Cameron Culp’s Post

How we get our young employees to stay longer with our company       ℹ️ When building a tech company a great team is key for success. At the same time many companies in this sector suffer from high staff turnover, which both costs a lot of money and slows down growth.   👍 One of the things I'm the most proud of when building the company is all the young talents that have chosen to begin their carreer with us and then stayed stayed on for many years. What's the secret sauce? Here are some key factors:   👉 We focus as much on personality as on formal skills when recruiting 👉 We involve the whole team in changes, important decisions and social activities 👉We give responsibility - and the power to make decisions 👉 We recruit internally to senior positions 👉 We wish our colleagues the best of luck and welcome back if they would decide to leave What's important for you when choosing a place to work? 👇

Every Q1, Geri Johnson and I put time on each team member’s calendar for a career chat. We discuss both career and personal goals, what excites them to come to work each day and ask for feedback on what we could be doing better to support the team. Here’s what we learned this time around: 90% of my teammates feel their work is impactful! This is music to my ears, as our mission for Next PR is to tell stories that change the world. Here’s what excites the team: Our people, our culture and the impactful work we do for our clients. Words of the year? Growth, openness, flexibility, patience, opportunity, creativity, potential, networking, resilience and progress. This brings me to my biggest takeaway: Everyone is eager to grow, no matter where they are in their careers. No one wants to feel stagnant. Having these conversations helps us gauge what’s most valuable to our team for the coming year. I’m naming 2024 the year of growth. It’s my personal goal to provide everyone with opportunities to learn new skills, whether it’s through internal trainings, external development courses or client opportunities. I want to encourage other leaders to try this process out if you haven’t already. You never know what you might learn.

We see companies showcasing "Great Place To Work" as a badge of honour and more often than not a way to attract good talent when in reality the situation is something else. 🙈 😅 So I want to know what is actually a "Great Place To Work" for employees. For me, a great place to work is an organisation that promotes: 1. Empowerment - Giving employees autonomy and decision-making power in their roles. This leads to a more engaged and motivated workforce. 2. Strong Leadership and Vision - A clear and inspiring vision from leadership helps employees understand the organization's direction and feel motivated to contribute to its success. 3. Adaptability: Being open to change and adapting to evolving work trends and employee needs is important in today's day and age. 4. Fair Compensation: Offering competitive salaries and benefits is crucial to attracting and retaining top talent. Let me know what makes an organisation a "Great Place To Work" for you. 😄💻

🚀 Level Up Alert! 🚀 Wah, who knew managing a team could be so shiok? (Okay, maybe not always shiok, but definitely more rewarding!) Thanks to the Management Essentials sprint at NewCampus, I'm feeling like a real boss now (literally, since they're teaching me how to be a better one). 💼👩💼 This course wasn't your average lecture where you might pengsan. We really got our hands dirty with delegation and feedback techniques, learning how to power up my team to become superstars (not just clear my to-do list). 🌟 It's all about creating a supportive environment where everyone can shine bright and hit their goals. 💪✨ The best part? Swapping war stories (okay, maybe "challenges") with other managers in the class. Turns out, even the best of us got room to grow. Plus, the NewCampus instructors (Brian S. Lee, ACC, Meghna •and Isan de Jesus) were solid – they made complex topics feel clear and actionable. 👏🧠 Serious folks, if you want to take your leadership skills to the next level, this course is a must-do! 🚀📈

It’s Friyeay, good people of the internet! And you know what that means: WINners' successes! Today, I have two stories with you that were shared last night on our Grads call. I hope you will find them as inspirational as I do! First one was from a WIN Grad who shared her joy in the 6-month secondment she had secured within her company in a different country. She absolutely loves her new team, she loves the work, she is doing much more interesting work - and a 32% pay rise to boot! What I celebrated with her and the other WINners, was not just these - objectively speaking awesome - results. What I just LOVE about this, is that she has conceived of this idea completely herself and then took the WIN steps to make it happen. What do we learn from this? You have agency. You can shape your life and your career. Don’t wait for others to do this for you. Go you, WINner! And another story that was shared last night - amongst many others! - came from a lady who has taken my rule that you should spend approx. 10% of your work time on sharing what you are capable of and what you have done with your colleagues, so that they can leverage that, to new heights. She calculated she has probably spent about 20% of her time increasing her visibility in her company, through thought leadership pieces, speaking and attending events etc. Yeay her! And yeay company. Because, team, le me tell you what one of the outcomes of all that work was - that the mother of all EVPs realised that she is perfect to do a very high profile redesign of the entire team. If that EVP hadn’t known she is capable of doing that, they would have missed out on her magic. So what is our second lesson of today? It is that you need to share what you’re capable of, and that doing that is great for everyone! Love, love, love when WINners realise their agency, realise they need to take control of their careers, do it and then enjoy the sweet, sweet results of those strategies! What are you celebrating today?

March 1, 2005 – November 22, 2023. This is the date that marks my time at Western Union; although it is not the dates themselves that are important, but the stories woven into the fabric of the company during these 18 years, 9 months and 22 days. Those 18 years mark what seems a lifetime of triumphs and change shared with colleagues who became second family, projects that became milestones, and a sense of belonging that only flourishes over shared coffee breaks and brainstorming in the most unusual places. I look back with gratitude for the lessons etched into my professional DNA. From the early days, when I started in the call center in Costa Rica (I was Operator 462!) where every task was a steppingstone, to the exhilarating climbs up the ladder, each rung marked by the support and encouragement of my peers. Every project, every success shared by a teammate's laughter – they're all threads woven into the richest tapestry of my experience. My colleagues, my mentors, my friends – you shaped me, challenged me, and nurtured a fire within me. I leave behind a piece of my heart, but I also carry a piece of this company with me – the resilience forged in tough times, the creativity born from collaboration, the unwavering spirit that defines us all. Going to work was always more than just a job. I'll treasure our shared history. I am so excited for what is next, and I hope you will be excited with me! For now, I leave you with three pieces of advice: 1.   Be a bridge builder always; life is not about “me” but rather about the “we”. 2.   As you go up the ladder, remember to always look back; there is always someone who will need your helping hand. 3.   Lead a life of gratitude; this will only multiply the good that you already have. 

How to Become More Visible at Work By Nicole D. Smith and Angela Cheng-Cimini Published in Harvard Business Review - August 18, 2023 Early Career   It takes more than hard work to grow in your role and build credibility. The impact of your hard work also needs to be visible to others. Workplace visibility is vital to getting your name mentioned in the room where decisions are made, being included in career-shaping projects, and eventually, landing a promotion. If other people don’t know what you’ve accomplished, you’ll never achieve your full potential for advancement. Here’s how to become more visible at work: ·      Make a move. Being a visible employee requires purpose and intention. It takes action. If you’re normally someone who doesn’t talk in meetings, start speaking up or follow up immediately afterwards with the meeting host. Remember, humility doesn’t equal silence. ·      Deliver quality work. It may seem obvious, but be visible for the right reasons. Do good work. When people can count on quality work from you, you’ll earn the reputation as a reliable, trustworthy, and valued, needed member of the team — all which leads to more visibility. ·      Know what’s top of mind for key stakeholders. Be able to help and add value to the work of powerful decision-makers in your organization. When you demonstrate that you have a skillset that can be a valuable resource to them and their work, they’ll be more likely to pay attention to your work. ·      Love to learn. Look for, ask about, and volunteer for learning opportunities that will expand your skills. All the better if those opportunities benefit key stakeholders. Does your company offer cross-departmental job rotations? Does your manager need an extra hand for a time-sensitive project? Can you volunteer to represent your team in cross-functional meetings? Seek learning opportunities that have urgent and promotable tasks. #EarlyCareer #HowtoBecomeMoreVisibleatWork #MoreVisibleatWork #Workplacevisibility #buildingcredibility #qualitywork #Lovetolearn #potentialforadvancement #careergrowth

Dear employers and prospective employers, Here are 5 keys to an amazing company culture that could help you retain young people or people in general: 1. Look out for your people, put them first. Perhaps a good canteen or promotion when it’s due. 2. Don’t promote toxic managers, many people cry in the bathrooms at work and pretend they are okay. 3. Make work fun. It’s dreadful to have to be a whole different person at work. Making work fun makes it easier to get things done. 4. Respect employees’ personal lives. Try not to call after hours or on weekends and have reasonable schedules. 5. Give recognition and say thank you. Give credit where it’s due. Give awards and incentives where and when they’re due. The above points are from my perspective and my personal experience and people may share the same experiences. Have you ever worked at a company where you knew you wouldn’t stay longer than a year? There’s a company I left within 6 months because of some items mentioned here. What’s your experience?

I was recently honored with an Above & Beyond award from my company and, while it was gratifying and validating to receive, it got me thinking about what it means. I know that there has been talk in recent years about it being hard to find employees that “want to work” or people coming to work and supposedly doing the bare minimum so they are clearly “quiet quitting”. I find fault with that train of thinking. We all “want to work” when it’s something we find fulfilling and saying someone is slacking by just doing their actual job is…well, crazy in my opinion. The reality is that it’s on the employer to make someone want to give more, and it’s finding the right person for the job that provides an outcome that is “Above & Beyond”. Let’s face it, on paper I am not the most qualified person for a Human Resources Business Partner. I don’t have a college degree and I’ve been too busy living life to finish taking my HR Certifications (but I promise, I’m going to!). What I do have is an intense desire to make a change, to contribute both to my community and to my company. Does that mean I occasionally work a few extra minutes a day, yes. It doesn’t mean I sacrifice my personal life, though. What makes all the craziness worth it, and yes it is crazy and STRESSFUL some days, is that I have Leadership that sees me and cares about me as a person as well as an employee and that I know that every now and again I have made a real quantifiable difference in someone’s life. For those reasons, I will always go Above & Beyond. 

Which Companies Are Considered America’s Best Places to Work? . Research is divided on when is the best time to look for a new job, but it’s undeniable that a new year tends to hasten psychological effects: new beginnings, fresh clarity, and a renewed purpose. So for those on the lookout, it’s also useful to know which companies are the best places to work in the country—as rated by their employees. Based on data gathered by recruiting website Glassdoor, here are America’s top 15 best places to work in 2024.