Brixey & Meyer Blog

Energizing. Growth-minded. Engaging. Aligned. These are a words that describe an “Output-based” Culture (check out Part One of this blog series). When you walk into this type of culture, the energy is infectious. The conversations are compelling. The people are interesting. As a business owner, isn’t this the type of organization you want? This type of organization is one where people know what they need to do, own the responsibility to do it, and enjoy their work. This is true, but it runs deeper than just knowing what to do, owning it, and enjoying it. Output-based cultures reach deep down into the inner being of people, who work there. They attract the best people not because of their 401k, amount of PTO, or pay ranges. No, they do so because they understand what people want, and they communicate it early and often. 

Topics: Takeaways, culture, onboarding, hiring, Growing, HR, Human Resources, Growth, workplace productivity, Success, Management, Employee Retention

In my last blog, I contrasted input v. output based cultures. Input-based cultures focus upon superficial metrics (hours worked, number of emails processed, number of meetings attended). Many organizations may not say they prize these things, but they are reinforced through misaligned purposes, plans, and outcomes. Output-based cultures focus upon metrics that matter (hitting revenue numbers, new product innovations, efficiencies in the production process, pipeline activities). Output-based cultures showcase alignment between purposes, plans, and outcomes. How is this done, though? How does an organization create an aligned and purposeful culture that produces desired outcomes? To understand this, I want to review the “Cultural Ecosystem."

Topics: Takeaways, culture, onboarding, hiring, Growing, HR, Human Resources, Growth, workplace productivity, Success, Management, Employee Retention

60 hour workweeks. 2 weeks of unused PTO. Plowing through 200 emails in a day.

Topics: Takeaways, culture, onboarding, hiring, Growing, HR, Human Resources, Growth, workplace productivity, Success, Management, Employee Retention

organizational culture: a distinctive pattern of thought and behavior shared by members of the same organization and reflected in their language, values, attitudes, beliefs, and customs. The culture of an organization is in many ways analogous to the personality of an individual.

Topics: Takeaways, culture, onboarding, hiring, Growing, HR, Human Resources, Growth, workplace productivity, Success, Management, Employee Retention

80% of businesses survived their first year of business. 

70% of businesses survived their second year of business.                       

50% of businesses survived their fifth year of business.

Topics: Takeaways, culture, onboarding, hiring, Growing, HR, Human Resources, Growth, workplace productivity, Success, Management, Employee Retention

chasm noun

\ ˈka-zəm  \

1: a deep cleft in the surface of a planet (such as the earth)

2: a marked division, separation, or difference

Topics: Takeaways, culture, onboarding, hiring, Growing, HR, Human Resources, Growth, workplace productivity, Success, Management, Employee Retention

There he sat in his makeshift office. Doodling. Each day, it was the same thing. Get up, get ready, go into the garage. There was nothing spectacular about the workspace. You would find similar “stuff” in any number of garages in his Kansas City neighborhood. Once there, though, the creativity and magic unleashed. With pencil and paper in hand, Mr. Disney brought to life many of today’s iconic cartoon characters.

Topics: Takeaways, culture, onboarding, hiring, Growing, HR, Human Resources, Growth, workplace productivity, Success, Management, Employee Retention, Employee Handbook

Dear Business Owner,

Hello. It’s me. Your Employee Handbook. Now, before you stop reading, can I share what is on my mind? I know you are busy, and I evoke a lot of eye-rolling. But, I have some important things to say. I cannot blame you for being annoyed with me as I routinely insist on being updated, re-signed, and discussed. Granted, I was last updated when George W. Bush was President, Tom Brady won his first Super Bowl, and cargo pants were a fad. If you will give me five minutes of your time, I will make it worth your while. I know I can add value to our organization. 

Topics: Takeaways, culture, onboarding, hiring, Growing, HR, Human Resources, Growth, workplace productivity, Success, Management, Employee Retention, Employee Handbook

Let’s look at some simple math. Bob, an hourly employee, averaged 40 hours per week making $15 per hour. At the end of each week, his gross income was $600. Now, due to a furlough, Bob is receiving unemployment benefits. According to the Ohio Department of Jobs and Family Services, Bob will bring home a weekly unemployment benefit of $300. Common assumption would be that he would begin hunting for a new job. Not so fast. With passage of the Coronavirus Aid, Relief, and Economic Stability Act (CARES), the federal government expanded each States’ ability to provide unemployment insurance for many workers. The expansion places an extra $600 per week into the pockets of each eligible worker. Bob is now bringing home $900 per week. 

Topics: Takeaways, culture, onboarding, hiring, Growing, Human Resources, Growth, workplace productivity, Success, Management, Coronavirus, COVID-19

“I’m scared to come back into the office.” 

Topics: Takeaways, culture, onboarding, hiring, Growing, Human Resources, Growth, workplace productivity, Success, Management, Coronavirus, COVID-19