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Great Leadership Driven Cultures and a Great Workplace Are a Choice? ……… Here are two actual opposite outcomes. “Choose Wisely!”

John Hagen
September 20, 2016September 22, 2016
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Here are two dramatic examples, representing two actual companies, tracing how two opposite leadership driven cultures went about solving the same issue. For simplicity sake both had $10 Million in sales/revenue, a 10% profit margin and 200 employees (20 management and 180 line and hourly employees). They both had a projected 1 – 3% decline ($100,000 – $300,000) in income for the coming year. At the time both company’s starting wages were near the state and/or federal minimum and already experiencing recruitment and retention problems. The details were modified to protect identities, but actually occurred during the same period of time, after the end of the Great Recession, 2013 – 2015.

Great Cultures Promote Candidate/Employee Retention?

John Hagen
August 10, 2016

Retaining Talent

Companies with great cultures know their cultures promote and reward employee retention. However, most companies don’t know or understand their cultures repel employees from both applying and/or staying. Reversing the talent drain by creating a culture of candidate retention will take time. It took a long time to produce existing negative talent results. Clearly this will not happen within a quarter and maybe not within a year. There is no short term solution to a problem that has taken years or decades to develop and fester. This also appears to have gone hand in hand with the short CEO and C-level life cycle within organizations. Short cycle reductions in costs and boosts in profit were great for shareholders, CEOs and other C-level performance bonus structures. However, they have been a catastrophe for their employees and employment in general.

ATTRACTING, GETTING AN APPLICATION AND CAPTURING GREAT TALENT IS A CULTURE CHOICE?

John Hagen
June 29, 2016July 20, 2016

Attraction and Retention

Great cultures, wages, benefits and people policies produce GREATER PROFITS….not less!
Higher sales/revenue, performance, profits and great people policies are not mutually exclusive
Fortune 500 organizations with great cultures and leadership are 105% more profitable than those without!
Similarly, companies with high engagement (coming from great people policies) are 2½ times more profitable!
Companies with highly engaged employees outperform those with low engagement by almost 5 times!

LEAN Culture Implosion and the Talent Gap

John Hagen
June 22, 2016June 29, 2016

Is the Talent Gap also Due to the Inevitable LEAN Culture Implosion?

Another contributing answer for “Talent Gap Blindness” and the internal cultural talent problem can be found in Steve Gandara & Randall Benson of “Excellent Cultures” four part post on the inevitable LEAN Implosion (or any SixSigma, SAP, Kaizen, Continuous Improvement – CI processes). Through observation, historical documentation and reports like this, the international cultural dissonance between the LEAN concept of Japan’s Kaizen and its Americanized interpretation and implementation is profound and a killer of the positive cultural spirit.