Recent studies have found that toxic work culture is the number one reason people leave their jobs. With increasing inflation, profits have gone down, so it might be impossible for smaller companies to issue much of a pay raise. Without even the offset of financial compensation, losing staff due to a negative employee culture could seem inevitable.
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As part of our People Ops practice at Extension Engine, we conduct “stay interviews.” A stay interview is a two-way conversation between an employee and a People Ops representative. Feedback from employees is critical to the health and success of any company, so you should always seek to understand and analyze what your employees have to say about your organization. We’ve found many benefits to this practice and would like to share our knowledge and advice for holding those interviews.
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Regardless of where people work or what they do, company culture is a hot topic for employees across the country.
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By this point in our post-Covid lives, we all know that a major difficulty in communicating with people online lies in building connections with them. The challenge of creating relationships through a screen affects not only our ability to learn remotely but also to work and to make and maintain friendships. In this “new normal,” it’s important to find some creative solutions to this issue.
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When asked why Extension Engine has a People Ops practice and not a Human Resources (HR) department, I like to talk about the difference between “people” and “resources.” Resources include technology, physical space, desk supplies — things without talents or desires. People have abilities to contribute, objectives they want to accomplish, skills they want to learn, and ideas and feelings they want to express.
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