A Great Place to Work
July 14, 2008
Not long ago SuccessFactors Research and thought leader Amy Lyman hosted the webinar The Business Benefits of Being a Great Place to Work. People who love their jobs work harder and do better. It follows then that creating a “great place to work” should be a top priority for all businesses. Of course, this is easier said than done, or is it? If managers focus on transparency, honesty, diversity and fairness they are on their way to creating a great place to work. Every business is different, so making the leap from a good place to work to a great place to work will involve different factors for each workplace. Ms. Lyman discusses these factors and how they help businesses excel in the webinar she did with us.
Every year the Great Place to Work Institute’s 100 Best Companies to Work for survey is published in Fortune magazine. In fact, SuccessFactors has twice been ranked highly in the small business category. How do we do it? Well, we are very transparent about what drives our success, and have a blog dedicated to employees telling their success stories here at SuccessFactors – the HappyFactors blog.
The response to our joint webinar with Ms. Lyman was electric, and she received many follow up questions from our guests after the conclusion of the webinar. She was kind enough to answer these questions in detail, which are now available for download – SuccessFactors Research Webinar Extra: Amy Lyman . She tackles some tough questions like, how do you start to build trust when employees have lost their trust in upper management, and can you recommend some processes to uncover what’s working in a company in terms of building a strong culture?
Ms. Lyman will be joining us again August 19th for a webinar focusing on Europe and EMEA. Just as the challenges are different for every business, they are different in various geographies as well. Check our events page for the registration link, which should be available shortly.
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the work of talent management is especially important as it relates to managing across difference; specifically managing professionals of color. this is because our research shows that professionals of color - those who describe themselves as Black Asian, Hispanic, multi-racial or Native American - describe feeling marginalized, and lacking support as it relates to career development and advancement. not enough is being said about the intersection of diversity management and talent management. if companies are going to remain competitive they have to acknowledge the delicate intersection of the two. this isn’t to imply that there needs to be more diversity training — we’ve probably had too much of it- but that there needs to be more talent management training.