Igor Ulis’ Post

🌟 The Hidden Dangers of Favoritism in the Workplace 🌟 Favoritism can quietly erode the foundations of a healthy work environment. While it’s natural to have preferences, when these biases influence decisions, it can lead to significant issues within teams and organizations. Here’s why favoritism is detrimental: Decreased Morale: When employees perceive that favoritism exists, it breeds resentment and lowers overall morale. Team cohesion suffers as trust erodes. Inequitable Opportunities: Favoritism can result in unequal access to projects, promotions, and professional development, ultimately stifling talent and innovation. Employee Turnover: When individuals feel overlooked or undervalued due to favoritism, they’re more likely to seek opportunities elsewhere, leading to higher turnover rates. Stifled Growth: A culture that rewards favoritism often overlooks diverse perspectives and ideas, hindering creativity and growth. It’s crucial for organizations to foster a culture of fairness and transparency. Implementing clear evaluation criteria and encouraging open communication can help mitigate favoritism and ensure that every employee feels valued. Let’s strive for workplaces where merit and hard work shine through! #WorkplaceCulture #Fairness #EmployeeEngagement #Leadership

There’s a saying I like to remind my boys of. If there’s 7 people in a room and 6 are d*ckheads, you’re the 7th. Shit sticks. 💩 It’s a harsh truth we often ignore, hoping the dysfunction of a workplace won’t cling to us. But when you’re working in a toxic culture, no matter how hard you try to stay above the fray, the reality is that the culture shapes you more than you can shape it. And the longer you stay, the harder it is to shake off that reputation when you move on. Let’s unpack how that happens. “I’M JUST DOING WHAT I’M TOLD” DOESN’T FLY ANYMORE  You might think you’re playing it safe by following orders, even when you know they’re wrong. But in the social construct of the workplace, integrity matters more than ever. Future employers are looking for people with values, not just skills. Following orders without question could signal to others that you lack a moral compass. Worse still, it suggests that you’re willing to compromise your integrity to fit into a toxic culture. And that’s something potential employers might want to steer clear of. As HR practitioners, we fear hiring someone from a toxic environment. We worry you’ll bring those bad habits with you—because culture isn’t just what a company does, it’s how people behave to be successful within it. Keep reading on the blog #HR #Leadership #Culture #Diversity #Emotionallntelligence #EQ #employeewellbeing #wellbeing #peopleandperformance #employeesatisfaction #employeeengagement #employeexperience #workplace #workplacedesign #workculturematters #work #recruitment #perthbusiness #hrlife #career #humanresources #humanresourcesonline #employee #kalgoorlie #business #spicyhr #humancentereddesign #workplacewellbeing #leadership #teamculture #kalgoorlieboulder #bunbury #busselton #perth #mandurah #adelaide #porthedland #geraldton #employeeretention #workplacesolutions #peoplefirst #humancentred #recruitmentsolutions #recruitmentstrategy #recruitmentexperts

Create a Mission-Driven Workplace That People Don’t Want to Leave 💡 Retention isn’t about holding on to people who might leave—it’s about building a workplace where they don’t want to leave in the first place. In my leadership journey, I’ve seen how a mission-driven culture can foster loyalty, engagement, and growth. Here are five strategies I use to create a workplace that inspires commitment: 1️⃣ Live the Mission Daily Your mission shouldn’t just live on your website—it needs to guide decisions and conversations. I tie every major choice back to our mission and highlight how it drives our work forward. 💡 Tip: Start every meeting by connecting the agenda to your mission. 2️⃣ Be Transparent Trust starts with open communication. When tough decisions come up, I bring the team into the conversation early and explain the “why.” Transparency creates buy-in and respect. 💡 Tip: Share both successes and challenges in regular team updates. 3️⃣ Celebrate Contributions Recognition is a powerful motivator. Whether it’s a big win or a small act of teamwork, I make sure to highlight how each contribution impacts the mission. 💡 Tip: Add a “shoutout” section to your team meetings or emails. 4️⃣ Invest in Growth When people see a path for growth, they’re more likely to stay. I ensure we budget for professional development and create opportunities for staff to take on new responsibilities. 💡 Tip: During reviews, ask team members about their career goals and plan how to support them. 5️⃣ Build Belonging Diversity, equity, and inclusion aren’t just checkboxes—they’re the foundation of a strong culture. I create spaces where every voice matters and ensure our policies reflect fairness and inclusion. 💡 Tip: Foster connections through team-building activities that feel authentic, not forced. The Result? When you create a workplace rooted in mission, trust, and growth, your team thrives. Engagement rises, turnover drops, and your organization becomes stronger. 💬 What about you? What strategies have you used to build a mission-driven workplace? Let’s exchange ideas in the comments—I’d love to hear your insights! If you agree with these, please repost and support others on their leadership journey.

Companies with a positive work culture are better places to work, and tend to have higher retention rates. Gallup notes that a strong #CompanyCulture can lead to 85% net profit increase over a five-year period. Take the culture quiz!

Companies with a positive work culture are better places to work, and tend to have higher retention rates. Gallup notes that a strong #CompanyCulture can lead to 85% net profit increase over a five-year period. Take the culture quiz!

That pesky Human Factor again. Every day, we each have the opportunity to influence the culture of our company even if only among the people we interact with on a daily basis. I truly believe that civility is contagious and spreads quickly. While it takes a painfully long time, it does eventually replace bad behavior, even at the largest of corporations. People want connection. Humans want to trust those around them. People don't want to dread heading in to work, and wouldn't it be great to not always develop a case of the "S'monday's" at noon on Sunday? Work will always be competitive, no matter where you work or what you do for a living. Fighting for the resource of a limited amount of dollars in the form of pay and bonuses to go around will always breed intense competition. Competition doesn't always have to be a bad thing, though. At its best, it can drive innovation and improve the bottom-line of corporations. At its worst, it can destroy a team and company. I have both witnessed, and personally experienced the cost of incivility in the workplace. Anti-collaborative behaviors slow the progress of projects, costing corporations greatly in the form of missed milestones and lower efficiency, at the cost of higher employee turn-over and mistakes. Culture is set from the top down in a corporation. Active listening is as important, as it is uncomfortable. Leaders need to really look as hard at what drives dynamics between team members, their human capital, as they do at the financial statements. The worst offenders are often hidden by an "invisible cloak of incivility". Leaders need to understand that mistakes do happen, we are all human, but that sincere apologies really do have an outsized impact at repairing even the most difficult situations. Trust is contagious.

𝗪𝗮𝘆𝘀 𝘁𝗼 𝗦𝘁𝗼𝗽 𝗣𝗮𝘀𝘀𝗶𝘃𝗲 𝗔𝗴𝗴𝗿𝗲𝘀𝘀𝗶𝗼𝗻 𝗳𝗿𝗼𝗺 𝗖𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗮 𝗧𝗼𝘅𝗶𝗰 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 🛑 Companies should be proactive in recognizing unhealthy work patterns and preventing them from taking root, so that workers can stay engaged and the environment remain healthy. Passive aggression is a silent killer of workplace culture and motivation. 📊 Studies show that 71% of employees consider it the leading cause of their lack of effort on the job - creating an incredibly destructive feedback loop if left unaddressed. Here are four key tips to help combat passive aggression and transform toxic workplaces back into healthy ones. 🔎 Identify the Cause 🔎 Look into Soft Skills Training 🔎 Create an Open Line of Communication with HR Specialists 🔎 Be Accountable and Reflect on Your Own Behavior Read the rest at Entrepreneur Media to learn more, written by Marc Havercroft. (ctto) https://ayr.app/l/ZCzT ➖ ➖ ➖ For over 20 years, I’ve trained over 5,000 corporate clients for companies ranging from Dell to the Department of Justice. Using evidence-based strategies, I help organizations create a culture of high performance to accelerate growth and skyrocket results. My signature system is the key to my clients' success, as it provides highly effective and engaging programs customized to improve overall well-being, allowing you to unleash the full potential of your team and business. Do you want to know how you stand against other leading companies? Do you want to know where your company currently excels? Do you want to know where you have room for improvement? ***** 👉 Type “YES” in the comments below... And I will provide you access to my proprietary “Corporate Culture of High Performance CHECKLIST.” I look forward to guiding you to your fastest path to success. #management #entrepreneurship #bestadvice #strategy #culture #leadership

Things That Make You Go Hmm🤔: Why Companies Should Not Aspire To Be ‘Like A Family’! Some companies express their culture with the phrase: ‘we are like a family.’ This can conjure feelings of unity, camaraderie, and support. While this sounds like an ideal company culture, a family dynamic does not translate well to the workplace. Here’s why companies should not aim to be ‘like a family.’ 1. Establishes Fixed Roles 2. Creates A Lack Of Accountability 3. Encourages A Cult-Like Mindset Companies are not families. Believing an organization should operate like a family creates a toxic work environment. Positive characteristics of families and businesses can overlap, such as ongoing communication and encouragement, but a company is a distinct entity. Successful organizations generate their own unique culture and dynamics representative of each individual employee. Hmm🤔 #culture https://lnkd.in/dF3FWUEG

As I reflect on the insights extracted on the below article..... https://lnkd.in/ddQ3cHgY