Positive company culture isnt about ping pong tables


Bowl this is dawn Schuler certified trainer and Business Consultant at the Shooter Act Ping Pong tables. Don't help you do that they might help you have fun they might help you relieve stress might help you you bond with your fellow employees and staff members but they're not really helping you in your knowledge activities ways of doing things understanding that they can immediately and directly take back so let me go back to the team bonding isn't the same as team building so that I can explain that in gender team building and we disagree we say that those are activities that are great you believe your work makes a contribution to something ping pong tables don't fit into that the office and apply to their jobs a paintball course does not immediately apply down on team bonding versus team building. Now let's go to the main event of this episode which is Ping Pong table there's been this big push that certain activities like rope courses or escape rooms or or paintball fight facilities actual job is ping pong tables aren't Gallup has been asking questions for over thirty years about what nobles and nap pods aren't the same thing as creating a quality job and a positive company culture as of exercises in facilitation by skilled trainers and consultants who helped the participants with things sure but that's a byproduct and it's not specifically team building team building on the other hand is a series setting that's not at work but it helps people relate to each other on a personal basis can that help with team building and performance at work your boss cares about your development you can use your strengths every day and you believe you're doing something that is making an MP for team bonding and that's important bonding is important come together learn more about each other in this fun relaxed Ping Pong tables nap pods at work aren't necessarily the same as creating equality job and a positive company culture finders assessment now called the Clifton strengths finders that over twenty two million people around the world of taken with Jim Clifton says so here is what Jim Clifton who is the current CEO at Gallup and his father Donald Clifton is the one who created the strengths is a great job is a job in which you believe your boss cares about your development you can use your strengths every day at work and to their jobs unless of course their job is working at a paint ball course but that's not we're talking about so that is where we creates engagement at work Clifton also said there Enga- all the questions that Gallup asks are really about a human in wanting to develop maximize their strengths make a meaningful contribution and feel valued and we know because of all the research seventy percent of the working population still disengaged and not engaged at all wjr that engagement happens automatically when these deeper needs get matt so why are we attribute some of these things to the millennial generation that whole wanting to make an impact in needing that sir social interaction wherever you fall in the generation line whether you're pre millennial or post millennial pre boomer post boomer don't you really want to make a meaningful contribution don't you want to feel valued don't you want to be able to use your gifts and strengths every day if you're that you're not fulfilled and I bet that you're thinking that there's got to be more than just this what if an organization could create a culture around caring about the employees at a job because it's just a job and you get to bring home a paycheck you're really not engaged are you I'm certain a positive strong company culture and that positive culture facilitates social interaction teamwork the people in your organization what are you doing to maximize their strengths do you even know their strengths they do and they're happy because they're probably using their strengths and their gifts equals end of executives and eight percent of employees believe that a distinct corporate culture is important to a businesses success I am certain that that attitude and belief system that Google provides and their survey also found that there is a strong correlation between employees who claimed feel happy and valued at work and those who say that do they know whether you know that do they feel as if they are acknowledged for their strengthen their gifts feel that they are vital to the workings of the whole even the cleaning crew I bet that means I can make an impact and I can really do something here. In this organization company has a strong culture so that feeling valued and feeling like they're making an impact and being acknowledged for the work that they see something in me that will be of value to the organization and they want me for those reasons for those great things I can do -portant if one piece didn't work the rest of it didn't work that is how you want your employees in your staff members to it's really about I went through this hiring process they must really want me it must be because he's wanting to understand on a personal as well as a professional basis their direct reports do they know the importance of their role their job duties in the organization do they understand how it fits in the cog of the entire machinery he think about the inner workings of what do you do in your organization to help your employees in staff feel they're making a meaningful contribution is what makes Google one of the best places to work according to their employees so what are you doing to develop I bet it has to do with truly using their strengths and gifts because using that Google example they spend a lot Franks and helping them develop and maximize those according to research by Deloitte Ninety four points does everyone in your organization have that feeling from the top down tation even down to the administrative assistant or the receptionist or the call center or the customer service

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