're a tight-knit family. Our office's collective hustle is real, and success is a team effort. The vibe isn't just about hitting goals; it's about supporting each other through challenges, celebrating victories, and creating a workspace where everyone's unique strengths shine. At American Chase, teamwork isn't just a phrase; it's the magic that makes dreams a reality. #teamworkmagic #americanchase #workplace #dreamteam #officevibes #headquarters #itconsulting #chasingpossibilities #dreamstoreality #bestplacestowork #workculture
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Have you ever wondered what makes our American Chase workplace feel like an oasis amidst the hustle and bustle? Swipe to embark on a virtual tour of our daily groove, where each day is a new verse in the song of our work-life harmony. We've got everything from Monday morning brainstorming sessions that kickstart our week with creativity to Friday afternoon celebrations that bring our team closer. And when it comes to team bonding, we've got an array of surprises in store. From themed dress-up days that add fun to our routine to team-building activities that challenge and unite us, our oasis is about making every moment count. So, swipe to check our daily groove and discover why American Chase isn't just a workplace; it's a vibrant symphony of work, play, and connection. 🌴 #team #culture #workplaceculture #collaboration #innovation #workculture #teambonding #teamcollaboration #lifeatwork #americanchase #chasingpossibilities #itconsulting #consultancy #workexperience #jobsearch #usajobs
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When is the right time to look? This question has been getting asked more and more often recently, and it seems that people are more cautious than ever of taking the leap to try something new. Sometimes, you want to wait for a new bonus, or you want to wait to see if you land that promotion, you just got a new project that you want to see out, or the time just isn't right (the vibes are off, some would say). Probably 90% of the time, those same people who tell me that they aren't ready to move for x reason reach out to me 3-6 months later asking if the opportunity is still available and if I can help them then. In the 2022 market, that would be an easy yes, but currently, firms are hiring based on niche needs rather than more general mandates. If something sounds intriguing and it's available now, it will almost certainly no longer be around in a few months. Exploratory conversations, even if just to get some market intel, are always a good thing to have. If there is anything that you aren't happy with in your current job or if there is something you want, be it better work-life balance, better compensation, more exciting technology, a better culture, more resources, anything at all, then always take the call and see if you get something worth the risk.
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Have you ever heard someone use phrases like "Join our family" or "We're like a family here" to describe their workplace? I get the sentiment. But it's important to recognize that companies are not like families and shouldn't be. Here's why: 1️⃣ Family relationships are personal and often unconditional. Company relationships are professional, with clear boundaries and expectations. Families don't lay off their children. And kids don't move on to other families because they offer more excellent benefits. This distinction is vital for maintaining realistic expectations and a healthy work-life balance. 2️⃣ Families may overlook mistakes or shortcomings out of love or obligation. However, a company's accountability and performance are crucial for growth, development, and success. Companies exist to create revenue. Families exist for much more. 3️⃣ Similar values, backgrounds, and beliefs often bind families. In contrast, successful companies thrive on diversity of thought, experience, and perspective. Embracing this diversity is what drives innovation and progress. 4️⃣ Unlike family dynamics, where roles are more fixed, a company should be a place where you can grow, evolve, and pursue new opportunities. Your career path shouldn't be confined by the limitations that can exist within a family structure. So, next time you want to promote your company's culture, explain its focus on building a strong, inclusive, and supportive team where everyone can contribute, grow, and succeed. A company that respects and values its employees as professionals—while fostering a positive and collaborative culture—is far more compelling than any family metaphor could capture.
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President at Purechannels, The Channel Agency | Partner Ecosystem Coach | Channel Programs | Channel Sales Advocate
🌟 Valuing Culture: Reflections from Keller Williams Open House This week, I had the privilege of experiencing firsthand the power of a great company culture. I attended an open house hosted by Keller Williams Realty, Inc. and while I’m not in the Real Estate business, what struck me the most was not just the impressive new office spaces on display, but the incredible sense of community and camaraderie among the team. At Keller Williams, it’s evident that they prioritize more than just real estate transactions; they prioritize relationships and teamwork. You would never guess the agents/brokers are competitors. The agents and staff exuded enthusiasm, collaboration, and a genuine passion for what they do. It was a testament to the impact of a positive workplace culture. Witnessing this reminded me of the importance of culture in any organization. Culture isn’t just a buzzword; it’s the foundation that shapes attitudes, behaviors, and ultimately, success. A strong culture fosters trust, encourages innovation, and empowers individuals to bring their best selves to work each day. Building a team is not easy and definitely not built overnight but you can see what this group has put together is special. Gina Ammann what you and your team have is impressive to say the least. I’m grateful for the opportunity to have seen such a great example of culture in action at Keller Williams. It’s a reminder that when you prioritize culture, you not only attract great talent but also create an environment where everyone can thrive and succeed together. Let’s continue to value and nurture the cultures that inspire us and elevate our work experiences. Have you had a similar experience that highlighted the importance of culture in your professional journey? #CultureMatters #Teamwork #WorkplaceCulture #ProfessionalDevelopment #KellerWilliams
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Leadership Development Consultant 🔥l Keynote Speaker 🎤 l Gallup Certified StrengthsFinder (CliftonStrengths) Executive Coach l The Kelly of Coffee ☕️ With Kelly l Culture & Engagement l Maxwell Leadership Faculty
What makes a company culture magnetic 🧲? It’s not the ping pong 🏓 tables and annual bonuses (don’t get me wrong, they are nice, but not what the majority want most) What I see most in the work that I do is that people want to be part of something that is meaningful and play a part in doing meaningful work (especially in our Gen Z workforce) I shared recently that my son Evan just started his job at The Breakers Palm Beach two months ago and I noticed immediately what set this culture apart from the majority. The second day of his onboarding process was not sitting in a classroom going over the employee handbook or being thrown right into his work. His second day was going into the community to serve one of the nonprofits in our community as part of the Breakers team. That right there made a statement loud and clear that The Breakers values serving others and they live it out in how they operate. It’s not just a pretty section on their website or break room wall. ✔️Fortune ranked The Breakers one of the top 100 companies to work for in America (ranked at #65 overall) in 2023. ✔️97% of the Breakers employees participated in this survey. ✔️94% said it’s a great place to work compared to 57% of employees at your typical US based company. “You don’t build the culture, you ARE the culture” I love studying great cultures and for me, it makes me proud to know my son 👨👩👧👦 is part of something very special. What do you look for most in a company today if you were looking for a job? #leadership #culture #work #humanresources
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A post by a former colleague Mark Steinert who was the Head of Global Research during my time at UBS regarding the 4 day work week made me think about this concept. Here goes... Depending on a persons' level of experience flexible schedules can make sense, however... Those who are relatively new to an organization and or the workforce in general, need the immersion of full-time status and time spent gaining the experiences they need to accelerate their knowledge and careers. See Malcolm Gladwell's book, #Outliers for more on this. See also many comments over the years by Tony Robbins, who works with many on creating excellence in their careers and lives. It is truly a benefit, additionally, in the self-interest to those who are in need of experience to spend more, not less time, immersed in the world of their careers should they want to achieve levels of excellence only afforded to those who are willing to spend the time. Those who would chirp back with "what about work-life balance?", be smart and create that balance. Over a long career it has brought me personal pleasure to have mentored many in the game of accelerating their careers through immersion. #innovation #entrepreneurship #informationsecurity
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I guide Female Founders in Recruitment | Focused growth from Solo to Sub-5 Teams 🌱| Achieve Financial Freedom and the Lifestyle You Deserve💥| Executive Recruiter | Mum | Would-be Half-Iron Woman 🏊♀️🚴🏽♀️🏃🏼♀️
Retaining top talent can be a challenging task for high-growth businesses in the Southwest. Especially during the summer months, when employees are more likely to take holidays and consider new job opportunities. Here are KING'S ten ways that businesses can retain their most valuable employees and prevent them from applying for jobs when they return from their summer break. 1. Offer competitive salaries and benefits packages that are in line with industry standards. This can include things like health insurance, paid time off, and retirement plans. 2. Provide opportunities for professional development and career growth. Employees want to feel like they are advancing in their careers and learning new skills. 3. Foster a positive company culture that values collaboration, innovation, and teamwork. Encourage open communication and provide a supportive work environment. 4. RecogniSe and reward employees for their hard work and contributions. This can be done through bonuses, promotions, or other incentives. 5. Give employees flexibility in their work schedule and allow for remote work options. This can help employees achieve work-life balance and increase job satisfaction. 6. Offer opportunities for community involvement and volunteer work. This can help employees feel connected to their communities and give them a sense of purpose beyond work. 7. Provide regular feedback and coaching to help employees improve their performance. This can help employees feel valued and invested in their work. 8. Create a mentorship program that pairs employees with more experienced colleagues. This can help employees learn new skills and gain valuable insights into the company. 9. Offer opportunities for team building activities and social events. This can help employees build relationships with their colleagues and feel more connected to the company. 10. Conduct regular employee surveys and focus groups to gather feedback on company culture, leadership, and other areas of concern. This can help businesses identify problem areas and take action to address them. By implementing these strategies, businesses can retain their most valuable employees and prevent them from seeking out new job opportunities when they return from their summer break. #KING #BEBOLD #TAKECONTROL #REALISEYOURFULLPOTENTIAL #RECRUITMENT Follow us: https://lnkd.in/emQnY43D
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Retaining top talent can be a challenging task for high-growth businesses in the Southwest. Especially during the summer months, when employees are more likely to take holidays and consider new job opportunities. Here are KING'S ten ways that businesses can retain their most valuable employees and prevent them from applying for jobs when they return from their summer break. 1. Offer competitive salaries and benefits packages that are in line with industry standards. This can include things like health insurance, paid time off, and retirement plans. 2. Provide opportunities for professional development and career growth. Employees want to feel like they are advancing in their careers and learning new skills. 3. Foster a positive company culture that values collaboration, innovation, and teamwork. Encourage open communication and provide a supportive work environment. 4. RecogniSe and reward employees for their hard work and contributions. This can be done through bonuses, promotions, or other incentives. 5. Give employees flexibility in their work schedule and allow for remote work options. This can help employees achieve work-life balance and increase job satisfaction. 6. Offer opportunities for community involvement and volunteer work. This can help employees feel connected to their communities and give them a sense of purpose beyond work. 7. Provide regular feedback and coaching to help employees improve their performance. This can help employees feel valued and invested in their work. 8. Create a mentorship program that pairs employees with more experienced colleagues. This can help employees learn new skills and gain valuable insights into the company. 9. Offer opportunities for team building activities and social events. This can help employees build relationships with their colleagues and feel more connected to the company. 10. Conduct regular employee surveys and focus groups to gather feedback on company culture, leadership, and other areas of concern. This can help businesses identify problem areas and take action to address them. By implementing these strategies, businesses can retain their most valuable employees and prevent them from seeking out new job opportunities when they return from their summer break. #KING #BEBOLD #TAKECONTROL #REALISEYOURFULLPOTENTIAL #RECRUITMENT Follow us: https://lnkd.in/e6EKDzsG
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A leader I deeply respect and feel blessed to have worked with (Ken Holmes I'm looking at you!) used to have a mantra: "Leave your side of the street clean." It's something so simple, yet so powerful. And sadly, often missed. People leave companies for a variety of different reasons. AND...you can always leave your side of the street clean on both the employee and employer front. What does that look like? Employees: - Write up a clear transition plan (status projects you've owned, teams you manage, if you managed people - share a bit about each team member, how they prefer to be managed, performance reviews, development goals. This will greatly help their next manager) - Saying sincere farewells - Finishing well - tidying up your projects and working with integrity Employers: - Treate your departing employees with respect. - Send a note to let people know what is going on (Comms matter) and wishing them well - Encourage employees to say their farewells; treating them like humans - Not bad mouthing the employees AFTER they leave (i have seen this happen too many times and it reflects more on the management than the employee) - Give them time to depart with grace I've found that the world is incredibly small. Do your best to show up well. And most of all...leave your side of the street clean. Anything you'd add? What company have you worked for that really exemplified this as an employer? Or as an employee or team member? Two companies I worked with that set the standard for how to treat an employee when I left? Medallia and Tubular Labs. Still so proud to be an alumni of both. #employeeexperience #employerbrand #integrity
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