Kathryn Kendall

Up Close and Personnel

Category: Culture (Page 2 of 2)

Culture and Engagement: A Long Term Relationship

In my last blog post in this series I started to explore how culture and engagement drive business objectives. We looked at the definition of ‘culture’ and ‘engagement’, and in turn, why this makes these elements so vitally important to an organisation.

We now need to start to look more closely at the relationship between culture and engagement. In order to do so, I want to share with you a case study. This case study is based around an experience I had very early on in my career, in my first HR role.

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Employee Appreciation: Saying Thank You Costs Nothing


Last Friday, 3 March, was Employee Appreciation Day. The celebration of employee efforts and contribution to industry was started in the US, but is rapidly also being adopted this side of the Atlantic.

While the concept is laudable, for me personally I struggle with the idea that anything as important as appreciating our employees should be restricted to the confines of just one day. I recognise that the theory behind such a day is to ensure employee appreciation is front of mind but, frankly, if we need a day in the calendar to show our employees that we appreciate them, then there is something fundamentally wrong with our working practises.

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Why The Concept Of A Work Life Balance Just Doesn’t Work For Me


I’m going to be upfront from the start, in that I have a huge issue with the phrase “work/life balance”. To me, its connotations are both incorrect and unhelpful. By differentiating “work” and “life”, we have a starting point which suggests that working is mutually exclusive to living, and that every moment we spend at work is a moment which prevents us from getting to all other elements of our life.

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Dressing To Impress: The Dress Code Dilemma

dress codes

One of the things I’ve learnt over the course of my HR career to date is that it’s quite often the smallest things which make the biggest difference to employees. Consult on a change of terms and conditions of employment and the fall out can be minimal. Fail to provide sufficient milk supplies for the week and you face a positive mutiny!

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Delivery Versus Culture: Who’s Eating Who For Breakfast?

delivery stamp

It’s said that culture eats strategy for breakfast… and I personally believe that to be entirely true… but what about delivery? Culture might trump strategy every time… but can the same really be said for delivery?

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How Can I Enforce My Organisational Culture?

Culture and cake

If you’ve read the previous blog post I wrote on culture, you’ll know that a motivating culture is something I think is pretty fundamental when it comes to providing your employees with a great working experience and delivering against business objectives.

The obvious question therefore is, if my organisation doesn’t have the culture I believe is right to achieve this, can I just turn around as an HR professional and enforce it? Can I simply stand up in front of my employees and tell them that from now on, this is the way things are going to be around here?

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Culture – Why Bother?


Culture has become something of a buzzword around the HR industry of today. Dependent on your point of view, it’s either a fluffy distraction dreamt up by HR, or a critical factor when it comes to driving employee engagement and business performance. 

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