In this episode, we're breaking down why transparency and authenticity are two qualities all leaders should actively demonstrate in their day-to-day duties.And joining Beth to help explore the many facets of being a transparent leader is my favorite business leader, Matt Sunshine, CEO of the Center for Sales Strategy. Matt offers a lot of food for thought about:How transparency not only fosters trust within an organization, but also allows everyone to feel that much more comfortable sharing their ideas. Why, if you're only sharing the good news, that's not transparency, that's just PR. And, finally, how your employees should know less information than what you would tell your closest confidant, but more than what you would tell the general public.Links:Grade Your Company CultureMatt SunshineBeth SunshineUp Your Culture

In this episode, we’re discussing how having and communicating a shared vision can be instrumental to driving engagement throughout your organization.And the awesome Kristin Cantrell, Owner/Operator at Seven Mountains Media, is here to break down how she fosters a shared vision with her teams.Kristin has such great insights to offer, like: How involving your people in the development of your organization’s vision can better ensure their buy-in Why, while communicating your company’s vision is key, demonstrating it is even more crucial And, finally, why it always pays for leaders to put their boots on and pitch in, no matter the role. Links:Grade Your Company CultureKristin CantrellBeth SunshineUp Your Culture

In this episode, we’re talking about how important it is for leaders to get the communication piece right when it comes to fostering a solid culture of engagement.And joining Beth is one of the best communicators we know, Liz Dickson, Managing Director at Press Ganey.Liz has so many amazing thoughts to offer, like: Why it’s important for companies to create psychologically safe environments so employees feel comfortable speaking their mind How just as patients in a hospital experience better outcomes when given clear communication, the same can be said for employees and their level of engagement And, finally, why ensuring your visibility and approachability as a leader goes a long way toward breeding trust amongst your people. Links:[Blog] How to Become a More Impactful ListenerLiz DicksonBeth SunshineUp Your Culture

In this episode, we’re exploring how company leaders can go about building a people-first culture.And joining Beth to break it all down is someone who truly does put people-first: Amy Bloxom, Regional Vice President at Townsquare Media. Amy makes a ton of great points, such as: Why it’s not only important for employees to understand the vision of the company, but also, equally, that their opinions matter How assuming positive intent can go a long way toward establishing trust, even when conflicts arise And, finally, why understanding each of your team members at an individual level is invaluable when building a culture that is truly people-first.  Links:A Company Leader's Checklist for Company CultureAmy BloxomBeth SunshineUp Your Culture

In this episode, we’re continuing our focus on company leaders by taking a look at how to go about maintaining employee engagement when leading through times of adversity.  And we can’t think of a better leader to turn to for a topic like this than Lisa Kogan-Praska, CEO of the Boys & Girls Club of the Bay and Lakes Region.Lisa has such amazing insights, like: How, without transparency, it’s hard to have an intentional culture Why, too often, leaders think they need to have all the answers, when, really, their job is to show the path forward And, finally, why, for leaders, being present WHEN you’re present can make a huge difference in the engagement of your teamsLinks:ENGAGE 2023: The Company Culture ReportLisa Kogan-PraskaBeth SunshineUp Your Culture

In this episode we’re kicking off our season-long focus on the role that company leaders play in nurturing a solid culture of engagement.  Throughout our fourth season, you’ll hear from leaders in various industries who truly embody the fact that a great company culture starts at the top. Today, Beth joined by the amazing Jason Randall, CEO at Questco, who is here to help break down how to shape the future of your company culture through developing tomorrow’s leaders.Jason brings so many amazing points to the table, like: Why, no matter how positive of a message your company transmits, if your culture isn’t authentic, you won’t be fooling anyone.  How everyone has a role to play in nurturing a company’s culture, but it’s up to leaders to continuously shine a light on what that culture should look like. And, finally, why new leaders in the company should be trusted and empowered to make their own decisions. Links:Grade Your Company CultureJason RandallBeth SunshineUp Your Culture

In this episode, we’re wrapping up our exploration of ENGAGE 2023: The Company Culture Report by focusing on our findings that relate to Earned Trust.  It’s in this section of the report that we asked questions connected to feelings of Autonomy, Integrity and Accountability. Returning to the show to help break it all down is Deborah Fulghum, Engagement Specialist here at Up Your Culture, and Matt Sunshine, CEO at The Center for Sales Strategy As always, both Deborah and Matt share so many great insights, like: Why trust is a key ingredient to a company’s growth and expansion How company leaders need to foster trust with tenured employees just as fervently as they do with newer hires And, lastly, how true transparency (sharing the good news and the bad news) makes your employees feel that much more like members of a team. Links:ENGAGE 2023: The Company Culture ReportDeborah FulghumMatt SunshineBeth SunshineUp Your CultureTIMESTAMPS:(03:18) 30% of the people don't have faith in the integrity of all of their company leaders(04:53) 42% of managers sometimes or rarely do what they say they're gonna do(06:00) Why is it so important for people to feel trusted by their leaders?(08:42) Deb, how do you recommend that leaders demonstrate that they trust their people?(11:27) The longer an employee worked at a company, the less likely they were to have faith in the integrity of their company leaders(15:46) Be transparent when the news is AND isn't great(19:32) People respond to positives so much more than negatives(21:56) Under promise and over-deliver(22:47) The importance of town hall meetings(24:50) How do leaders know how transparent they should be during town hall meetings?

In this episode, we’re continuing our focus on ENGAGE 2023, our latest company culture and employee engagement report, by exploring the data related to Valued Voice. In this section of the report, we asked questions around the quality of Communication and Collaboration that employees are currently experiencing.  Discussing these latest findings with me is the wonderful Emily Estey, VP/Senior Consultant at The Center for Sales Strategy Emily offers such great points to think about, like: How normalizing communication makes employees feel that much more comfortable sharing their opinions Why there is a difference between having a voice and having a vote And, finally, why understanding how your behavior affects the roles of others just might make a world of difference when it comes to the quality of interdepartmental communication.  Links:ENGAGE 2023: The Company Culture ReportEmily EsteyBeth SunshineUp Your CultureTIMESTAMPS:(03:07) Interdepartmental communication could be better(05:06) Only 60% of people feel fully informed when it comes to expectations of them(06:38) We need our leaders to be transparent(09:35) Different expectations for different people(10:43) 1 in 3 employees and 1 in 4 managers feel that their opinions don't matter at work(11:43) Everyone has a voice, not everyone has a vote(13:24) Hold quarterly town halls and/or culture calls(16:47) 1 in 3 people aren't comfortable being themselves at work(19:31) Let people know that they're allowed to help shape the environment(23:35) "I'm not a big fan of perfection"(27:58) Understand the job of other departments.

In this episode, we continue the exploration of our latest company culture and employee engagement report, ENGAGE 2023, by taking a look at the findings as they relate to People Development.  In this section of the report, we asked questions related to Employee Growth, Recognition and Feedback.  Joining me to discuss and contextualize it all is the great Stephanie Downs, SVP/Senior Consultant at The Center for Sales Strategy. Stephanie brings so many awesome insights to the table, like: How not focusing on developing your people increases the risk of losing top talent Why Feedback and Recognition are not the same thing, but should both be occurring on a regular basis And, lastly, how developing your people begins with understanding their natural talents and what truly motivates them.  Links:ENGAGE 2023: The Company Culture ReportStephanie DownsBeth SunshineUp Your CultureTIMESTAMPS:(02:33) Any stats or findings that jumped out to you?(05:11) When you don't develop your people, you run the risk of losing them(06:52) It really starts with understanding the individual(09:49) The difference between feedback and recognition(11:38) Frequency matters(15:37) The 5:1 ratio of feedback(17:40) Any advice for those who manage managers to make sure providing feedback is a priority?(21:50) The more established the expectations, the more motivation across the team is going to increase

In this episode, we’re continuing our season-long, deep dive into ENGAGE 2023, our latest company culture and employee engagement report, by exploring the data related to Shared Mission. It’s in this section of the report that we asked questions connected to a company’s Reason for Being, Core Values, and Vision. Helping me break it all down are two of Up Your Culture’s amazing Engagement Specialists, Kate Rehling and Mindy Murphy.  Both Kate and Mindy make so many amazing points, like: How if employees don’t feel a sense of purpose in their work, they simply won’t give it their all Why a company’s core values are truly the “rules of the game”  And, finally, how employees should be consistently reminded of the role they play in achieving their company’s long-term vision Links:ENGAGE 2023: The Company Culture ReportKate RehlingMindy MurphyBeth SunshineUp Your CultureTIMESTAMPS:(02:52) Anything that you saw in the report that really stood out to you?(05:52) What risks exist if people lack a sense of purpose in this way?(08:19) The numbers looked a little bit different for those working in the office every day as opposed to hybrid or remote(11:07) Core Values need to be clearly defined and frequently expressed(12:52) How can company leaders  better hold people accountable to their core values?(14:53) One in three employees either isn't motivated by their company's long-term vision or doesn't know what their company's long-term vision even is (16:07) There's so many layers when it comes to the vision of a company(18:35) Keep that vision alive and share progress along the way(20:04) If you could recommend one thing that company leaders can do when it comes to building a strong shared mission, what would it be?

In this episode, we’re taking a look at How and Where We Work in light of the recent findings from our latest company culture and employee engagement report, ENGAGE 2023.  In this section of the report, we asked questions related to how employees, managers and company leaders are continuing to adapt to hybrid and remote work models.  Helping Beth explore how people are feeling about this new world of work is Matt Sunshine, CEO at The Center for Sales Strategy. Matt brings some great insights to light, like: How company leaders who fail to clearly define the rules of a new work model leave employees feeling anxious and frustrated Why hybrid and remote work allows companies to hire the very best people And, lastly, why encouraging people to return to the office should only result from asking the question, “what problem would that solve?” Links:ENGAGE 2023: The Company Culture ReportMatt SunshineBeth SunshineUp Your CultureTIMESTAMPS:(03:12) 86% of those surveyed prefer hybrid or remote work(04:30) Remote/hybrid grey areas cause anxiety(07:58) Are you finding that work models are affecting recruitment in the companies that you work with?(10:10) If you want people to come into the office, give them a good reason(12:36) Based on our survey results, people believe that the ideal work model includes only one day a week in the office(15:00) If there was value to going into the office, I think people would go(17:02) Is there an hybrid ideal balance?(22:08) This year, 71% leave in-person meetings feeling more engaged than they would've felt if it was a zoom meeting. Last year, that number was 80%.(24:38) The cost of meetings(27:19) What problem will getting everyone back into the office solve?

In this episode we’re beginning our season-long exploration of ENGAGE 2023, our latest company culture and employee engagement report.  Together, with experts from both Up Your Culture and The Center for Sales Strategy, we’ll be breaking down the data and contextualizing it all with actionable strategies to help keep your company campfire roaring throughout the year.  Joining me to dive into the Employee Engagement section of the report are a couple of Up Your Culture’s awesome Engagement Specialists, Deborah Fulghum and Kelly George.  Together, they provide so many essential insights, like: How communicating where your company is headed directly affects the emotional connectedness and commitment of your people Why “disengagement contagion” is very real  And, finally, why it's important to set expectations around how to best contribute to a healthy company campfire Links:ENGAGE 2023: The Company Culture ReportGrade Your Company CultureDeborah FulghumKelly GeorgeBeth SunshineUp Your CultureTIMESTAMPS:(02:39) Company Campfire(05:46) Even a few disengaged employees is cause for concern(07:41) How difficult is it for an organization to increase engagement across the board?(09:23)  A lot of water is being dumped on that company campfire(12:36) How do leaders know that they have an engagement problem?(16:37) Think of culture as tending a garden(19:11) Are leaders themselves engaged?(23:04) The known is better than the unknown(26:00) The importance of effective feedback(27:50) What can leaders do to better retain their top talent? (" rel="nofollow">

In this episode, we’re not only examining the current state of recruitment, and how truly tough it feels for so many, but we’re also breaking down how to best approach your recruitment efforts in order to find the top talent your organization needs no matter what is going on in the world. Joining Beth to talk about it all is a bona fide recruitment expert, Mary Beth Meadows, Senior Executive VP at Personnel Resources. Mary Beth shares so many amazing insights, like: Why you have to go about “wooing” potential employees in the same way that you “woo” clients How not taking a good, hard look at why people are leaving your organization is like filling a Styrofoam cup with a hold in the bottom  And, finally, how staying in touch with those A-players that moved on to work for a different company just might result in them “boomeranging” back to you down the road Links:2022 Talent Magazine (Featuring Mary Beth's Article):blog.thecenterforsalesstrategy.com/talent-magazine-cssSelf-Inventory Checklist (Grade Your Company Culture):uyc.thecenterforsalesstrategy.com/grade-your-company-culture-quizMary Beth Meadows:linkedin.com/in/marybeth2/Beth Sunshine:linkedin.com/in/bethsunshine/Up Your Culture:uyc.thecenterforsalesstrategy.com/TIMESTAMPS:(05:57) Woo potential employees in the same way that you woo clients(09:21) If we're not taking a look at why people are leaving, then we've got a styrofoam cup with a hole in the bottom(12:05) Passive job seeking is like a new pastime(13:27) You need a marketing piece that tells your story(14:59) Employee referral programs are great(17:21) When you lose an A player, keep in touch(21:57) it's really important that we're open-minded when it comes to hybrid and remote work(28:45) If you could wave a magic wand and improve anything related to recruitment, what would you change?

In this episode, we’re discussing a topic that’s on the minds of many in these times of tough recruitment: employee retention. In particular, how to hang on to your talent superstars.   Joining Beth are two guests who have a long history of retaining their top performers: Mike Searson, Vice President/Local Sales, and Doug Young, Market Sales Manager, both at Corus Entertainment.  Together, they make some amazing points, like: Why it’s important to regularly measure the engagement level of your teams How leaders shouldn’t force employees to work in ways that don’t match their individual talents And why practicing empathy can go a long way toward fostering trust and loyalty with your employees Links:Self-Inventory Culture Checklist (Grade Your Company Culture):uyc.thecenterforsalesstrategy.com/grade-your-company-culture-quizMike Searson:linkedin.com/in/mike-searson/Doug Young:linkedin.com/in/doug-young-5208bb4/Beth Sunshine:linkedin.com/in/bethsunshine/Up Your Culture:https://uyc.thecenterforsalesstrategy.com/TIMESTAMPS:(03:08) Measure the engagement level of your employees regularly(05:20) Everyone wants to feel like they're included(09:30) What are some of the best ways that company leaders, managers can engage their top talent and keep them motivated?(13:23) A manager's job is to remove the speed bumps(15:18) You have to manage the individuals on your team as individuals(16:22) What's one piece of advice that you would give leaders? (18:19) Find the right complement of people for your team(20:14) What trends do you see looking forward when it comes to employee retention?(24:49) If you could wave a magic wand and solve a single issue with employee retention, what would that be?

In this episode, we’re taking time to debunk the all too prevalent myth that good company culture is simply “nice to have.” Just like our guest today says, “what made you successful won’t necessarily keep you there.”  Joining Beth to help break down why company culture is key to long term success, is Pamela McGee, President at the Greater Orlando Society of Human Resources (GOSHRM).    Pamela makes so many amazing points like: How a strong company culture makes it that much easier for your organization to put out fires Why focusing on your culture is instrumental in retaining your top performers And, lastly, how good culture can help transform your company into an employer of choice  Links:Self-Inventory Culture Checklist (Grade Your Company Culture):uyc.thecenterforsalesstrategy.com/grade-your-company-culture-quizPamela McGee:linkedin.com/in/pamelamcgee/Beth Sunshine:linkedin.com/in/bethsunshine/Up Your Culture:uyc.thecenterforsalesstrategy.com/TIMESTAMPS:(02:33) How would you describe why a strong company culture is important?(05:45) When you have an engaged workforce, they understand and are invested in their employer's goal (09:57) If you wanna stay around as an organization and continue to grow, good culture more than a nice thing from the employee perspective (10:49) Employees are willing to commit because they believe in the gold, they believe in the mission(15:01) You need to do some town halls or some round table meetings to gauge where your team is at(17:05) Good culture helps you be an employer of choice(21:39) It's important that, when we talk about culture, we're talking from the CEO down to the janitor.

In this episode, we’re tackling how to go about mastering the art of individualized management. How can leaders best harness the unique talents and powers of each individual to maximize engagement across their teams?   Joining me to break it all down is a master of individualized management herself, Sarah Dobbins, Market President and Chief Revenue Officer at Townsquare Media Portland and August, Maine.  Sarah has so many valuable insights to share, such as: How understanding talents at an individual level can make it easy to be the perfect “matchmaker” for clients and account executives Why talking about individual talents can really feel like a “love language” And, finally, how consistently using Growth Guides makes it that much easier to put words into action.  Links:Company Culture Self-Inventory Checklist (Grade Your Company Culture):uyc.thecenterforsalesstrategy.com/grade-your-company-culture-quizSarah Dobbins:linkedin.com/in/sarah-dobbins-590bb0a/Beth Sunshine:linkedin.com/in/bethsunshine/Up Your Culture:https://uyc.thecenterforsalesstrategy.com/TIMESTAMPS:(03:50) Knowing individual talents can make you the perfect "matchmaker"(06:18) Positive problem solving(09:17) Using talents is like a love language(11:40) Understand who the people on your team are outside of the walls of work(13:48) A salary increase makes you happy once a year, but a healthy workplace keeps you happy throughout the year.(16:08) It starts by knowing your employee's Top Five Talents(18:59) Use growth guides

In this episode, we’re breaking down an individual company’s culture journey. Where did they begin? What were the challenges they faced along the way? What results have they experienced on the other side?  Joining me today to answer questions like those and more, is the amazing Rich Barone, VP at Cox Media Arizona Rich shares so many valuable thoughts, like: When you make quick decisions to fulfill numbers in the short term, your organization suffers in the long term How any successful company culture initiative always starts at the top And, lastly, how even those who believe their organization to have a “great” company culture could stand to still take a look under the hood and do the work.  Links:The Four Engagement Elevators eBook:uyc.thecenterforsalesstrategy.com/engagement-elevatorsRich Barone:linkedin.com/in/richard-barone-9b5a5a4/Beth Sunshine:linkedin.com/in/bethsunshine/Up Your Culture:uyc.thecenterforsalesstrategy.com/TIMESTAMPS:(02:59) What would you say are, are some of the biggest pain points you've encountered related to company culture and employee engagement?(05:16) Playing the infinite game(08:12) Your people have to really wanna do it(09:57) What hurdles have you run into along the way that were hard to overcome? (13:49) Look under the hood(14:52) You're either progressing or regressing

In this episode, we’re discussing some of the continuing frustrations and points of friction that persist in many hybrid work models. More importantly, we’re going to uncover some of the secret ways to find success in virtual spaces.And who better to help break down the current state of hybrid work than JC Campese, Vice President and Market Manager at CMG?JC provides so many amazing insights, such as: If you’re asking employees to change their work cadence, you better have a good reason “why” How, if you’re a manager, doing just an inch more than what your salespeople expect, either positively or negatively, will feel like a mile.  And, finally, the importance of your most talented people understanding the value of “their seat on the bus” About Up Your Culture:Up Your Culture, an employee engagement and company culture firm, was designed by The Center for Sales Strategy which has almost 40 years of experience improving business performance.Links:Manager Tips - Working With a Remote Team: uyc.thecenterforsalesstrategy.com/webinar-manager-tips-for-working-with-a-remote-teamJC Campese: linkedin.com/in/jc-campese-01943213/Beth Sunshine:linkedin.com/in/bethsunshine/Up Your Culture:uyc.thecenterforsalesstrategy.com/TIMESTAMPS:(04:32) The greatest points of friction people are feeling with hybrid these days(06:35) If you're asking your employees to change their cadence, you better give them a very valid "why."(10:11) Hybrid offers the advantages of both worlds, right? If it's mismanaged, it can easily become the negative parts of both worlds.(13:18) There seems to be a difference of opinion between managers and the people that they manage in terms of what a hybrid schedule looks like. (17:25) When you're looking at people's talents, you're probably also thinking, how will this person work in the hybrid environment we have today?(20:00) What would you recommend to teams who feel as though their company culture is lacking in a hybrid environment? (25:23) Individualize when and where you can(29:06) Create an environment where they truly understand how valuable they are to the mission

In this episode, as we begin a new year, we take a moment to look back at 2022. What were the biggest takeaways in the realm of company culture and employee engagement?  We also look forward, analyzing and predicting how to best approach ongoing employee engagement trends that you may see pop up around your company campfire in 2023.  Helping me break it all down are amazing members of the Up Your Culture team, Engagement Specialists: Deborah Fulghum, Mindy Murphy, Kate Rehling, and Kelly George.  Together, they make so many fantastic points, such as: When leaders put people first, businesses really start to grow How building trust through integrity bolsters engagement in hybrid and remote environments Why retention is still your best recruitment strategy And, lastly, how developing your employees begins with hiring the right people About Up Your Culture:Up Your Culture, an employee engagement and company culture firm, was designed by The Center for Sales Strategy which has almost 40 years of experience improving business performance.Links:ENGAGE 2022: The Company Culture Report:uyc.thecenterforsalesstrategy.com/company-culture-reportDeborah Fulghum:linkedin.com/in/deborahfulghum/ Mindy Murphy:linkedin.com/in/mindy-murphy-981a1278/Kate Rehling:linkedin.com/in/kate-rehling-3244b5128/Kelly George:linkedin.com/in/kellyjgeorge/Beth Sunshine:linkedin.com/in/bethsunshine/Up Your Culture:uyc.thecenterforsalesstrategy.com/TIMESTAMPS:(03:27) Biggest company culture and employee engagement takeaways from 2022(09:55) Ways that leaders can foster the culture that they want to see in hybrid and remote environments(16:08) Advice for organizations who are focused on attracting top talent and being successful with recruitment in 2023(20:58) How to provide the feedback and growth opportunities that employees are craving throughout the year

In this episode, we’re continuing our deep dive into each of the Four Engagement Elevators. Today we’re taking a ride in elevator number 4: Earned Trust. This is the elevator where people mean what they say and live the values they espouse every day which are reflected in their day-to-day actions.  And when it comes to discussing Earned Trust, it’d be hard to do better than a chat with Allison Delagrange, General Sales Manager at Federated Media. Allison makes so many amazing points, like: Why you should never underestimate the value of communication How keeping a watchful eye on your “company campfire” can go a long way towards fostering and maintaining trust among your employees And, contrary to popular thought, good business IS personal!  About Up Your Culture:Up Your Culture, an employee engagement and company culture firm, was designed by The Center for Sales Strategy which has almost 40 years of experience improving business performance.Links:ENGAGE 2022: The Company Culture Report:uyc.thecenterforsalesstrategy.com/company-culture-reportAllison Delagrange:linkedin.com/in/allison-delagrange-032b149/ Beth Sunshine:linkedin.com/in/bethsunshine/Up Your Culture:uyc.thecenterforsalesstrategy.com/Timestamps:(05:19) Everybody's having trouble finding good people, but if you have a sense of who your company is, people wanna be part of that(08:30) Employees want to hear from top level leadership(11:24) Maintaining your company campfire(13:09) Tips for giving and receiving feedback(18:32) You can't wait until you have an opening to start searching for the next rockstar(20:50) Good business is personal(26:34) Schedule time on your calendar to focus on culture