“How have you maintained your company culture in a hybrid office environment? »

Tina Chang CEO of SysLogic Inc. “Establishing and driving our culture has been a top priority for me since day one. Coming out of the pandemic, many leaders believe employees need to be back…


tina chang
CEO
SysLogic Inc.

“Defining and driving our culture has been a top priority for me since day one. Coming out of the pandemic, many leaders feel that employees need to be back in the office most of the time, if not 100%, because it makes part of their culture. I challenge my fellow leaders to ask themselves: “Who is in charge of living our culture? and ‘Does it have to be in person to be effective?’ I was against remote work environments, but have since changed my stance.I recognize that it’s easier to do with a tech workforce, though.

“With reiteration and diligence around communication and finding the right style of working with each other, we not only maintained our culture, but also found new ways to foster it. For example, instead of the casual contacts that were typically made in person for new hires, we scheduled 15-minute meet-and-greets. It’s OK to meet virtually to shoot the breeze during work time. If your virtual time is all about work, your culture can quickly become transactional.

“Listening to our employees was essential. The past two years have proven that if you don’t listen, you will lose employees faster than you can replace them. We’ve found new ways to listen – chat platforms, online survey tools and more one-on-one virtual meetings. And as we transition to a hybrid work environment, those who come into the office will notice new cultural signage throughout our office. »

Raj Patel

Raj Patel
Vice President, Workforce Experience
Senior Human Resources Business Partner
North West Mutual

“The pandemic has dramatically changed people’s outlook on work, and more and more professionals are weighing their options. Companies must focus on the employee experience with renewed rigor to win in the competitive talent market. Here are some steps we are taking to become an even stronger employer of choice:

People first. It is essential that leaders, but especially senior managers, care as much about the personal and professional success of others as about the results of the company. For us, the best leaders give priority to knowing their employees, helping them build a career plan and coaching them to achieve it.

Ignite careers. Talent will stay with a company that sees and values ​​them. Companies must provide clear strategies for their employees to grow and progress. That’s why we’ve created a new internal talent marketplace, allowing employees to assess career opportunities within our company, elevate their skills and make themselves visible to hiring managers.

Build culture. Top talent wants to work in a place that views their uniqueness as an add-on to the culture versus a “fit” to the culture. To make this real, diversity and inclusion cannot be performative; it must be a performance indicator. All of our people leaders have a measurable goal demonstrating how they drive D&I and create a culture of belonging. »

Lisa Matsuyama
Lisa Matsuyama

Lisa Matsuyama
Integration and training manager
gene8tor

“We have maintained our culture here at gener8tor by being very intentional about staying connected in a hybrid/virtual environment. One of our main (goals and key results) company-wide is to have fun, and we do this by interacting with everyone We do our best to make our employees feel included in virtual events, such as an origami crane class in honor of AAPI Heritage Month and a sound bath in honor of the month mental health awareness, as well as company-wide in-person events, such as our OnRamp conferences and two staff retreats this year.

“We also have an employee-led Culture Committee that was born out of a desire to make sure gener8tor employees feel heard, valued, and included (and of course, have fun). We have great processes like our “buddy system” where we set up a new hire with a G8 colleague who’s been here over six months based on similar interests, but that really helps to keep our positive culture is the people who make up generator. You just can’t support what isn’t there to begin with; At gener8tor, we are very fortunate to be made up of a passionate, diverse, intelligent and hardworking workforce. We couldn’t develop and sustain a great culture without each of our people here at gener8tor.”