When it comes to employees’ job satisfaction and overall happiness, company culture plays a significant role. A great environment enhances engagement and productivity. Similarly, feeling supported and included bolsters morale.
By seizing opportunities to boost your tech company’s culture, you can increase productivity, innovation, and more. Plus, your retention rates will improve, and recruitment may become easier, particularly if the adjustments establish you as an employer of choice.
While shifting the culture of your tech company may seem like a massive undertaking, it doesn’t have to be. By implementing specific strategies, you can create positive change relatively quickly. If you aren’t sure where to begin, here are some tips that can help.
Landing an interview for a data scientist position is exciting. But it can also be a bit anxiety-inducing, particularly if you are worried about how you compare to other candidates. Often, every interview is going to have a similar technical skillset, so you can’t necessarily rely on your data science know-how alone. Instead, you have to figure out what makes you unique and how you can provide the employer with value.
While that may seem daunting, it isn’t as difficult as it appears. If you want to stand out in your data scientist interview, here’s what you need to do.
Employee engagement surveys have become increasingly common. In most cases, companies include questions that allow them to gauge how workers feel about their positions, managers, or the organization. They may ask if the employee thinks they are receiving enough recognition or if they have a best friend at work.
The new year signals both a time for reflection and a time for planning. By making the right moves now, you can make the most of the season and set your team up for success. If you don’t know where to begin, here are five tips that can help you lead your staff into a bright future.
An increasing number of companies are embracing the idea of remote work. Often, this allows them to hire top talent regardless of where the professional is located, which can be incredibly beneficial in today’s tight labor market. Additionally, remote employees are typically at least as productive (if not more so) than their in-house counterparts and also allow businesses to reduce various overhead expenses.
However, some challenges come with managing remote employees. It isn’t possible to physically monitor a remote worker, and it may be more difficult to review their work or provide feedback. Additionally, if you are overseeing multiple remote staff members, keeping their activities coordinated might not be simple.
But, by taking the right approach, you can experience many of the benefits of remote employees with fewer of the drawbacks. Here are some effective ways to manage your remote workforce.
Many IT projects are substantial undertakings. Without a great project manager, many Silicon Valley tech departments would struggle to reach their project goals. This is true even if the team is otherwise highly skilled, as skill sets along aren’t necessarily enough to guarantee success.
If you are wondering why tech departments need excellent project managers in Silicon Valley, here’s what you need to know.
When a hiring manager reviews a developer's resume, they usually have a good idea of what they want to find. While the specifics may vary from one job to the next, most hiring managers have very similar things in mind when they need to find a strong developer.
By understanding what hiring managers are looking for on your resume, you can make sure that yours aligns with their needs and expectations. If you aren’t sure where to begin, here are some insights that can help.
Risk analysts need more than strong technical capabilities; they also need a solid complement of valuable soft skills that can help them excel. Without certain soft skills, a risk analyst won’t be as effective in their role. As a result, most employers seek out candidates and invest in employees who have these capabilities.
If you want to make sure that you are a standout risk analyst, here are the soft skills you need to cultivate.
Every professional has to deal with stress on occasion. Unexpected obstacles, surprise problems, or mistakes can all happen. Plus, nearly every workplace has to contend with frequent change, shaking up the existing paradigm, and requiring employees to take on something new.
Stress is just part of the working world; it’s essentially unavoidable. However, that doesn’t mean you shouldn’t explore options to mitigate it.
By keeping your team’s stress low, they will be more productive and satisfied in their positions. With the addition or enhancement of specific problem-solving skills, your employees can become more capable, something that generally leads to diminishing stress levels. If you want to alleviate your team’s stress, here are three components of problem-solving that are worth your attention.
Let’s face facts; turnover is expensive. When you lose an employee, you have to deal with a range of hard and soft costs. This includes everything from advertising the vacancy to spending time interviewing to lost productivity caused by being shorthanded.
While a degree of turnover is mostly unavoidable, some things can help. Many causes of turnover are within a company’s control, particularly when it comes to organizational leadership.
Most people have heard the adage that people don’t quit jobs or companies; they quit managers. Poor leadership can negatively impact retention, directly impacting a company’s bottom line.
However, great leadership can also reduce turnover. When managers are capable and well-respected, professionals are more likely to stay for the long-term. As a result, turnover-related costs diminish. If you want to know what your leaders can do to improve retention, here are some tips to get you started.