What can be done by senior management to implement change that will positively affect the culture of an organisation?

What can be done by senior management to implement change that will positively affect the culture of an organisation?


  1. Senior Management must identify the areas in which change is needed
  2. Senior Managers must be willing to make changes themselves
  3. Employees must be included in the decision-making process
  4. Communication is key – management must keep employees up to date on changes and why they are being made
  5. Change will not happen overnight, it will take time and patience

Introduction

Company culture is one of the most important aspects of any business. It can make or break a company. If the company culture is negative, it will be very difficult to achieve success. On the other hand, if the company culture is positive, employees will be more productive and happier. In this blog post, I will discuss what senior management can do to implement positive cultural change in their organisation.

The Problem

A negative company culture can have a number of negative effects on a business. It can lead to high staff turnover, low morale, and a lack of motivation. In addition, it can also impact the bottom line by causing customers to take their business elsewhere.

Employees who work in a negative company culture are also more likely to be absent from work or quit altogether. If you’ve ever worked in a negative company culture, you know how it can impact both your professional and personal life. It’s important to find ways to create a positive company culture in your workplace so that everyone can thrive.

What are some other negative effects of negative company culture? Have you ever worked in a negative company culture? How did it impact you? Share your experiences in the comments on this post.

The Solutions

It is no secret that company culture starts from the top. Senior management sets the tone for the entire organisation. They are the ones who decide what the company’s values are and what the company’s philosophy is. If senior management wants to change the company culture, they need to start by changing themselves. They need to lead by example and show their employees that they are committed to making positive changes.

Changing the company culture is not a quick or easy process. I repeat, It is important to remember that changing the company culture is not a quick or easy process. It takes time, effort, and commitment from everyone involved. But it is possible, and it can be done if senior management is willing to lead by example and make the necessary changes, only then will their employees follow suit.

Effectively Communicate

One of the most important things senior management can do to improve company culture is to communicate effectively with their employees. They need to let their employees know what they are doing and why they are doing it. Employees need to feel like they are a part of the company and that their opinion matters.

When senior management communicates effectively, it shows that they care about their employees and that they are willing to listen to them. Employees will have a lot of good ideas about how to improve the company. If senior management is open to listening to these ideas, they will be able to implement positive changes that will have a lasting impact on the company culture.

Effective communication is critical for any organization that wants to change their company culture. It takes time, effort, and commitment from everyone involved, but the benefits are worth it.

Effective communication is a two-way street: It requires both speaking and listening. And it’s not just about communicating what you want or need—it’s also about understanding what the other person is saying. When communication is effective, it’s clear, concise, and respectful. Effective communicators also make sure to listen more than they speak.

Some of the key benefits of effective communication include:

  • Improved team productivity
  • Reduced conflict
  • Greater clarity and understanding
  • Increased trust and respect between team members
  • Enhanced employee engagement

Effective communication doesn’t happen overnight—it’s a skill that takes time and practice to develop. But if you’re willing to put in the work, you can start seeing the benefits of better communication in your workplace almost immediately.

One of the best ways to improve your communication skills is to take a course, read a book on the subject and constantly practice. There are many great resources out there that can help you learn how to communicate more effectively.

Here are a few tips for improving communication in the workplace:

  1. Make sure to listen more than you speak. Effective communicators take the time to understand what the other person is saying before responding.
  2. Be clear and concise when you do speak. Effective communicators know how to get their point across without rambling or using too many words.
  3. Be respectful. Effective communicators show respect for their co-workers, even if they don’t agree with them.
  4. Focus on the positive. Effective communicators know that company culture starts from the top. They lead by example and focus on the positive aspects of their work and their workplace.

Breathe Positivity

Another important thing senior management can do to improve company culture is to focus on the positive. They need to encourage their employees to be positive and to take pride in their work. They also need to provide feedback that is constructive and positive. When senior management focuses on the positive, it creates a more positive company culture.

Encourage Positive Feedback

Encourage positive feedback from employees. Employees should feel like they can give honest feedback without fear of retribution. Senior management should create an environment where employees feel comfortable giving feedback, both negative and positive.

Allowing for negative feedback might seem counterintuitive, but it’s actually essential for improving company culture. If employees only give positive feedback, it will be difficult to identify areas that need improvement. On the other hand, if employees are encouraged to give both positive and negative feedback, senior management will be able to make the necessary changes to improve the company culture.

Strike a Positive Balance between Work and Personal Life

There should be focus on creating a positive work-life balance for employees. This means providing flexible working arrangements, adequate vacation time, and other benefits that make it easier for employees to manage their work and personal lives. When employees feel like they have a good work-life balance, they are more likely to be satisfied with their jobs and less likely to look for new opportunities.

Achieving a positive work-life balance is not easy, but it’s essential for improving company culture. Employees need to feel like they have time for their personal lives, or they will eventually become unhappy and start looking for new jobs.

Provide Professional Development Opportunities

Another way to improve company culture is to provide employees with training and development opportunities. Employees who feel like they are constantly learning and growing are more likely to be engaged and happy in their work. Senior management should create a culture of lifelong learning by investing in employee development.

When employees feel like they are stuck in a rut, they will start to look for new opportunities. By providing employees with training and development opportunities, senior management can keep them engaged and prevent them from looking for new jobs.

Lead by Example

As I mentioned before, senior management needs to lead by example if they want to change the company culture. They need to show their employees that they are committed to making positive changes. One of the best ways to do this is by setting the tone for the entire organisation.

If senior management is negative, their employees will be negative. If senior management is positive, their employees will be positive. It’s that simple. Senior management needs to set the tone for the organisation and show their employees that they are committed to making positive changes.

Senior management has a lot of power when it comes to company culture. By taking the time to improve their own communication skills, invest in employee development, and create a positive work-life balance, senior management can effect real change that will improve company culture overall. If you are a senior manager and you want to make positive changes in your company, don’t hesitate to start making those changes today. Your employees will appreciate it and your company will be better for it in the long run.

In conclusion, company culture starts from the top.

Thanks for reading! I hope this blog post has been helpful in giving you some insight into what senior management can do to effect positive change within their organisation.

What other methods do you think could be used by senior management in order effect change within their company? Let me know in the comments!

Keywords: company culture, positive cultural change, senior management Communication, listening to employees, setting an example.

Author: Declan Murphy

LinkedIn: https://www.linkedin.com/in/declanmurphyirl/

Twitter Handle: @decsrl

Facebook: https://www.facebook.com/declan.murphy.7543

Industry Insights: Telephone Interview Tips

Industry Insights: Telephone Interview Tips

Telephone Interview Tips:  

Telephone interviews have become the “new normal” in the world of recruitment due to adaptation during the ongoing global pandemic. Although interviews and the interview process itself can be daunting for candidates, telephone interviews have provided various benefits to the recruitment process for both candidates and recruiters.  

Pros: 

  • Time and cost effective – telephone interviews remove the requirement for a face-to-face interview at times and enable all participants to schedule the interview on a time and date that suits both parties. It also removes time that may be spent on travelling, in addition to costs of travel, as well as potentially completing an interview from the comfort of your own home or preferred environment.  

Two Key factors to take into consideration when engaging in a telephone interview:  

1. Coverage

Do you have suitable coverage to complete an interview over the phone?  

2. Environment

Is your environment suitable to complete an interview? I.e., quiet with little to no disturbances.  


Candidate Interview Tips:  

Contact Details

This is more of a pre-interview tip, however, when notified of your interview invite before signing off with your recruiter, ensure that the correct contact details you provided, such as your email address and preferred contact number are up to date and accurate. 

Environment

This may seem like an obvious interview tip, however, it is extremely important to ensure you have a quiet environment to take a call to complete the telephone interview.  Outside or background noise factors can disrupt the flow of an interview, distract you or the interviewer and create an unprofessional environment.

Coverage is key! A Telephone interview depends on adequate coverage to prevent the telephone interview call from dropping. The last thing you want whilst on a call with a prospective employee or recruiter is for the call to drop mid-interview. If you have bad coverage in your home or a noisy environment, a key interview tip is to find a shared office space. Most shared office spaces have private meetings rooms you can book out in order to take your phone interview without any disruptions.  

Punctuality

While you don’t need to travel to take part in a phone interview it is important to be punctual and prepared. Set a reminder for yourself for the time and date the telephone interview is due to take place.  This will allow you to get your environment, notes, and yourself prepared.

Smile

Although this interview tip may sound odd, it can be recognized whilst on a phone call when a participant is smiling. This in itself can promote a positive conversation and aid in the interview communications, showing confidence and positivity.  

Have & Take Notes

One of the perks of a phone interview is that you can have your notes about the role and company on hand to revert back to if needed. You should also always have your CV in any interview situation to highlight your experience and competencies throughout the interview. 

Another Interview Tips is to have a pen and paper when taking part in a phone interview. This is important to note any questions you may have at the end of the interview.

Ask Questions

The telephone interview process is primarily focused on querying the candidate’s competencies and experience for their desired role, however, it is important as a candidate to ask any questions that may arise regarding the role you are interviewing for. This will highlight the candidate’s interest in the role itself and furthermore, their desired career overall.  

Be Confident

Although it can be difficult to remain confident during an interview due to nerves, always remember that you have reached the interview stage because the recruiter has identified your core competencies and abilities.

Stay In Contact

Revert back to the recruiter at a later stage if needed. If you require any update or have further questions post-interview, email, or phone the recruiter you were dealing with to seek clarity, they are always there to help.


Take a look at our jobs page to see if you would like put any of our Industry Insight Interview Tips into practice


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Industry Insights: CRT – Candidate Experience

At Servisource , we understand the importance of the candidate’s experience throughout the entire recruitment process. This is why each candidate who applies for a role with Servisource will have a dedicated member of our Centralised Recruitment Team to assist them in their journey, from the moment they submit an application all the way through to getting activated as an employee, and beyond.  

Our Centralised Recruitment Team have made a number of effective and lasting improvements to enhance the overall candidate’s experience:

  • Continuous Communication & Engagement
  • Easy Application
  • Honesty & Transparency
  • Receiving Feedback
Continuous Communication & Engagement

We understand candidates can be left feeling frustrated or disheartened being left in the dark waiting on updates on their application. 

Our recruiters:

  • Ensure to communicate with candidates regularly following up with them at each stage of the application process
  • Keep them up to date with any new and relevant information on both their application and the position they have applied for. 
Easy Application

We have made our Application process more convenient for candidates, moving from paper application to now an online application form.

Our Online Application Form makes it easier & quicker for candidates to apply, and in turn resulting in getting candidates placed in a shorter time frame. 

Honesty & Transparency

We have a promise to our candidates to be honest and transparent with them from the very beginning to the end stages of their application

  • Ensuring the information provided about the role is clear
  • Providing clarity on the length of the recruitment process and what each stage will hold.  
Receiving Feedback

We are consistently asking our new starters for feedback on their own candidate experience during the recruitment process, discovering areas where we can further improve on to continuously enhance the overall candidate experience.  

Automated Recruitment Process

Recruitment is a people focused industry and the higher the calibre of human talent you can get through, the better your recruitment process is. At Servisource we use an Automated Recruitment Process which allows us to source top quality human resources and they can come on the journey with us from the comfort of their homes. 

Good talent is often hard to find, and businesses are always looking for talented individuals to better performance. The automated process allows us to identify and engage talent which saves both time and money. 

The impact of the ongoing global pandemic has presented many obstacles to people trying to find employment, this is an area where the automated candidate experience is extremely beneficial.

This automated experience allows potential talent to connect with us in ways they could not before. Candidates can complete the entire process from their laptop, tablet, or phone which helps stop social gathering, lessen the spread of Covid-19 and makes it more accessible for candidates from every location.

The automated process has streamlined recruitment and changed the way both candidates apply for jobs and the way in which employers look for talent. Candidates looking for a job generally want to start working and earning a wage as soon as possible. This automated process is much more efficient and cost effective as there is no travel time or costs for either party for interviews, letters, etc.  

Automated Candidate Journey

At Servisource Workforce Solutions the Centralised Recruitment Team works with an Automated Candidate Journey. The candidate experiences several online automated steps to ease the application process from start to finish.  

Studies have shown that candidates who have rate their experience as poor, 72% say this is a result of a negative journey from application to activation. (Source: CareerArc)

A candidate’s journey can be projected and imagined through certain key factors, recruiters can therefore envision how the candidate feels and experiences the process.  

Key Factors

  • Job Ads
  • Company Website
  • Social Media Pages
  • Interactions with the Recruitment Team
  • Job Application
  • Application Communication
  • Line Feedback
  • Welcome/Onboarding

It’s important to note that each key factor plays an important role in the candidate’s decision whether to continue with their application or apply elsewhere. That is why each key factor should be a positive experience for the candidate. 

Servisource Recruitment Consultants have expertise in Temporary Recruitment. The recruiters understand that some candidates are active and searching for jobs, but most are passive candidates not looking for a particular role. It is therefore the duty of the candidate experience to draw new talent in and for them to recognise the opportunities available to them.  

The Servisource Automated Candidate Journey
1. Online Job Adverts

Online Job Adverts are shared by the recruitment team across all channels and platforms, reaching out to as many candidates as possible. All Job Adverts supply the recruitment team information, including a freephone number to contact the team. The team has a dedicated 24 hours, 7 days a week apply online form, through the recruit island jobs platform.  

2. Centralised Recruitment Team Website

The CRT’s proficient website captures candidates and employers as well as recognising the benefits of the team. Demonstrating the teams market knowledge and expertise to ensure the best appointments for candidates. 

3. Social Media Platform

The use of social media enhances the candidate search capabilities and identifies specific candidates with efficiency and accuracy. Using all channels to communicate their expertise in recruitment of Homecare, Healthcare, Business Support and Construction and Manufacturing staff. 

4. Interactions with the Recruitment Team

Automated Candidate Journeys limit paper-based submission and speed up the application process. The candidate journey involves an ability to work with the candidate on a personal level assisting them reach every opportunity.  

5. Job Application

The Automated Candidate Journey allows recruiters to communicate with candidates and work efficiently with the Job Application. Recruitment can easily identify suitable candidates for roles. The team can also identify how an application can be transformed or referred into another activation in another part of the business.  

6. Welcome / Onboarding

The final stages of the process are automated, collecting relevant bank details, references and sending out client information can all be done through the push of a button, making the recruitment process efficient and hassle free. In turn, the candidate experience becomes quick, easy and positive.  

Business Support & Construction Candidate Experience

Here at Servisource, when applicants apply for a role within Business Support or Construction, we aim to make the process as easy as possible for the applicant. We like to make the Automated Candidate Experience as easy and friendly as we can. Below we have outlined in stages from the candidate’s application straight through to placement.

01

Stage 1 – Application

This stage is where the candidate would choose the role, they would like to apply for on many of our job sites we are connected with. These would be the likes of Recruit island, Job.ie, indeed and also LinkedIn.  

Once the candidate had chosen which role, its up to the recruiters from the Centralised Recruitment Team. (CRT)

02

Stage2 – Screening

When the CRT recruiter sees your application, they would get contact you about the role. This is what the recruiters would call the Screening stage. 

Servisource take pride in this stage as it builds up the relationship between the recruiter and the candidate. They would have a chat over the phone about the role and see if you would be suitable.

03

Stage 3 – CV & Interviews

If successful in stage 2, that’s where the recruiter would send the CV over for the client.

The client would then set up an interview. The details of the where and when would be sent out by a CRM (Customer Relations Manager) from Servisource.  

IF chosen for an interview at it goes well and get chosen for the role, this would bring you onto stage 4 of the process.

04

Stage 4 – Application Package

The recruiter would then send you out an application package via email. This would be requesting information such as:
References, GV request, Bank Details and some documents to be signed and returned.    

05

Stage5 – Activation

Onto our last stage. When all the information then gets returned, Congratulations! We can go ahead and activate the candidate with Servisource.     

Take a look at our jobs page to see if you would like to experience the Candidate Journey with Servisource

What can be done by senior management to implement change that will positively affect the culture of an organisation?

What can be done by senior management to implement change that will positively affect the culture of an organisation? Senior Management must identify the areas in which change is neededSenior Managers must be willing to make changes themselvesEmployees must be included in the decision-making processCommunication is key – management must keep employees up to date…

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Servisource’s Positive Male Role Models

Servisource’s Positive Male Role Models

At Servisource we celebrate our team members, who are not seen as employees but seen as part of the Servisource community. For International Men’s Day (Friday 19th November) we marked the occasion by recognising the positive value men bring to their families, communities and of course the workplace by nominating the Positive Male Role models here in Servisource.

In no particular order here are the Servisource Positive Male Role models as voted by the Servisource team.

David (Davey) Caldwell

Marketing Manager

  • David is always in great form, spreading joy!
  • Davey is such a positive person and always ready to get involved in whatever is required. Always goes above and beyond in what is required from him. He is a lovely person to work with
  • He is always very positive and goes the extra mile to lend a hand, and he’s a great leader to his team.
  • Servisource is Davey’s Second family, you’ll often hear him say this. His passion, motivation, determination and integrity are so evident both personally and professionally.
  • I adore this mans respect, compassion and chivalry for anyone at any level in the business – he really is an all-round gent!

I adore this mans respect, compassion and chivalry for anyone at any level in the business – he really is an all-round gent!

James McGeown

Financial Assistant

  • James is highly committed to his role and the success of Servisource
  • He is a great support, both personally and professionally.
  • He is a great leader within the company and is for many, a go to person when needing help or advice
  • I fully believe there isn’t a problem he can’t solve or make sense of
  • James is a great role model to me
  • He has worked his way up to the position he is in and has served 13 years with Servisource displaying his professionalism, continued support for the company and services we provide

He is a great leader within the company and is for many, a go to person when needing help or advice

Simon Povall

Client Relationship Manager

  • Simon is an all-round lovely guy, he is kind compassionate and very thoughtful
  • Simon encourages me and gives me the tools to do my best, I have learned a lot from Simon
  • He is simply one of a kind

Simon is an all-round lovely guy, he is kind compassionate and very thoughtful.

Brian Feeney

Recruitment Administrator

Brian is very hard working and helpful . He maintains a positive attitude and is very easy to work with

Damien Dillon

Client Care Manager

Damien is a bright and bubbly character and i believe is an excellent role model

Sean McDonnell

CRT Recruitment Admin

Sean is the person others look up to for guidance and support.
His optimism and energy shine through.

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What can be done by senior management to implement change that will positively affect the culture of an organisation?

What can be done by senior management to implement change that will positively affect the culture of an organisation? Senior Management must identify the areas in which change is neededSenior Managers must be willing to make changes themselvesEmployees must be included in the decision-making processCommunication is key – management must keep employees up to date…

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