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6. Transparency is the key to building a strong
organizational culture, and an engaged team.
Do Ask:
Is it absolutely
necessary to
keep this
information
from the team?
Don’t ask:
Is it absolutely
necessary to
share this
information with
the team?
8. Employees make
valuable
contributions to
your organization
every day.
Recognize and reward
their contributions, and
make it ridiculously easy
for everyone on your
team to do the same.
Companies that exhibit
a recognition-rich
culture tend to have
dramatically lower
turnover rates.
10. Think about both
the physical and
cultural environment
in your organization.
Is it conducive to
building strong
relationships?
If it isn’t, engineer
spaces and situations
that promote
coworker interaction.
11. STEP 4
E m b r a c e
a n d i n s p i r e
E m p l o y e e
A u t o n o m y
12. Trust your employees
to manage their
responsibilities
effectively.
Let go of the idea that
work has to happen
a certain way at
a certain time.
Help your team
grow from being held
accountable, to
embracing autonomy
and ownership.
14. Modern organizations understand the
value of practicing flexibility. It can
improve morale and even reduce
turnover.
A CareerBuilder survey of nearly four
thousand workers revealed flexibility as one of
the biggest drivers of employee retention.
15. STEP 6
C o m m u n i c a t e
P u r p o s e a n d
Pa s s i o n
16. Purpose is not
exclusive, and there
are no "purpose
professions."
Find out what's
important to your
employees, and where
that intersects with
your organizational
goals.
The better you
understand your team’s
goals and aspirations,
the better you can help
your team to see the
purpose in their work.
18. Your employees and your
coworkers are not simply
a group of other people
you work with; they are
integral members of
your team.
Promote a team
atmosphere and
accomplish more
together than you ever
could as individuals.
20. Employees don't get
enough regular
feedback, and when they
do it's often vague or
perceived as inauthentic.
It's vital to give
employees the tools they
need to understand when
and why they're doing
well, and how to fix it
when they're not.
22. Make your core
values more than
bullet points on
your 'about us'
page.
Core values
are a company’s
guiding light.
They're the
inseparable
principals at the
heart of an
organization.
24. Building a company
culture takes
time and energy.
It doesn’t
just happen.
A great company
culture is a constant
work in progress,
because as a company
evolves, so do its
constituents.
Devote time and
effort toward
developing and
nurturing your
organizational
culture.