There is a myth that all millennials want to be entrepreneurs. And while there are many benefits in entrepreneurship, more and more millennials are prioritizing another component on their career lists: Fulfillment. Money is also important but for many in this generation, the environment where they can develop professionally (and tie it into their personal lives) plays a crucial role in selecting an employer.
It’s no secret that an elite group of business moguls and Fortune 500 companies use the ancient principles of Feng Shui in the design of their company to help facilitate successful operations. Coca Cola, Shell, Sony, Procter and Gamble, Whole Foods Market and even Donald Trump acknowledge the key role that a balanced work environment plays in productivity, problem solving, employee retention, innovation and yes, financial success.
In my experience, it’s not dumb luck, but rather a combination of a rigorous process, an investment of effort and creativity, and a willingness to trust your gut (but only if it has largely served you well in the past. Otherwise, trust someone else who has a better one). Here are a few proven tricks to jumpstart your talent scouting efforts.
As startups continue to pop up all over the country the competition for getting creative talent is becoming more fierce. When it comes to creative talent it’s essential to make sure you find ways to keep them stimulated and challenged. If companies want to capitalize on this creativity then giving them an environment that will stimulate them is absolutely necessary.
At CCS we have featured dozens of offices that range from the kooky and crazy to the simple and elegant. Our quest to find the most unique spaces and culture is a never ending one. A recurring theme that we have found in many of our shoots is that movies can play a role in giving the office its character. Be it conference rooms named after films shot in Chicago at Performics or art competitions where employees need to guess what film is being represented via paintings at Upshot, there is no shortage of how films are manifested through office design.
A startup scene is booming down under and it’s looking to take over the world as Australia is becoming one of the leaders for tech startups. The biggest cities that are helping propel the country’s tech scene are Sydney and Melbourne. Both cities hold approximately 19% of the country’s startups, with 12% located in Sydney and 7% in Melbourne. While it is evident that these cities play a big role they are also not dominating the Australia tech scene giving better balance and distribution throughout the country for startups.
Company culture might be what everyone is talking about, but a culture cannot be successful without strong employee engagement. Company leaders, HR executives and managers are always looking for new and innovative ways to increase and maintain employee engagement. While there isn’t a one size fits all approach, here are three things that you should consider if you want to build a company culture that has great employee engagement.
Doh, duh-di-doh, duh-di-doh, duh-di-doh-di-doh-da-doh Doh, duh-di-doh, duh-di-doh, duh-di-doh-di-doh. Well you must be a girl with shoes like that. She said you know me well….
While you might not be hearing that song until next season the city of Chicago is still celebrating Blackhawks Stanley Cup win. But this isn’t just the rejoicing over winning a championship, but because it is the beginning of a dynasty. In the sports world, creating a dynasty is no easy feat. It requires having top talent not just in the starting line up, but on the coaching staff, in management and leadership. Having won three Stanley Cups within a six year period, the Blackhawks success can be attributed to many things, including the team’s culture. Here are three things you can learn from the Blackhawks on how you can build your company culture.
So, you’ve got this amazing office space – complete with open seating, a kegerator and ping-pong tables. Your company boasts lunch-and-learns and summer Fridays. Employees love coming to work every day and potential hires dream about spending 40 hours a week in this great environment. Inside the four walls of your office, you’re doing all you can to cultivate a passionate, committed workforce, but how can you take employee engagement to the next level? Take your employees out of the office.
As the tech industry continues to boom throughout the US, creativity is becoming one of the top skill sets being sought after when it comes to new talent. But to attract the cream of the crop, a culture of creativity must exist in order to lure them in. Not only will a creative culture attract the right talent but it will help in maintaining the culture so the company can be successful.
The summer after my sophomore year in college, I returned to my native Chicago for an internship at the Second City. For approximately twelve weeks, I worked 10-4 as the intern to the managing producer, and when the dog days of summer arrived, I was not ready to leave behind a company that made me feel more welcome than any other had I have, during my time as an undergraduate, completed three different internship programs, all in the theatre arts. I’ve gained experience in the administrative, technical, and production realms of the theatre world. Undoubtedly, I learned something different at each of these internships, and each experience has served as an invaluable guide as I try to narrow down what it is, exactly, that I want to do after I graduate on May seventeenth.
Bold paint colors and geometric carpet patterns can be much more than lively office décor. In today’s design world, they often shape the path to the conference room, break room or coffee bar. This type of “way finding” is a unique approach to helping businesses define their interior spaces and create an efficient flow through the office. This helps employees and visitors move through the space effortlessly and can eliminate confusion for visitors. If you’ve ever circled through a client’s office looking for the “large conference room,” you’ll understand the need for way finding.
Most of us put careful thought into how we design and organize our homes to reflect our personality and what we love most. Whether your preference in style includes antique collectables, one-of-a-kind art pieces, or an investment in a fantastic bed that helps you to sleep like a baby; the way that our house is designed impacts how we feel about our home.
I build companies for a living. I’ve built and sold two companies before beginning my current journey—DialogTech, formerly Ifbyphone—and since founding this company, I can confidently say that if you want to build a successful company, you need a strong company culture. It’s what sets you apart from the competition, and what keeps rock star employees from taking their talents to another stage. As in many endeavors, the devil is in the details. Building a strong culture takes hard word and a constant commitment. Here are six things from my personal experience that you might find helpful.
With so much discussion regarding the evolution of the “open and collaborative” workplace, how can companies be sure it is the right fit for their organization? With new types of furniture and demountable systems coming to market every year, how do end users know these products will function in a way that meets the needs of their particular workforce?
Job seekers, wondering why tech companies are investing so much time in multiple rounds of interviews? On one hand, they’re announcing hundreds of job openings to grow fast and yet, the interview process seems slow. First, you did it. After scouring the job market to find the company and position you want, you land that first interview and crush it. But then you learn you may not even be halfway to receiving a job offer. Jobs stay vacant an average of 23 days after being posted according to Labor Department data, and job seekers are surprised to spend weeks or even months jumping through hoops before finally getting a job offer. For example, candidates at ContextMedia spend 2-4 weeks going through our 5-step interview process before they are invited to join our family. We are a high-growth company, so what’s taking us so long?
LinkedIn has offices in 30 cities around the world with approximately 7,000 employees. Somehow I have earned the great pleasure of managing the Chicago site that is home to nearly 400 of those professionals. It’s difficult to put into words the tremendous pride and honor I feel to be part of such an amazing company, let alone lead the Chicago division of Global Workplace Services and participate in creating an amazing workplace design. I consider a primary function of my role to be a steward of our company culture and I’m committed to sharing that enthusiasm with every new employee that comes to the Chicago office. Working on our recent renovation has taught me more about our people and culture than I ever expected it would.
EEEMP. Oh no – another acronym, right? At gravitytank, it’s how we describe the way so many people typically work: Email, Email, Email, Meetings, PowerPoint. Sound familiar? While EEEMP captures the flow of work for so many people, we feel strongly that it has proved ineffective for supporting a culture of innovation. It encourages siloed work distribution. It delays decision-making. It enforces hierarchical relationships and worst of all, it separates people.
Building a company culture goes beyond just unlimited vacation days and ping-pong tables. The foundation for a great company culture is all about the talent you hire and how you develop them once they are in. Hiring someone who is not a cultural fit or does not believe in the values of the company, can prove to be disastrous.
In the past week you might have been wondering what all the hoopla is about as you hear echoes of cheers and cries from employees throughout the office. You might also be hearing a lot about pools lately but it’s not about the kind you swim in. The NCAA Men’s Basketball Tournament is dominating office chats around the country as it wraps up with the Final Four just days away. The tournament is more than just a sporting event, it’s a major event for the workplace.