Even though June is Pride Month, it’s important to carry on the values of Pride through the rest of the year. Although Pride is a great way to celebrate the impact and history of the LGBTQ+ community, it’s important to remember that, as a society, there is still a lot of work to do in order to reach a more equitable and inclusive culture, especially in the workplace.
Two weeks ago, the U.S. aviation industry struggled after an FAA issue caused a 90-minute delay on all departing flights. This followed what can only be classified as a disaster of epic proportions for the airline Southwest, when operational and IT issues caused the cancellation of over 16,000 flights during peak holiday travel. A frequent traveler myself, you’d think my mind would hop to the frustration felt by stranded and delayed passengers, and while they have my sympathy, that’s not who was on my mind; instead, my heart went out to all airline employees. As a founder of a company that works to solve workplace wellbeing, I know through first-hand knowledge and studies the extraordinarily high-risk of burnout and exhaustion aviation employees face. I also realize how events like these merely serve to compound and accelerate that rate of burnout.
Just because companies find themselves in a remote setting doesn’t mean they still can’t have fun. Virtual holiday party ideas for work are becoming more popular as we enter a post-pandemic era, allowing industry leaders to host virtual holidays and virtual parties in order to maintain their company culture and a sense of community.
In 2021, following a decade of social movements ranging from The #MeToo movement and Black Lives Matter to the legalization of same sex marriage, it’s not enough to simply state that you’re an ally and call it a day.
The difference between an organization that enjoys a culture of trust and one that does not is akin to a good or bad relationship. Healthy relationships foster trust, communication, and a sense of wellbeing. The precise opposite is true of dysfunctional ones that cause everyday people stress and anxiety before getting out.
Workplace culture is the backbone of every company. It’s what defines your organization and allows you to create an identity that you can communicate to your employees, customers, and the general public.
Some industry leaders inspire positivity at work because of their inherent communication and lead-by-example skills. Although charismatic people appear to have a natural ability to develop compassionate and supportive environments, there are ways other hard-working professionals can also create positivity at work. One of the driving reasons behind this modern-day culture shift stems from indications that positive workplaces are more likely to succeed in qualitative and quantitative ways.
Industry leaders continue to scrutinize culture change in the workplace as many millennials’ attitudes about earning a living no longer jibe with yesteryear corporate models.
The World Health Organization (WHO) states that 40 million people in this country have a mental health disorder, many of which often go untreated. The impact of mental health disorders is considerable in the workplace. They can affect employee performance, absenteeism, on-the-job accidents, and even staff turnovers.
The idea of racial trauma may seem like something very personal. But part of the problem with these kinds of issues is that they're pervasive. They get into nearly every aspect of life and wellbeing, and if they aren't talked about and addressed, they can continue to cause a lot of harm.
Company culture in the workplace is about the employee experience, but it is also about expectations: what employers expect from workers, what workers expect from their employers, and what society expects of the companies that serve them. As values and societal outlooks change, so too do our expectations for how companies operate and what their company cultures look like.
Against the backdrop of a global pandemic, the world in which we live and work has been turned on its head. The lines between work-life and home-life are blurred, parents with children underfoot are overtasked, and choosing between the family who needs them and the work that sustains them has become a daunting, daily task for nearly everyone.
Many organizations continue to work in remote and hybrid models as the pandemic winds down, but many employees, when given the option to return to work, would actually prefer to continue working remotely. Our new guide, Taking Care of Remote Employees: The Key To Business Success Beyond the Pandemic, gives you actionable steps to ensure that your employees feel supported no matter where they are working.
