How to Create a Corporate Culture That Attracts (and Keeps) Top Talent”
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How to Create a Corporate Culture That Attracts (and Keeps) Top Talent
How to Create a Corporate Culture That Attracts (and Keeps) Top Talent
By Robert Half December 6, 2018 at 1:30pm
Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet.
Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities.
One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including:
Having pride in their organization
Feeling appreciated
Being treated with fairness and respect
Having a sense of accomplishment
Engaging in interesting and meaningful work
Building positive workplace relationships
Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment:
1. Provide employees meaningful work
Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line.
If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business.
GET OUR ORGANIZATIONAL CULTURE REPORT
2. Give workers opportunities to take on new challenges
If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t.
That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it.
3. Be proactive about discussing career paths
Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department.
Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals.
SUBSCRIBE TO THE BLOG
4. Help colleagues establish bonds
Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity.
Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team.
It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need.
Paul McDonald
Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired.
McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York.
Tags
corporate culture
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How to Create a Corporate Culture That Attracts (and Keeps) Top Talent
How to Create a Corporate Culture That Attracts (and Keeps) Top Talent
By Robert Half December 6, 2018 at 1:30pm
Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet.
Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities.
One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including:
Having pride in their organization
Feeling appreciated
Being treated with fairness and respect
Having a sense of accomplishment
Engaging in interesting and meaningful work
Building positive workplace relationships
Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment:
1. Provide employees meaningful work
Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line.
If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business.
GET OUR ORGANIZATIONAL CULTURE REPORT
2. Give workers opportunities to take on new challenges
If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t.
That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it.
3. Be proactive about discussing career paths
Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department.
Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals.
SUBSCRIBE TO THE BLOG
4. Help colleagues establish bonds
Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity.
Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team.
It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need.
Paul McDonald
Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired.
McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York.
Tags
corporate culture
More From the Blog…
6 Key Creative and IT Team Members for Digital Marketing Success
Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success.
Read More
How to Negotiate Salary After You Get a Job Offer
If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want.
Read More
Salary Negotiation
How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks…
Read More
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© 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans.
IT’S TIME WE ALL WORK HAPPY.®
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How to Create a Corporate Culture That Attracts (and Keeps) Top Talent
How to Create a Corporate Culture That Attracts (and Keeps) Top Talent
By Robert Half December 6, 2018 at 1:30pm
Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet.
Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities.
One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including:
Having pride in their organization
Feeling appreciated
Being treated with fairness and respect
Having a sense of accomplishment
Engaging in interesting and meaningful work
Building positive workplace relationships
Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment:
1. Provide employees meaningful work
Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line.
If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business.
GET OUR ORGANIZATIONAL CULTURE REPORT
2. Give workers opportunities to take on new challenges
If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t.
That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it.
3. Be proactive about discussing career paths
Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department.
Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals.
SUBSCRIBE TO THE BLOG
4. Help colleagues establish bonds
Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity.
Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team.
It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need.
Paul McDonald
Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired.
McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York.
Tags
corporate culture
More From the Blog…
6 Key Creative and IT Team Members for Digital Marketing Success
Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success.
Read More
How to Negotiate Salary After You Get a Job Offer
If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want.
Read More
Salary Negotiation
How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks…
Read More
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© 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans.
IT’S TIME WE ALL WORK HAPPY.®
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How to Create a Corporate Culture That Attracts (and Keeps) Top Talent
How to Create a Corporate Culture That Attracts (and Keeps) Top Talent
By Robert Half December 6, 2018 at 1:30pm
Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet.
Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities.
One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including:
Having pride in their organization
Feeling appreciated
Being treated with fairness and respect
Having a sense of accomplishment
Engaging in interesting and meaningful work
Building positive workplace relationships
Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment:
1. Provide employees meaningful work
Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line.
If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business.
GET OUR ORGANIZATIONAL CULTURE REPORT
2. Give workers opportunities to take on new challenges
If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t.
That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it.
3. Be proactive about discussing career paths
Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department.
Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals.
SUBSCRIBE TO THE BLOG
4. Help colleagues establish bonds
Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity.
Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team.
It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need.
Paul McDonald
Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired.
McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York.
Tags
corporate culture
More From the Blog…
6 Key Creative and IT Team Members for Digital Marketing Success
Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success.
Read More
How to Negotiate Salary After You Get a Job Offer
If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want.
Read More
Salary Negotiation
How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks…
Read More
Availability Status
Let us know you’re ready to work with one click.
Update My Status
Learn more
Set Your Status
Click the blue button on your profile page at least once a week to keep your status set to Available.
Next >
Set Your Status
Your status will automatically change to Idle and Unknown over time, so update it weekly while you’re looking for work
Update My Status
I’ll Update Later
ABOUT US
About Robert Half
Our Services
Media Room
Investor Center
Corporate Responsibility
Careers
Locations
RESOURCES
Timesheets
2018 W2 Tax Forms
Pay Invoice
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Employer FAQs
Contact Us
Job Directory
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Blog
LEGAL
Fraud Alert
Privacy Policy
Terms of Use
Government Notice
Sitemap
FOLLOW US
YouTube
Glassdoor
© 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans.
IT’S TIME WE ALL WORK HAPPY.®
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How to Create a Corporate Culture That Attracts (and Keeps) Top Talent
How to Create a Corporate Culture That Attracts (and Keeps) Top Talent
By Robert Half December 6, 2018 at 1:30pm
Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet.
Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities.
One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including:
Having pride in their organization
Feeling appreciated
Being treated with fairness and respect
Having a sense of accomplishment
Engaging in interesting and meaningful work
Building positive workplace relationships
Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment:
1. Provide employees meaningful work
Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line.
If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business.
GET OUR ORGANIZATIONAL CULTURE REPORT
2. Give workers opportunities to take on new challenges
If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t.
That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it.
3. Be proactive about discussing career paths
Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department.
Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals.
SUBSCRIBE TO THE BLOG
4. Help colleagues establish bonds
Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity.
Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team.
It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need.
Paul McDonald
Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired.
McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York.
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This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities. One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including: Having pride in their organization Feeling appreciated Being treated with fairness and respect Having a sense of accomplishment Engaging in interesting and meaningful work Building positive workplace relationships Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment: 1. Provide employees meaningful work Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line. If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business. GET OUR ORGANIZATIONAL CULTURE REPORT 2. Give workers opportunities to take on new challenges If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t. That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it. 3. Be proactive about discussing career paths Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department. Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals. SUBSCRIBE TO THE BLOG 4. Help colleagues establish bonds Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity. Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team. It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York. Tags corporate culture More From the Blog… 6 Key Creative and IT Team Members for Digital Marketing Success Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success. Read More How to Negotiate Salary After You Get a Job Offer If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want. Read More Salary Negotiation How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks… Read More ABOUT US About Robert Half Our Services Media Room Investor Center Corporate Responsibility Careers Locations RESOURCES Timesheets 2018 W2 Tax Forms Pay Invoice Job Seekers FAQs Employer FAQs Contact Us Job Directory Salary Guides Blog LEGAL Fraud Alert Privacy Policy Terms of Use Government Notice Sitemap FOLLOW US Facebook LinkedIn Twitter YouTube Instagram Glassdoor 1.888.436.8832 © 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. IT’S TIME WE ALL WORK HAPPY.® United States Toggle Dropup This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities. One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including: Having pride in their organization Feeling appreciated Being treated with fairness and respect Having a sense of accomplishment Engaging in interesting and meaningful work Building positive workplace relationships Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment: 1. Provide employees meaningful work Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line. If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business. GET OUR ORGANIZATIONAL CULTURE REPORT 2. Give workers opportunities to take on new challenges If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t. That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it. 3. Be proactive about discussing career paths Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department. Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals. SUBSCRIBE TO THE BLOG 4. Help colleagues establish bonds Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity. Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team. It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York. Tags corporate culture More From the Blog… 6 Key Creative and IT Team Members for Digital Marketing Success Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success. Read More How to Negotiate Salary After You Get a Job Offer If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want. Read More Salary Negotiation How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks… Read More ABOUT US About Robert Half Our Services Media Room Investor Center Corporate Responsibility Careers Locations RESOURCES Timesheets 2018 W2 Tax Forms Pay Invoice Job Seekers FAQs Employer FAQs Contact Us Job Directory Salary Guides Blog LEGAL Fraud Alert Privacy Policy Terms of Use Government Notice Sitemap FOLLOW US Facebook LinkedIn Twitter YouTube Instagram Glassdoor 1.888.436.8832 © 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. IT’S TIME WE ALL WORK HAPPY.® United States Toggle Dropup The
This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities. One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including: Having pride in their organization Feeling appreciated Being treated with fairness and respect Having a sense of accomplishment Engaging in interesting and meaningful work Building positive workplace relationships Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment: 1. Provide employees meaningful work Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line. If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business. GET OUR ORGANIZATIONAL CULTURE REPORT 2. Give workers opportunities to take on new challenges If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t. That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it. 3. Be proactive about discussing career paths Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department. Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals. SUBSCRIBE TO THE BLOG 4. Help colleagues establish bonds Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity. Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team. It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York. Tags corporate culture More From the Blog… 6 Key Creative and IT Team Members for Digital Marketing Success Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success. Read More How to Negotiate Salary After You Get a Job Offer If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want. Read More Salary Negotiation How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks… Read More ABOUT US About Robert Half Our Services Media Room Investor Center Corporate Responsibility Careers Locations RESOURCES Timesheets 2018 W2 Tax Forms Pay Invoice Job Seekers FAQs Employer FAQs Contact Us Job Directory Salary Guides Blog LEGAL Fraud Alert Privacy Policy Terms of Use Government Notice Sitemap FOLLOW US Facebook LinkedIn Twitter YouTube Instagram Glassdoor 1.888.436.8832 © 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. IT’S TIME WE ALL WORK HAPPY.® United States Toggle Dropup This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities. One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including: Having pride in their organization Feeling appreciated Being treated with fairness and respect Having a sense of accomplishment Engaging in interesting and meaningful work Building positive workplace relationships Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment: 1. Provide employees meaningful work Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line. If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business. GET OUR ORGANIZATIONAL CULTURE REPORT 2. Give workers opportunities to take on new challenges If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t. That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it. 3. Be proactive about discussing career paths Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department. Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals. SUBSCRIBE TO THE BLOG 4. Help colleagues establish bonds Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity. Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team. It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York. Tags corporate culture More From the Blog… 6 Key Creative and IT Team Members for Digital Marketing Success Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success. Read More How to Negotiate Salary After You Get a Job Offer If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want. Read More Salary Negotiation How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks… Read More ABOUT US About Robert Half Our Services Media Room Investor Center Corporate Responsibility Careers Locations RESOURCES Timesheets 2018 W2 Tax Forms Pay Invoice Job Seekers FAQs Employer FAQs Contact Us Job Directory Salary Guides Blog LEGAL Fraud Alert Privacy Policy Terms of Use Government Notice Sitemap FOLLOW US Facebook LinkedIn Twitter YouTube Instagram Glassdoor 1.888.436.8832 © 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. IT’S TIME WE ALL WORK HAPPY.® United States Toggle Dropup This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities. One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including: Having pride in their organization Feeling appreciated Being treated with fairness and respect Having a sense of accomplishment Engaging in interesting and meaningful work Building positive workplace relationships Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment: 1. Provide employees meaningful work Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line. If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business. GET OUR ORGANIZATIONAL CULTURE REPORT 2. Give workers opportunities to take on new challenges If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t. That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it. 3. Be proactive about discussing career paths Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department. Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals. SUBSCRIBE TO THE BLOG 4. Help colleagues establish bonds Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity. Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team. It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York. Tags corporate culture More From the Blog… 6 Key Creative and IT Team Members for Digital Marketing Success Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success. Read More How to Negotiate Salary After You Get a Job Offer If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want. Read More Salary Negotiation How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks… Read More ABOUT US About Robert Half Our Services Media Room Investor Center Corporate Responsibility Careers Locations RESOURCES Timesheets 2018 W2 Tax Forms Pay Invoice Job Seekers FAQs Employer FAQs Contact Us Job Directory Salary Guides Blog LEGAL Fraud Alert Privacy Policy Terms of Use Government Notice Sitemap FOLLOW US Facebook LinkedIn Twitter YouTube Instagram Glassdoor 1.888.436.8832 © 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. IT’S TIME WE ALL WORK HAPPY.® United States Toggle Dropup The This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities. One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including: Having pride in their organization Feeling appreciated Being treated with fairness and respect Having a sense of accomplishment Engaging in interesting and meaningful work Building positive workplace relationships Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment: 1. Provide employees meaningful work Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line. If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business. GET OUR ORGANIZATIONAL CULTURE REPORT 2. Give workers opportunities to take on new challenges If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t. That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it. 3. Be proactive about discussing career paths Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department. Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals. SUBSCRIBE TO THE BLOG 4. Help colleagues establish bonds Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity. Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team. It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York. Tags corporate culture More From the Blog… 6 Key Creative and IT Team Members for Digital Marketing Success Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success. Read More How to Negotiate Salary After You Get a Job Offer If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want. Read More Salary Negotiation How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks… Read More ABOUT US About Robert Half Our Services Media Room Investor Center Corporate Responsibility Careers Locations RESOURCES Timesheets 2018 W2 Tax Forms Pay Invoice Job Seekers FAQs Employer FAQs Contact Us Job Directory Salary Guides Blog LEGAL Fraud Alert Privacy Policy Terms of Use Government Notice Sitemap FOLLOW US Facebook LinkedIn Twitter YouTube Instagram Glassdoor 1.888.436.8832 © 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. IT’S TIME WE ALL WORK HAPPY.® United States Toggle Dropup This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities. One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including: Having pride in their organization Feeling appreciated Being treated with fairness and respect Having a sense of accomplishment Engaging in interesting and meaningful work Building positive workplace relationships Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment: 1. Provide employees meaningful work Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line. If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business. GET OUR ORGANIZATIONAL CULTURE REPORT 2. Give workers opportunities to take on new challenges If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t. That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it. 3. Be proactive about discussing career paths Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department. Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals. SUBSCRIBE TO THE BLOG 4. Help colleagues establish bonds Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity. Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team. It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York. Tags corporate culture More From the Blog… 6 Key Creative and IT Team Members for Digital Marketing Success Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success. Read More How to Negotiate Salary After You Get a Job Offer If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want. Read More Salary Negotiation How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks… Read More ABOUT US About Robert Half Our Services Media Room Investor Center Corporate Responsibility Careers Locations RESOURCES Timesheets 2018 W2 Tax Forms Pay Invoice Job Seekers FAQs Employer FAQs Contact Us Job Directory Salary Guides Blog LEGAL Fraud Alert Privacy Policy Terms of Use Government Notice Sitemap FOLLOW US Facebook LinkedIn Twitter YouTube Instagram Glassdoor 1.888.436.8832 © 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. IT’S TIME WE ALL WORK HAPPY.® United States Toggle Dropup The
This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities. One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including: Having pride in their organization Feeling appreciated Being treated with fairness and respect Having a sense of accomplishment Engaging in interesting and meaningful work Building positive workplace relationships Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment: 1. Provide employees meaningful work Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line. If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business. GET OUR ORGANIZATIONAL CULTURE REPORT 2. Give workers opportunities to take on new challenges If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t. That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it. 3. Be proactive about discussing career paths Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department. Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals. SUBSCRIBE TO THE BLOG 4. Help colleagues establish bonds Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity. Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team. It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York. Tags corporate culture More From the Blog… 6 Key Creative and IT Team Members for Digital Marketing Success Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success. Read More How to Negotiate Salary After You Get a Job Offer If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want. Read More Salary Negotiation How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks… Read More ABOUT US About Robert Half Our Services Media Room Investor Center Corporate Responsibility Careers Locations RESOURCES Timesheets 2018 W2 Tax Forms Pay Invoice Job Seekers FAQs Employer FAQs Contact Us Job Directory Salary Guides Blog LEGAL Fraud Alert Privacy Policy Terms of Use Government Notice Sitemap FOLLOW US Facebook LinkedIn Twitter YouTube Instagram Glassdoor 1.888.436.8832 © 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. IT’S TIME WE ALL WORK HAPPY.® United States Toggle Dropup This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities. One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including: Having pride in their organization Feeling appreciated Being treated with fairness and respect Having a sense of accomplishment Engaging in interesting and meaningful work Building positive workplace relationships Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment: 1. Provide employees meaningful work Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line. If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business. GET OUR ORGANIZATIONAL CULTURE REPORT 2. Give workers opportunities to take on new challenges If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t. That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it. 3. Be proactive about discussing career paths Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department. Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals. SUBSCRIBE TO THE BLOG 4. Help colleagues establish bonds Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity. Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team. It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York. Tags corporate culture More From the Blog… 6 Key Creative and IT Team Members for Digital Marketing Success Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success. Read More How to Negotiate Salary After You Get a Job Offer If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want. Read More Salary Negotiation How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks… Read More ABOUT US About Robert Half Our Services Media Room Investor Center Corporate Responsibility Careers Locations RESOURCES Timesheets 2018 W2 Tax Forms Pay Invoice Job Seekers FAQs Employer FAQs Contact Us Job Directory Salary Guides Blog LEGAL Fraud Alert Privacy Policy Terms of Use Government Notice Sitemap FOLLOW US Facebook LinkedIn Twitter YouTube Instagram Glassdoor 1.888.436.8832 © 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. IT’S TIME WE ALL WORK HAPPY.® United States Toggle Dropup This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities. One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including: Having pride in their organization Feeling appreciated Being treated with fairness and respect Having a sense of accomplishment Engaging in interesting and meaningful work Building positive workplace relationships Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment: 1. Provide employees meaningful work Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line. If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business. GET OUR ORGANIZATIONAL CULTURE REPORT 2. Give workers opportunities to take on new challenges If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t. That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it. 3. Be proactive about discussing career paths Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department. Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals. SUBSCRIBE TO THE BLOG 4. Help colleagues establish bonds Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity. Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team. It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York. Tags corporate culture More From the Blog… 6 Key Creative and IT Team Members for Digital Marketing Success Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success. Read More How to Negotiate Salary After You Get a Job Offer If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want. Read More Salary Negotiation How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks… Read More ABOUT US About Robert Half Our Services Media Room Investor Center Corporate Responsibility Careers Locations RESOURCES Timesheets 2018 W2 Tax Forms Pay Invoice Job Seekers FAQs Employer FAQs Contact Us Job Directory Salary Guides Blog LEGAL Fraud Alert Privacy Policy Terms of Use Government Notice Sitemap FOLLOW US Facebook LinkedIn Twitter YouTube Instagram Glassdoor 1.888.436.8832 © 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. IT’S TIME WE ALL WORK HAPPY.® United States Toggle Dropup This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities. One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including: Having pride in their organization Feeling appreciated Being treated with fairness and respect Having a sense of accomplishment Engaging in interesting and meaningful work Building positive workplace relationships Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment: 1. Provide employees meaningful work Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line. If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business. GET OUR ORGANIZATIONAL CULTURE REPORT 2. Give workers opportunities to take on new challenges If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t. That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it. 3. Be proactive about discussing career paths Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department. Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals. SUBSCRIBE TO THE BLOG 4. Help colleagues establish bonds Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity. Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team. It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York. Tags corporate culture More From the Blog… 6 Key Creative and IT Team Members for Digital Marketing Success Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success. Read More How to Negotiate Salary After You Get a Job Offer If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want. Read More Salary Negotiation How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks… Read More ABOUT US About Robert Half Our Services Media Room Investor Center Corporate Responsibility Careers Locations RESOURCES Timesheets 2018 W2 Tax Forms Pay Invoice Job Seekers FAQs Employer FAQs Contact Us Job Directory Salary Guides Blog LEGAL Fraud Alert Privacy Policy Terms of Use Government Notice Sitemap FOLLOW US Facebook LinkedIn Twitter YouTube Instagram Glassdoor 1.888.436.8832 © 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. IT’S TIME WE ALL WORK HAPPY.® United States Toggle Dropup The This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities. One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including: Having pride in their organization Feeling appreciated Being treated with fairness and respect Having a sense of accomplishment Engaging in interesting and meaningful work Building positive workplace relationships Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment: 1. Provide employees meaningful work Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line. If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business. GET OUR ORGANIZATIONAL CULTURE REPORT 2. Give workers opportunities to take on new challenges If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t. That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it. 3. Be proactive about discussing career paths Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department. Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals. SUBSCRIBE TO THE BLOG 4. Help colleagues establish bonds Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity. Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team. It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York. Tags corporate culture More From the Blog… 6 Key Creative and IT Team Members for Digital Marketing Success Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success. Read More How to Negotiate Salary After You Get a Job Offer If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want. Read More Salary Negotiation How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks… Read More ABOUT US About Robert Half Our Services Media Room Investor Center Corporate Responsibility Careers Locations RESOURCES Timesheets 2018 W2 Tax Forms Pay Invoice Job Seekers FAQs Employer FAQs Contact Us Job Directory Salary Guides Blog LEGAL Fraud Alert Privacy Policy Terms of Use Government Notice Sitemap FOLLOW US Facebook LinkedIn Twitter YouTube Instagram Glassdoor 1.888.436.8832 © 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. IT’S TIME WE ALL WORK HAPPY.® United States Toggle Dropup This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities. One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including: Having pride in their organization Feeling appreciated Being treated with fairness and respect Having a sense of accomplishment Engaging in interesting and meaningful work Building positive workplace relationships Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment: 1. Provide employees meaningful work Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line. If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business. GET OUR ORGANIZATIONAL CULTURE REPORT 2. Give workers opportunities to take on new challenges If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t. That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it. 3. Be proactive about discussing career paths Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department. Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals. SUBSCRIBE TO THE BLOG 4. Help colleagues establish bonds Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity. Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team. It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York. Tags corporate culture More From the Blog… 6 Key Creative and IT Team Members for Digital Marketing Success Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success. Read More How to Negotiate Salary After You Get a Job Offer If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want. Read More Salary Negotiation How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks… Read More ABOUT US About Robert Half Our Services Media Room Investor Center Corporate Responsibility Careers Locations RESOURCES Timesheets 2018 W2 Tax Forms Pay Invoice Job Seekers FAQs Employer FAQs Contact Us Job Directory Salary Guides Blog LEGAL Fraud Alert Privacy Policy Terms of Use Government Notice Sitemap FOLLOW US Facebook LinkedIn Twitter YouTube Instagram Glassdoor 1.888.436.8832 © 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. IT’S TIME WE ALL WORK HAPPY.® United States Toggle Dropup The This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities. One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including: Having pride in their organization Feeling appreciated Being treated with fairness and respect Having a sense of accomplishment Engaging in interesting and meaningful work Building positive workplace relationships Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment: 1. Provide employees meaningful work Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line. If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business. GET OUR ORGANIZATIONAL CULTURE REPORT 2. Give workers opportunities to take on new challenges If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t. That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it. 3. Be proactive about discussing career paths Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department. Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals. SUBSCRIBE TO THE BLOG 4. Help colleagues establish bonds Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity. Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team. It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York. Tags corporate culture More From the Blog… 6 Key Creative and IT Team Members for Digital Marketing Success Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success. Read More How to Negotiate Salary After You Get a Job Offer If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want. Read More Salary Negotiation How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks… Read More ABOUT US About Robert Half Our Services Media Room Investor Center Corporate Responsibility Careers Locations RESOURCES Timesheets 2018 W2 Tax Forms Pay Invoice Job Seekers FAQs Employer FAQs Contact Us Job Directory Salary Guides Blog LEGAL Fraud Alert Privacy Policy Terms of Use Government Notice Sitemap FOLLOW US Facebook LinkedIn Twitter YouTube Instagram Glassdoor 1.888.436.8832 © 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. IT’S TIME WE ALL WORK HAPPY.® United States Toggle Dropup This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities. One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including: Having pride in their organization Feeling appreciated Being treated with fairness and respect Having a sense of accomplishment Engaging in interesting and meaningful work Building positive workplace relationships Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment: 1. Provide employees meaningful work Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line. If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business. GET OUR ORGANIZATIONAL CULTURE REPORT 2. Give workers opportunities to take on new challenges If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t. That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it. 3. Be proactive about discussing career paths Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department. Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals. SUBSCRIBE TO THE BLOG 4. Help colleagues establish bonds Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity. Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team. It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York. Tags corporate culture More From the Blog… 6 Key Creative and IT Team Members for Digital Marketing Success Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success. Read More How to Negotiate Salary After You Get a Job Offer If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want. Read More Salary Negotiation How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks… Read More ABOUT US About Robert Half Our Services Media Room Investor Center Corporate Responsibility Careers Locations RESOURCES Timesheets 2018 W2 Tax Forms Pay Invoice Job Seekers FAQs Employer FAQs Contact Us Job Directory Salary Guides Blog LEGAL Fraud Alert Privacy Policy Terms of Use Government Notice Sitemap FOLLOW US Facebook LinkedIn Twitter YouTube Instagram Glassdoor 1.888.436.8832 © 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. IT’S TIME WE ALL WORK HAPPY.® United States Toggle Dropup This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities. One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including: Having pride in their organization Feeling appreciated Being treated with fairness and respect Having a sense of accomplishment Engaging in interesting and meaningful work Building positive workplace relationships Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment: 1. Provide employees meaningful work Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line. If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business. GET OUR ORGANIZATIONAL CULTURE REPORT 2. Give workers opportunities to take on new challenges If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t. That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it. 3. Be proactive about discussing career paths Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department. Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals. SUBSCRIBE TO THE BLOG 4. Help colleagues establish bonds Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity. Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team. It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York. Tags corporate culture More From the Blog… 6 Key Creative and IT Team Members for Digital Marketing Success Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success. Read More How to Negotiate Salary After You Get a Job Offer If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want. Read More Salary Negotiation How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks… Read More ABOUT US About Robert Half Our Services Media Room Investor Center Corporate Responsibility Careers Locations RESOURCES Timesheets 2018 W2 Tax Forms Pay Invoice Job Seekers FAQs Employer FAQs Contact Us Job Directory Salary Guides Blog LEGAL Fraud Alert Privacy Policy Terms of Use Government Notice Sitemap FOLLOW US Facebook LinkedIn Twitter YouTube Instagram Glassdoor 1.888.436.8832 © 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. IT’S TIME WE ALL WORK HAPPY.® United States Toggle Dropup The This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many companies are expanding their payrolls, they may still be unable to hire the skilled workers they need. In a Robert Half survey, 35 percent of more than 1,000 workers polled said they would decline a job offer if the role was a perfect fit, but the company culture wasn’t. And this is on top of another problem: talented employees leaving to pursue new opportunities. One thing employers can do to address both issues is assess their corporate culture and determine whether it promotes job satisfaction. It’s not enough for employers to offer competitive compensation and compelling benefits and perks. These things are very important, but they alone won’t make employees feel truly satisfied in their jobs — or compel them to stay with an employer for the long term. According to Robert Half’s workplace happiness research, professionals derive job satisfaction from less tangible things, including: Having pride in their organization Feeling appreciated Being treated with fairness and respect Having a sense of accomplishment Engaging in interesting and meaningful work Building positive workplace relationships Even though you can’t control every factor that contributes to your employees’ satisfaction at work, it is possible to create a workplace that allows positivity and productivity to flourish. Here are four tips for building that type of corporate environment: 1. Provide employees meaningful work Talented people want to be in jobs that make the best use of their abilities and give them a sense of accomplishment. Make sure all your employees understand how their work impacts the firm’s bottom line. If possible, help them also see the connection between what they do and the company’s core mission and broader business goals. Staff meetings, performance reviews and regular check-ins all provide opportunities for managers to explain to employees how their contributions benefit the business. GET OUR ORGANIZATIONAL CULTURE REPORT 2. Give workers opportunities to take on new challenges If you learn everything there is to know about a job but aspire to keep growing as a professional, why would you stay in your current work situation? You wouldn’t. That’s a hard lesson many employers have learned. Millennial workers, in particular, value continuous learning and are constantly looking to build new skills and tackle new challenges. Don’t let talented people stagnate at your firm if you want them to stay. Build a corporate culture that emphasizes ongoing professional development for those who seek it. 3. Be proactive about discussing career paths Another tough lesson is discovering valued employees left the firm simply because they didn’t see an opportunity to advance in their career. Keep in mind that “up” might actually mean “different” — and not a supervisory role. For example, an employee might want more responsibility, like handling bigger projects or accounts, or to work in a different department. Take time to understand what each team member aspires to be or do in your organization, then help your employees set those plans in motion. Connecting staff with leadership training, cross-training and continuing education are just some ways to foster a work culture where people can reach their professional goals. SUBSCRIBE TO THE BLOG 4. Help colleagues establish bonds Workplace friendships are powerful. Our company’s research shows that when people like what they do and the people they work with, they’re more likely to stay with the company. In fact, in a survey by Robert Half, 62 percent of employees said having coworkers who are friends outside of the office positively affects productivity. Managers can play an important role in helping their employees build camaraderie. From team-building exercises to staff outings to mentoring arrangements, there are many ways to help your staff feel more connected to each other as well as to the firm. Encouraging employees to share success stories of how they worked together to solve problems or accomplished other things for the business — and giving them open praise for their achievements — also helps your workers feel like they’re part of a winning team. It’s easy for employers to view corporate culture as a nebulous thing that is less important to an employee’s job satisfaction than salary, benefits and perks. But the takeaway here is the strong correlation between a company’s corporate environment and its ability to attract and retain talent. And while corporate culture can be challenging for a business to define and shape, doing little or nothing to make your company a place where people want to work all but assures your failure to secure the talent you need. Paul McDonald Paul McDonald is senior executive director at Robert Half. He writes and speaks frequently on hiring, workplace and career management topics. Over the course of more than 30 years in the recruiting field, McDonald has advised thousands of company leaders and job seekers on how to hire and get hired. McDonald joined Robert Half in 1984 as a recruiter for financial and accounting professionals in Boston, following a public accounting career with Price Waterhouse. In the 1990s, he became president of the Western United States overseeing all of the company’s operations in the region. McDonald become senior executive director of Robert Half Management Resources in 2000, and assumed his current role in 2012. He earned a bachelor’s degree in business administration with a concentration in accounting from St. Bonaventure University in New York. Tags corporate culture More From the Blog… 6 Key Creative and IT Team Members for Digital Marketing Success Does your digital marketing strategy make the grade? Check out the six key creative and IT team members you need for success. Read More How to Negotiate Salary After You Get a Job Offer If you don’t know how to negotiate salary, you may leave money on the table when you get a job offer. Learn 8 tips to help you ask for what you want. Read More Salary Negotiation How often are workers negotiating salary when offered a job? And how open are managers about making a deal with candidates when it comes to pay, perks… Read More ABOUT US About Robert Half Our Services Media Room Investor Center Corporate Responsibility Careers Locations RESOURCES Timesheets 2018 W2 Tax Forms Pay Invoice Job Seekers FAQs Employer FAQs Contact Us Job Directory Salary Guides Blog LEGAL Fraud Alert Privacy Policy Terms of Use Government Notice Sitemap FOLLOW US Facebook LinkedIn Twitter YouTube Instagram Glassdoor 1.888.436.8832 © 2019 Robert Half International Inc. An Equal Opportunity Employer M/F/Disability/Veterans. IT’S TIME WE ALL WORK HAPPY.® United States Toggle Dropup This website uses cookies to improve user experience. By clicking any link on this page, you are giving your consent for us to use cookies. Read more. I agree Skip to main content Header Menu of the Robert Half Website Timesheets Sign In Contact UsRequest Staff Top Menu of the Robert Half Website Employers Job Seekers Work With Us Breadcrumb of the Robert Half Website The Robert Half Blog How to Create a Corporate Culture That Attracts (and Keeps) Top Talent How to Create a Corporate Culture That Attracts (and Keeps) Top Talent By Robert Half December 6, 2018 at 1:30pm Even in today’s competitive hiring environment, many companies take the position that their corporate culture is what it is — and expect workers to adapt to it. Unfortunately, that approach does nothing to engage employees, help them be productive or make them feel like they never want to leave. Instead, taking serious steps to build or enhance your organizational culture can help your business become a talent magnet. Corporate culture drives job satisfaction — and vice versa. While many
