
Should we be creating or modifying systems to build more equitable and accessible workplaces
There are lots of conversations around what works and what doesn’t when it comes to diversity, equity, and inclusion practices.
You know that a positive workplace, with an innovative, collaborative, self-motivated and high performing team is essential to your company’s success. So why is it so hard to get employees to bring their best to work every day? What does it take for them to be happy on the job? How do you design HR programs that yield the desired effects?
The hard truth is that many well-intentioned HR programs fail to fix corporate culture because those developing them don’t strike a balance between using their intuitions and using science. Please note the word balance: this is not about elevating science above intuition and hard-won experience or vice versa – in fact, that’s the whole point: both aspects must be given equal weight in your thinking to achieve a successful outcome.
Keeping that balance in mind, here are the three common mistakes that we see HR leaders and managers make when creating programs to address company culture challenges, and how to fix them.
Following the steps outlined above balances intuitions with scientific evidence – and forms the foundation of an approach that we at Dialectic call Scientific HR. In this way you’ll be better able to design the right solution for your unique challenges en route to creating a great corporate culture with productive, motivated and high performing team members.
Do you have a difficult organizational culture challenge to solve? Learn more about Dialectic’s Illuminate to Elevate methodology, which integrates science and the creative arts to help companies of all sizes break through barriers to new levels of growth and success, or get in touch to get started right away.
There are lots of conversations around what works and what doesn’t when it comes to diversity, equity, and inclusion practices.
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