“Corporate culture” is a phrase that gets tossed around quite a bit nowadays, and with good reason. Studies, like the one performed by Professor Charles O’Reilly and his team at Stanford, show that companies walk a thin line between creating a strong internal culture and promoting financial growth, since these two goals are often at odds. However, they also found that companies can achieve both goals—provided that they remain adaptable and pay attention to their employees’ unique strengths and ideas. As noted in the article linked above, “[Their] research found the most powerful corporate cultures embrace ‘nonuniform behaviors and adaptability in particular.’”
Both infections—zombies and disengaged employees— are highly contagious and can spawn a horde. How to Cure the Infection For zombies, the answer is, simply put, a bullet in the head and protection from future bites. With disengaged employees, though, it’s not as simple. These are a few tips to help cure your disengaged-employee infestation.
When building your business, no matter what market you’re in, your phone system is the last thing you want to stress about. You don’t have the time to stress about it. This was the case of the Jive founders.
How many layers of hierarchy should a company have—or should it have any? Have a look at the pros and cons to flat organization and what this management structure means for your company.