Elizabeth (Liz) Gulliver’s Post

I’d like to create a company culture award list called - 𝗧𝗵𝗲 𝟭𝟬𝟬 𝗕𝗲𝘀𝘁 𝗖𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 𝗶𝗻 𝗔𝗺𝗲𝗿𝗶𝗰𝗮 𝗮𝘁 𝗧𝗲𝗿𝗺𝗶𝗻𝗮𝘁𝗶𝗼𝗻𝘀 𝗮𝗻𝗱 𝗟𝗮𝘆𝗼𝗳𝗳𝘀 Why? For better or worse, company culture and virtuous leadership are on bright display during the hardest and likely ugliest moments of an organization’s ongoing story. It’s much easier to lead others during the good times. But I want to know and support the organizations that handle the end-of-employment moments with a combination of Honesty Professionalism Empathy Dignity for all persons (those fired and those remaining) Courage And……… Desiring the good of the individual, regardless of the reason for their exit. If we had a list of the 100 Best Companies in America at Terminations and Layoffs, I’d partner with those firms, refer business to them, introduce my network for potential employment, and purchase their products. Company culture is not defined by the fun stuff your group does when times are good. Anyone can do that part. Company culture is about how people feel during hard times. And that requires virtuous leadership. ------------------------------------------------------------ Hey y’all, I’m Jeff. 🔔 Follow me for daily thoughts and challenges related to #companyculture, #leadership, #formation, #faith, and #family. 

In an era where company culture and leadership are paramount, it’s disheartening to see organizations still resorting to layoffs, especially in October – a time when families are preparing for the holiday season. Effective leadership is about foresight, strategy, and empathy. The decision to lay off employees not only affects individual lives but also reflects on the core values of the organization. It’s crucial for companies to reevaluate and prioritize the well-being of their employees. After all, true success is measured by the strength and resilience of the people who drive it. #LeadershipMatters #EmployeeWellbeing

The pandemic era put the spotlight on leadership communications while making the task more complex due to virtual and hybrid meetings. And ongoing layoffs have taken a toll on communication and morale. A senior scientist and an organizational researcher see leaders making these four common mistakes in their communications with employees—and they're offering four suggested alternative approaches that can boost morale, leading to greater engagement, innovation, and productivity. Read the full story on Fast Company Premium: https://bit.ly/48ONXwM

Congratulations Jared E. on being one of our 2024 CRE's Best Places to Work! 🎉 The best place to work is more than benefits packages, compensation and flexibility. Although all the aforementioned matter, we also considered examples set by corporate leadership, the company's spirit to giving back, and the affection employees help at these firms. Read the reasons behind our picks: https://lnkd.in/ggUd5xGS

It’s no great secret 🤫 the consumer market has presented a pretty mixed picture over the last few months, with lower consumer confidence and companies downsizing and restructuring accordingly with hiring freezes in place. Nevertheless, have we turned a corner? This week has been a fantastic one for the consumer team at Flint Hyde and we are excited to start working on several new positions with a real variety of businesses: 🏔 Two new European leadership positions with our longest standing outdoor client. 📈 Three leadership positions in the UK with an exciting high growth start-up. ✈ Two new international commercial assignments with a premium brand we have been wanting to partner with for five years. ☀ An exciting multi-role recruitment project coming this summer with an international retailer. We are hopeful this is the start of an upturn in the market with some great opportunities for the rest of March and beyond.🌈🙌 #consumer #consumerconfidence #executivesearch #leadership #roles

Congratulations Horvath & Tremblay on being one of our 2024 CRE's Best Places to Work! 🎉 The best place to work is more than benefits packages, compensation and flexibility. Although all the aforementioned matter, we also considered examples set by corporate leadership, the company's spirit to giving back, and the affection employees help at these firms. Read the reasons behind our picks: https://lnkd.in/ggUd5xGS

Congratulations NewPoint Real Estate Capital on being one of our 2024 CRE's Best Places to Work! 🎉 The best place to work is more than benefits packages, compensation and flexibility. Although all the aforementioned matter, we also considered examples set by corporate leadership, the company's spirit to giving back, and the affection employees help at these firms. Read the reasons behind our picks: https://lnkd.in/ggUd5xGS

Congratulations Greystar on being one of our 2024 CRE's Best Places to Work! 🎉 The best place to work is more than benefits packages, compensation and flexibility. Although all the aforementioned matter, we also considered examples set by corporate leadership, the company's spirit to giving back, and the affection employees help at these firms. Read the reasons behind our picks: https://lnkd.in/ggUd5xGS

Congratulations Howard Building Corporation on being one of our 2024 CRE's Best Places to Work! 🎉 The best place to work is more than benefits packages, compensation and flexibility. Although all the aforementioned matter, we also considered examples set by corporate leadership, the company's spirit to giving back, and the affection employees help at these firms. Read the reasons behind our picks: https://lnkd.in/ggUd5xGS

We all know the adage- ‘Employees don’t leave the company, they leave their managers’ While I agree with this most of the time, it is not always true. You can have a remarkable manager and team and still need to leave an organization to grow your career or get better compensation and benefits elsewhere. The book Super Bosses by Syndney Finkelstein( thanks Bala Sathyanarayanan for making me read this) lends credence to the fact that great leaders and managers create an enabling environment that not only nurtures talent but encourages them to spread their wings and fly out of the coop where necessary. So where is this going? Organizations need to own a big piece of talent retention strategy rather than letting managers own it all. Beyond high marks in the next ‘Great Place to work’ rankings, does your organization truly provide the tools for the Super Bosses in your organization to nurture talent? Is your organization positioned to create enabling environments for people of diverse backgrounds to flourish? Is your organization intentional about building leaders that can be labeled ‘Super bosses’? If the answer is no to any of these questions, Houston we have a problem. That said, I am grateful for the ‘Super bosses’ I have been privileged to have in my career. I can only hope that someday I repay the gift you all are forward by nurturing talent as well as you have nurtured me.