October 2, 2015
ArcherPoint Dynamics NAV Developer Digest - vol 68
As they run into issues and questions, find the answers, and make new discoveries, they post them companywide on Yammer for everyone’s benefit. We in Marketing watch these interactions and never cease to be amazed by the creativity, dedication, and brainpower we’re so fortunate to have in this group—so we thought, wouldn’t it be great to share them with the rest of the Microsoft Dynamics NAV Community? So, the ArcherPoint Microsoft Dynamics NAV Developer Digest was born. Each week, we present a collection of thoughts and findings from the ArcherPoint staff. We hope these insights will benefit you, too.
Suzanne Scanlan shared an article on the benefits of employee happiness:Most people are aware of the benefits of creating a positive work environment. Here is an illuminating article that shows how employee satisfaction can help a business thrive. From the article: Contrary to a common misperception that employees become happy because of success, research shows the opposite to be true: employees become successful because they first had a happy disposition. When a business creates a happiness culture, it gains the many benefits enjoyed by organizations already blessed with a large pool of happy employees. Read the entire article: Employee Wellness: Happiness – Does It Matter If Your Employees Are Happy?
Recruiting shared an article on interviewing new hires to meet a company’s core values:And speaking of company culture… It is always important to hire employees that are the right fit for your company. But how do you interview your candidates – not just for their qualifications for the position, but their qualifications on being a part of your company’s culture. This article outlines how you can start: From the article: Once you’ve made the decision to be a values-based organization, follow this process:
- Clearly define your values and communicate them throughout your organization.
- Understand how employees and candidates experience the values. Asking your top performers about their experiences is particularly helpful.
- Incorporate values-based questions into the interview process and train managers in values-based interviewing.
- Articulate and incorporate values-based behaviors into performance expectations and reviews.
Dan Sass shared an article on exceptional companies and their cultures:Keeping with this theme, here is another article on high-performing company cultures. Creating a high-performing organization requires a fundamental core culture that promotes high-performance. From the article: The challenge that leaders face in creating high performance cultures is overcoming the deeply rooted assumptions and behaviors that aren’t doing their organization any favors. Organizations that are able to set very clear and aligned values and processes will consistently outperform those that cannot. Furthermore, leaders who understand when it’s time to do things differently in order to stay relevant are those that are best able to adapt their organizations to changes in the business environment. The author goes on to suggest three core abilities that an organization must have to reach high performance:
- The ability to stop and take a hard look in the mirror.
- The ability to include all stakeholders in the conversation.
- The ability to let go of the existing behaviors and practices that are no longer serving the organization’s success.
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