Rituals can create a culture. . .
Comments (0)Josh suggested in a post today that, “Your culture can be one of the hardest assets for you to protect.“ We certainly don’t have the whole culture thing figured out at Architel, but we have attempted to create culture through the creation of rituals.
For example, each Friday we turn off the phones at noon and keep them off until two for an all hands meeting and a communal lunch. All employees are required to attend the meeting where we discuss issues facing the company, individuals or the market in general. We reward employees who have gone above and beyond with certificates and gift cards. Finally, we serve lunch to the entire team. We have shared lunch with each other since 2003 and while it may seem like a small thing it is something many of us look forward to each week. Of course, we won’t be able to do this forever (i.e. we will eventually get too big).
Both current and former employees have told me that getting together as a group is/was their favorite part of work each week. Does your company have a ritual?
) will assume that your experience with SMTP is limited because you are taking the time to mention such a “mundane detail”. This may seem ironic and it is but, none the less, the less you say the more you probably know or at least the less I know you know.
There comes a time in most employment relationships when it is time to move on. Gone are the days of lifetime employment. Unless you get fired you will need to quit. My suggestion? Do it with class. Sit down with your manager and let him know that you are leaving and offer a minimum of two weeks notice. Regardless of how much you would like to slam down your resignation letter on his desk and walk out, consider that it is likely that your next job won’t be your last and that future employers might want to talk to your current boss. If you handle it right it is very likely that your current boss will provide positive references for the rest of your career. Handle it wrong and at best you won’t be able to get a reference and worst you might get a negative reference. On the other hand, I highly recommend employers providing a minimum of two weeks notice to employees regardless of the reason for termination. Get a release in exchange for the severance payment of course.
During my talent search here at Architel I have spoken to loads of individuals who are seeking new employment. All of which I ask, what decision criteria will you use to decide whether you will accept your next job offer? 9 out of 10 times the first thing the job seeker says is growth. That is a pretty good answer, right? Well, I started thinking about all of this growth or lack thereof. If people accept a new job for growth then they are obviously leaving their current job due to the lack of growth. If you are not climbing the corporate latter who is at fault? Is your employer aware that you are seeking career growth? You are probably saying yes, but if you have not informed your manager of your career goals then chances are, they do not know. And, if they do know, why are you not receiving the growth you desire? Are you qualified? Is there zero room to grow? Are your development expectations obtainable?