In this article, we provide an overview of the elements of work culture and explain the importance of a healthy culture in the workplace.

With the right onboarding efforts, your new hybrid hires can quickly feel like part of the team instead of being confined to the sidelines.

When we talk about aspects of what makes an organization a good place to work, the primary factors most of us take into account are brand value of the organization and compensation paid to employees.

“Culture eats strategy for breakfast, operational excellence for lunch and everything else for dinner,” says an internet meme, sparked by a quote attributed to legendary management thinker Peter Drucker.

It may be the perfect time to reevaluate your own culture.

Your business identity is a unique combination of organizational cultures. Here’s how to identify them and take advantage of their strengths.

Culture affects every aspect of your company, from the public’s perception of your brand to your employees’ job satisfaction to your bottom line. Because there’s so much at stake, it’s important that your corporate culture is adaptable and open to improvement – which starts with being able to articulate just what kind of culture your company has.

Mentoring programs aren’t as effective as they could be. Single mentor-mentee matches are often too formal and hierarchical, and even the best mentoring programs are unlikely to achieve intended outcomes when the surrounding workplace is competitive and individualistic, or individuals are “voluntold” to participate.

Here are the dos and don'ts of crafting corporate culture in a remote and hybrid world

Every employee impacts an organization's direction, but leadership has by far the largest and most direct effect on company culture, which revolves around employee engagement, environment, atmosphere and the success of the company and its clients.

The office or organization’s environment or “vibe” is so powerful that it can make or break your job experience and result either in your long-term employment or, in the worst circumstances, your speedy retreat back to the job market.

When you leave culture up to chance, something as simple as office cliques can leave a bad mark

Culture is the everyday reality of organizational life. What are you doing to develop yours?

It may come as no surprise that “a lack of time to get work done” is just as big a problem in nursing as it is in government; and “poor communication” is as rampant in the not-for-profit world as it in in private industry. It just goes to show that ‘people problems’ are universal.