Brixey & Meyer Blog

He asked the typical candidate question. “Tell me about your company’s culture?” I asked him what he meant. He responded, “I don’t know. I’m just wondering what it’s like to work at your company?” 

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

It is not hard to see why Output-Based Cultures create superior results and attract the best kind of people. Creating this type of culture is difficult work…especially if the organization has been entrenched with an Input-Based mentality. After doing the hard work, it is often more difficult maintaining an Output-Based Culture. To sustain an Output-Based Culture, it is important to recognize internal signs of slipping back into an Input-Based mindset. This is not an exhaustive list, but it is a good start!

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

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