It’s Kerry from Try Catch
, doing our part to provide your inbox with valuable content not focussed on the pandemic.
Because we write a new issue every week with the promise of relevant up-to-date content, this means that we must be responsive to what’s happening outside of this newsletter.
, Founder of Fortify
, is with us remotely again this week covering the “village” microcosm of Professional Cultures
- our March topic of Try Catch Essentials for those just joining us.
Try Catch Essentials are:
- For HR leaders, recruiters, founders and hiring managers
- Handpicked essential reading on important topics in HR and Tech
- Sent to you in 4 easily-digestible issues per month
We’d like to acknowledge that we are all in the midst of a global phenomenon - the effects and response of the COVID-19 pandemic are being felt the world over and we would like to extended our best wishes to our readers, our clients, our customers, our team and everyone’s loved ones.
With countries over the world taking rapidly escalating precautions, it is important to us at Try Catch to do our part to promote the health of others.
Take care of yourself and others. 🧼
The future of work is in flux and in order for this newsletter to truly be relevant, timely and essential; we’re working to have our subject material reflect the outside world, which means that we’ve been working up to the minute before publishing.
We’ll be waffling between some pre-COVID-19 workplace knowledge and some suggestions for a brave new world of remote work.
Let’s have a quick recap of last week
’s working definition/simile of how we’ll be talking about Workplace Culture under the umbrella of Professional Cultures:
Workplace Culture: A set of shared values, goals, attitudes and practices that characterize a location of work. Related to the mundane and day-to-day aspects of behavior and actions shared by the overall workplace community - local groups: teams, departments, lunch groups, resource groups, clubs, et cetera, all contribute to the workplace culture. A company may have multiple offices and thus might have different workplace cultures associated with different locations. To consider things in a classical anthropological example: the workplace is the village. This is our ‘micro’ level.
Paul walked me through a few of the things on his checklists when he goes to a workplace to perform a “team and culture audit,” a type of qualitative research.
One of the first things that Paul looks at is whether the workplace resembles the work that is being done there, while this is seemingly a form of meta-work analysis, it helps discover the cultural health of an organization.
Another thing he takes into account is whether employees dare to share themselves in a professional space: are their desks decorated, is there personalization in their offices, does it feel like a place that people are motivated and inspired to spend hours of each day there?
He also keeps in mind the employee experience during the entrance of the office, because it’s his first time there, he is mindful of what his thoughts might be if he was a new employee there.
The goal of his observation is to try to determine and then to demonstrate to the company how the workplace communicates the culture of the organization in an experiential manner.
I asked Paul about his remote-work insights since the location of work - for many of us concerned with workplace culture - is undergoing a (maybe, maybe not) temporary shift.
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