Catherine Mattice's Blog, page 7

Over 50% of Workers Now Value Balance and Belonging Over Climbing the Corporate Ladder

Yesterday, I came across research by Randstad and it really got me thinking about how much the workplace landscape is changing.

This study included insights from 27,000 workers worldwide and what really caught my attention was that nearly half of the respondents—47%, to be exact—expressed a willingness to stick with a job they love, even if there’s no clear path for advancement. And 34% mentioned they have zero interest in stepping into a managerial role.

This trend highlights a new sense of ambition. Instead of the traditional climb up the corporate ladder, many employees now prioritize more work-life balance, flexibility, equity, belonging, and upskilling. 

For employers, this shift presents both a challenge and an opportunity. To attract and retain top talent, it’s crucial to understand and respond to these evolving priorities. 

In fact, over 37% have made it clear they wouldn’t even consider a job offer from a company that isn’t actively working to improve its diversity and equity efforts. Moreover, 21%, rising to 30% among Gen Z, have indicated they would leave their jobs if their concerns were not addressed by their employers.

That’s an eye opener considering most workforces are now composed of Millennials and Gen Z!

Balance and Belonging Over Climbing the Corporate Ladder

But this shift doesn’t mean ambition is dead. 

Rather, it signifies a broader understanding of success—one that encompasses personal fulfillment alongside professional growth.

Have you ever taken the time to sit down with your team and truly listen to their aspirations? It’s a simple yet powerful way to foster engagement and loyalty. 

After all, we all want a thriving business. And that wouldn’t be possible without the most valuable asset: your people.

One way to do it is by conducting a climate assessment or workforce survey. This gives you a snapshot of your culture at a specific point in time, offering insights into your workforce’s perceptions and behavior. 

Based on our work with previous clients, these surveys have been instrumental in uncovering underlying issues and guiding the development of strategic plans to address them.

Embracing a talent-first mindset means acknowledging that each employee has their own motivations and priorities. And by honoring those differences, you create a workplace where everyone can thrive.

Our Gift for You!

Have you checked out our course on Human Resources: Using Metrics to Drive HR Strategy? It’s available for free, so don’t miss out!

This course will help you become a strategic HR partner for the success of your organization. Metrics can help you assess the cost and impact of HR initiatives. The findings can help determine how the business moves forward, and where you need to focus your resources to help employees thrive. 

Also, don’t forget to secure your spot on our webinar on Managing Incivility and Conflict in Political Discussions at Work on June 26th, 10am PST. We’ll tackle the upcoming election,conflict amongst countries, and how to build civility around it. 

Attend live to snag some awesome resources we’ve got lined up, plus earn yourself some SHRM credit while you’re at it!

 

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Your Culture Matters as Much as Your Legal Compliance

Legal compliance serves as the bedrock of any organization. While it lays the foundation, a positive workplace culture breathes life into your organization. A strong, supportive culture fosters employee engagement, boosts morale, and enhances productivity. 

This balance between compliance and culture was at the heart of our discussion on last week’s Catherine’s Corner, where we explored California Laws 2024 and Their Effect on Workplace Culture. 

Catherine was joined by employment lawyer Jenna Leyton-Jones and HR consultant Anita Nygaard, and together they unpacked the significant changes coming our way.

If you missed the live show, don’t worry! You can catch the recording right here:

Here are the new laws in California that are set to make a significant impact:

SB553: Workplace Violence Prevention Plan, effective July 1st, 2024SB428: Workplace Violence Restraining Order Law, effective January 1st, 2025AB933: Expanded Defamation Protection For Claims of Sexual Harassment, Assault, or DiscriminationHere are some key takeaways from the conversation:These new laws underscore California’s dedication to creating safer, harassment-free workplaces.Fostering a positive work environment requires clear organizational values, respectful communication, and a focus on work-life balance. Upstander training empowers employees to address toxic behavior by teaching them how to intervene and support targets. With that said, we made our course, Bystander Training: From Bystander to Upstander, FREE for you! Check it out now! Auditing risk factors that contribute to toxic behavior is essential for organizations to identify and address underlying issues. 

As July 1st approaches, it’s a great time to ensure your organization is up-to-date with these changes, especially if you’re in California. But remember, the principles of workplace safety and positive culture are universal and benefit everyone, no matter where your team is based.

Recognize that culture and compliance efforts are two sides of the same coin, each enhancing the other to drive our organizations forward.

PS: We are delighted to announce that Suzanne Hoffman, PhD, has joined our team as our Workplace Violence Expert! She offers an interactive and practical workplace violence prevention training program designed to help attendees recognize and report concerning and threatening behaviors.

For more information on our training programs, check it out here or get in touch with us! 

PPS: Don’t forget to register for our upcoming webinar! Our expert speakers, Catherine and Bob, will equip you with invaluable strategies to manage conflicts arising from political conversations at work, whether in the upcoming elections or global conflicts.

Reserve your spot today. You definitely won’t want to miss this!

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How We Create Respectful Work Cultures

For the past 15 years, we have been dedicated to transforming toxic workplace cultures and fostering positive environments through executive coaching, corporate training, and large-scale culture change projects.

We’ve serviced over 250 clients and their thousands of employees worldwide!

We understand the daily struggles faced by employees in toxic environments, and our genuine care for their well-being drives our work. We are passionate about reducing the pain that thousands experience each day at work.

And now, drum roll, please… 🥁

🎉 We are so excited to share our renewed Client Page ! 🎉

Take a look and explore how we have partnered with organizations to create respectful and positive work cultures. We have highlighted our work in several industries, including higher education, healthcare, and government.

While we have experience working in every industry imaginable, our approach is always tailored to fit each organization’s specific needs.

Whenever you’re ready, let us help you evaluate your workplace culture and implement actionable steps to create a positive work environment!

Don’t miss our free course, Strategic Human Resources—check it out now!

And secure your spot on our upcoming webinar. We’ll be discussing politics at work and how to create an environment that can tolerate the emotions and outrage that’s sure to come with election night, as well as our current events. Attend live to receive valuable resources and earn your SHRM credit!

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42% of employees would QUIT over political disagreements

Is it appropriate to restrict employees from expressing their political views at work?

On the one hand, you want people to feel free to express themselves. But then, you don’t want those water cooler chats to turn into full-blown political showdowns.

According to a Gartner survey, around four out of five employees admit to having political discussions at work, but almost half of them find themselves getting distracted on the job.

Here are some other interesting findings from Gartner’s Election 2020 Survey:

Around a quarter of employees feel like the election has had a decent impact on how they do their jobs.One in three say they’ve been spending more time catching up on political news while on the clock because of the election chatter.And about a third of those who do talk politics at work find those discussions pretty stressful or frustrating.

Political discussions in the workplace are not uncommon. 

However, when disagreements escalate and create division among employees, it can lead to significant consequences. A study revealed that 42% of employees, may consider seeking alternative employment when faced with such circumstances.

It’s wild how politics can stir things up at work. When it gets to the point where people are ready to hit the road, you know it’s serious. 

What’s causing all this commotion? Well, it’s not just about Democrats versus Republicans or liberals versus conservatives. Rather, it’s the incivility that arises from differing opinions that is causing division within teams.

So, what’s the solution? 

Well, banning political discussions outright isn’t the answer. We live in a democratic society, and everyone has the right to express their opinions. 

However, it’s time to take a step back and remember what we’re here for – to work together as a team, regardless of our background, race, gender, or political beliefs. By prioritizing respect and empathy, to maintain a positive work environment and drive towards success despite differences.

HERE’S THE GOOD NEWS!

We have an upcoming webinar: Managing Incivility and Conflict in Political Discussions at Work. Scheduled for JUNE 26TH, 10AM PST / 1PM EST, this exclusive event is your ticket to smoother sailing in the workplace. Plus, you will gain 1 SHRM PDC!

We recognize how conversations around politics can escalate and want to give you everything you need to perpetuate positive, respectful behavior in your workplace.

Catherine and our newest team member, Bob, will share insights, tips, and real-world examples to help you manage political discussions with confidence. 

Reserve your spot now. Attend live to get bonus resources, SHRM credit, and up-to-date information. Trust us, you won’t want to miss this!

Creating a Positive and Healthy Work Environment

We are making our course on Creating a Positive and Healthy Work Environment FREE for you! And you know the drill—share it with anyone in your network!

About our course:

Toxic workplaces cost organizations money in the form of lost productivity, poor employee health, and, in extreme cases, lawsuits. In this course, Catherine Mattice explains how companies that invest in a positive workplace can see an amazing return on their investment. 

If you have a negative workplace, you can turn it around by creating a vision for change—and a positive culture committee to help you deliver a new culture to your workforce. 

Catherine provides insight into conducting surveys and updating your performance management system, and offers tools such as a sample strategic plan and an exercise for creating core values.

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Why Retaining Top Talent is More Difficult Than Ever

Finding and keeping great employees can be tough for companies all over. With changes in employee expectations, advancements in technology, and shifts in the job market, it’s a real challenge.

In 2019, a whopping 42 million U.S. workers alone said “so long” to their jobs voluntarily. Yep, you read that right – 42 million! It’s a staggering number that highlights the magnitude of the challenge companies face in retaining their best and brightest.

While hiring the right people is essential, keeping them around is equally important. Yet, despite this recognition, retaining talent remains a significant hurdle for many organizations. Why? 

Factors such as low pay and poor management contribute to employee turnover. And that’s not all. A study by MIT Sloan found that employees are over 10 times more likely to leave due to work environment issues than because of compensation. That’s a big eye-opener, isn’t it?

So, why is retaining top talent more difficult than ever?

Many leaders struggle to foster a positive workplace culture. Time constraints and lack of awareness about workplace dynamics hinder their efforts to build strong relationships and address toxic behaviors.

A few years ago, we worked with an organization that manufactures private jets and the Senior HR Business Partner saw high turnover from newer employees due to an ongoing culture of hazing and bullying. 

In partnership with the Senior HR Business Partner, we traveled to all worksites across the U.S to deliver training on what bullying and hazing is, the damage it cause, and how to speak up against it. 

She was able to discuss the policy and consequences if bullying or hazing was reported. Employee turnover decreased immediately. Employees now understood what bullying was and the consequences that would follow if they engaged in it. Thanks to their Senior HR Business Partner for taking action!

Now, what can you do?

Would you want to risk losing your best people and starting over, or would you roll up your sleeves and fix things?

We understand that everyone is busy, but simply checking in with your people can help you gauge how they’re doing at their jobs, what concerns they may have, or what dynamics are at play within your team.

Moreover, conducting a climate assessment is an excellent initial step. It enables us to gain a clear understanding of what’s happening in your organization so that we can collaborate with you to address any issues.

We also offer you one of Catherine’s courses, Handling Workplace Bullying for free. Check it out now!  

It’s crucial for organizations to focus on retaining well-performing employees and tackle potential issues before they escalate into more serious problems. Keep your talents happy within your organization. That means making sure they love their job, enjoy the work environment, and have chances to grow and learn.

Don’t forget to mark your calendars for our upcoming webinar on “Managing Incivility and Conflict in Political Discussions at Work,” set for June 5th at 10 am PST. Save your spot now!

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Can Your Corporate Culture Influence Workplace Violence?

Workplace violence is a serious concern for organizations worldwide. While there are many reasons why it happens, one thing that doesn’t get enough attention is the company culture itself. How people act and treat each other at work can make violence more or less likely to happen.

In 2022, the U.S. Bureau of Labor Statistics reported that there was a worker fatality approximately every 96 minutes due to work-related injuries. This marked a 5.7 percent rise compared to the previous year. 

Also, Gallup discovered that worldwide, about 18% of employees reported facing psychological violence and harassment at work. This includes insults, threats, bullying, or intimidation.

 

California Workplace Violence Prevention

On September 30, 2023, Governor Gavin Newsom approved Senate Bill (SB) No. 553 into law. This law mandates nearly every California employer to establish a detailed workplace violence prevention plan, outlining specific requirements to ensure safety.

The law also requires employers to:

record violent workplace incidents or threats in a violent incident log;provide effective training to all employees; andmaintain records related to the workplace violence prevention plan.

Every employee deserves a safe and secure workplace. California has taken a progressive approach and you can benefit from it.

 

So, how can your corporate culture influence workplace violence?

Corporate culture sets the tone for how employees interact with one another, how conflicts are resolved, and how grievances are addressed. 

We worked with an organization focused on empowering people with disabilities and workplace bullying had become a serious issue. The former CEO’s bullying behavior had spread throughout the organization, creating a negative culture.

The board replaced the CEO with someone committed to restoring the organization’s reputation. The new CEO listened to her managers when they asked for help and prioritized addressing the bullying problem through culture change. She called upon us, and together, we devised a five step plan:

Train the leaders, managers and supervisors in driving culture changeCreate a culture committee made up of people from all levels of the organizationCreate a social vision that would drive the new cultureUpdate the core values so that they resonated with the employeesDevelop a strategic plan around the new values

The CEO knew that culture change couldn’t stop there, so with coaching from us in the background, she worked with her departments to develop action items around these new values. Ultimately, a strategic plan was created so that the organization would stay on track for culture change. 

Without action, this situation could easily escalate into workplace violence. You can find the full case study here.

 

Factors Contributing to Workplace Violence

Aside from workplace bullying and harassment, here are some of the common factors:

Stress and job dissatisfactionPoor communication and conflict resolution among teamsLack of policies and training

It’s essential for organizations to recognize the signs of a toxic culture and take proactive steps to address underlying issues before they escalate into violence. 

This may involve implementing training programs to promote conflict resolution skills, fostering a culture of open communication, and mutual respect.

Creating a positive corporate culture that prioritizes the well-being and safety of employees is not only ethically responsible but also makes good business sense.

PS: We’re hosting a webinar on Managing Incivility and Conflict in Political Discussions at Work on June 5th, 10am PST. Grab your spot here!

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How to Utilize Culture Surveys for Cultural Change

Surveys are a wonderful resource for measuring the success of culture change. Many clients approach us with the awareness of a cultural problem…but an inability to identify the cause. And that’s where we step in, often using survey scores as an identifier. 

Let’s take “Client A” for example. Client A knew their culture needed adjusting, but didn’t know where the issue stemmed from. We sent out a survey, gathered responses, and *drum roll* survey says…employee engagement was at the core of the problem!

But you may ask – once the issue is identified, how do we change it? The strategic plan we developed for this organization involved developing short-term goals that would increase employee engagement within 6 months. 

 

Utilizing Culture Surveys

Here are some of the objectives set, along with examples of how they were accomplished:

1 – Improve Internal Communication

We established a protocol for how supervisors would receive information from upper management, and then share that information across departments

2 – Reduce Burnout through Workload Distribution

We conducted a time study (requiring employees to fill out worklogs for one week) in order to determine productivity levels and workload balance

3 – Offer More Opportunities for Professional Development

A career mapping program was developed, which helped measure what percentage of employees were being promoted, and where opportunities could be created

4 – Establish Rewards & Recognition Program

Monthly 1:1’s were implemented, in order to facilitate transparency, positive feedback, and opportunities for improvement; this also allowed for an increase in employee recognition

5 – Help Employees Find Purpose Beyond Work

Opportunities were found for staff to volunteer in the community once a quarter, based on causes they expressed a personal connection with

6 – Provide Ways for Employees to Understand Other Functions Beyond their Own

We developed a program for employees to swap departments once per quarter, in order to learn more and create relationships across the organization

Our climate surveys are the key to determining what changes need to be implemented for each organization. While the above worked for “Client A,” every organization is unique, and the assessments allow us to create an effective strategic plan for each individual situation.

If you’re interested in conducting a survey to understand the climate of your organization, reach out to us today! We’d love to partner with you!

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Microaggressions Can Become Part of an Organization’s Culture. Here’s Why

We’re talking a lot about making sure everyone feels included and respected in the workplace. But sometimes, it’s not the big, obvious stuff that makes people feel excluded and disrespected – it’s the little things.

We have likely all experienced situations where someone’s words or actions felt unkind or disrespectful towards our identity. These subtle actions are referred to as “microaggression”. 

They can target various aspects of who we are, including race, gender, sexuality, parental status, socioeconomic background, mental health, or any other defining feature of our identity. While some microaggressions are intentional, many of these comments are unintentionally harmful.

A survey discovered that 26 percent of 4,274 adults claimed to have “definitely” encountered a microaggression at their workplace, while another 22 percent were unsure if they had. Additionally, 36 percent of respondents admitted to witnessing microaggressions in their workplace.

So, why do microaggressions persist and become part of organizational cultures?Normalization

When microaggressions happen a lot, it starts to seem normal. Over time, repeated instances of microaggressions can solidify their presence within the organizational culture, reinforcing the notion that they are acceptable forms of communication. It can become deeply ingrained in the fabric of everyday interactions if it’s not addressed.

Unconscious Bias

Sometimes, individuals may not even be aware that their words or actions are hurtful. Microaggressions often stem from unconscious biases and communication patterns, which can be exacerbated by toxic behaviors. Our coaching approach tackles these intertwined challenges by helping individuals develop self-awareness and emotional intelligence.

Power Differences

Microaggressions often happen when there’s a difference in power between people. For example, someone with more authority or privilege might say or do something hurtful without even realizing it. 

This can make it hard for the person being hurt to speak up because they might be afraid of what will happen if they do. This fear can keep them silent, allowing the hurtful behavior to continue.

Lack of Awareness

This is a common issue with microaggressions. Many people don’t realize why these actions are harmful because they haven’t been taught about them. Without proper training, these behaviors can persist. 

Training programs focusing on diversity, equity, inclusion, self-awareness, or intercultural communication can help people understand why it’s important to consider how their words and actions impact others.

Resistance to Change

Companies can be resistant to changing the way things are done, especially when it involves challenging deeply ingrained attitudes and behaviors. Addressing microaggressions means changing how people interact and think about each other, which can be hard. 

Some people might resist this change because they’re used to the way things are. But creating a more inclusive environment means being committed to making these changes, even if it’s difficult. We are making our course on Handling Workplace Bullying FREE! Don’t miss out on this opportunity to access valuable resources and empower yourself to make a positive change.

 

In a Nutshell,

It’s clear that microaggressions can really shape how things work in an organization. They sneak in slowly and can make people feel pretty lousy.

But if everyone makes an effort to understand and address them, treat everyone fairly, and leaders hold themselves and everyone accountable, you can put a stop to them. Always strive to create a workplace where everyone feels respected and valued, for a better place everyone to work together.

Don’t let microaggressions hinder your organization’s progress. Take action today! You may visit our FAQ page and contact us if you have more questions.

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5 Unfair and Discriminatory Hiring Practices That Go Unnoticed

Businesses that prioritize diversity in their workforce significantly increase the likelihood of fostering creative and innovative thinking among their employees by 150%. Also, companies with a lot of different ethnicities and races in their management team are 35% more likely to do better than average in their industry. 

For a long time, people have understood that teams with diverse backgrounds work better together. How can you make sure your workplace is diverse? One way to do this is to eliminate discrimination. 

 

So, what is hiring discrimination?

Hiring discrimination occurs when unfair hiring choices are made based on factors like a person’s color, religion, sexual orientation, place of origin, age, or genetics. Disability discrimination and racial bias are also forms of discriminatory practices in hiring.

Title VII of the Civil Rights Act of 1964 provides that it’s unlawful to:

(1) Refusing to hire or firing someone, or treating them unfairly in terms of pay, conditions, or benefits because of their race, color, religion, sex, or national origin is prohibited.

(2) Segregating or categorizing employees or job applicants in a way that denies them employment opportunities or negatively impacts their status as an employee based on their race, color, religion, sex, or national origin is also not allowed.

 

Unfair and Discriminatory Hiring Practices That Go Unnoticed

When it comes to hiring new employees, ensuring fairness should be at the forefront of every employer’s mind. Unfortunately, some unfair practices can slip under the radar, creating unnecessary hurdles for certain groups of people. Let’s take a closer look at five of these hidden biases that can affect hiring decisions:

 

1. Discrimination Based on Sexual Orientation or Gender Identity

Going into a job interview excited about the opportunity but only to face biased questions or even harassment because of who you love or how you identify is a reality for many individuals. And let’s not forget about gender discrimination, where women still face unequal treatment and lower pay compared to men, despite their qualifications.

 

2. Unconscious Bias in Resume Screening

Recruiters may unknowingly exhibit bias when reviewing resumes. Research shows that names, alma maters, or extracurricular activities can trigger implicit biases, favoring certain demographics over others. This can result in qualified candidates being overlooked based on non-essential factors.

 

3. Nepotism

It’s disheartening when you realize that a job might not go to the most qualified person but rather to someone with a personal connection. Nepotism shuts out talented individuals who could bring fresh perspectives and skills to the table, all because they don’t have the right connections.

 

4. Racial Discrimination

According to HBR, underrepresented individuals who whiten job resumes get more interviews. Despite the progress we’ve made, racial discrimination still lingers in hiring practices. People of color often find themselves facing unfair treatment during interviews, encountering biased decisions and facing systemic barriers that limit their opportunities.

 

5. Salary History Inquiries

While asking about previous salaries in a job interview may seem harmless, it actually perpetuates wage disparities, especially for underrepresented groups. This practice can lock individuals into lower salary brackets, regardless of their qualifications or the value they bring to the role, further widening the wage gap and hindering efforts to achieve pay equity. 

 

Of course, these are not all. Factors like age, disability, exclusive job ads, and more can also influence hiring decisions unfairly. It’s essential to shed light on these issues. Employers need to actively acknowledge and address these biases to ensure that every candidate has a fair shot at employment. 

Addressing these hidden biases requires a proactive approach from companies. Implementing structured hiring processes, providing bias awareness training to recruiters and interviewers, and diversifying hiring panels are crucial steps toward fostering equitable and inclusive workplaces.

We specialize in creating custom training programs tailored to your company’s needs from your leadership team to your entire workforce. Our training includes scenarios relevant to your workforce and incorporates your organization’s vision, mission, and core values to strengthen your company’s culture. 

Also, we are offering our Practicing Fairness as a Manager course for FREE! 

PS.

Join Catherine tomorrow for an engaging 30-minute LinkedIn Live Show all about “Inclusivity Throughout the Employee Life-Cycle!” Don’t miss out on this SHRM-credited webinar packed with valuable insights! Secure your spot now. We’re bringing you these insightful sessions monthly—so follow Catherine on LinkedIn for all the latest updates! (But we’ll still keep you posted here too!) See you there! 

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How the Lack of Training Affects your Organization

The workforce is the heart of any thriving company. However, without proper training, employees may find themselves ill-equipped to meet the demands of their roles effectively. 

Millennials think learning and growing are important reasons for joining a new company. Additionally, individuals from Generation X and subsequent generations require chances to enhance their skills and adapt to changes in technology and market trends. 

Investing in employee training and development is key for long-term business success. Employee development programs aren’t just for top executives anymore; they’re essential for both your organization’s prosperity and the well-being of your employees.

In California, effective on January 1, 2024, SB 699 will bring important changes regarding non compete agreements. This bill aims to make these agreements less strict, supporting employees’ ability to switch jobs and ensuring fair competition.

 

How the Lack of Training Affects your Organization

The significance of effective training cannot be overstated. Yet, when training efforts fall short or miss the mark, the consequences resonate throughout the organization, manifesting in various detrimental outcomes.

 

Decreased Productivity

Training serves as the foundation for equipping employees with the skills and knowledge necessary to perform their roles efficiently. Whether it’s due to confusion about procedures, uncertainty regarding tools or systems, or simply a lack of proficiency, the result is often a slowdown in workflow and compromised output levels across the organization. Plus, without training on behavior, things can get even worse. 

 

Higher Turnover Rates

Employees seek opportunities for growth and development within their roles. When training programs fail to adequately prepare them or provide avenues for advancement, employees may feel stagnant or undervalued. 

LinkedIn’s 2019 Workforce Learning Report, reveals that 94% of employees are likely to stay longer with a company that supports their career growth. High turnover not only disrupts team cohesion and productivity but also incurs significant costs associated with recruitment, onboarding, and lost institutional knowledge. 

 

Toxic Work Environment

Training is crucial for educating employees on what constitutes harassment, discrimination, and bullying, as well as how to prevent and address such behaviors, as well as interpersonal behaviors. Without this training, inappropriate conduct may go unchecked, creating a hostile work environment. It deprives employees of the essential skills and knowledge needed to foster a positive and supportive work environment, ultimately resulting in toxicity.

 

Our Training Programs

Our training programs aim to enhance employee learning in important areas like respect, communication, and supporting others, among others. It’s also important to note that culture healing is not derived from just training itself.

Make sure to consider how the organization will reinforce the learning that training provides and support the behavior changes being asked of employees in the training.

Our experience working with organizations of all sizes, from international corporations with thousands of employees to small consulting firms, has shown that embracing training as a central part of company culture is what brings about positive change and creates a desirable work environment. 

We work closely with you to create, develop, and execute programs that are tailored to your company’s unique needs and challenges. 

Discover our training programs and  equip your team with the skills to foster an environment where everyone feels respected and empowered. Plus, we are making our Driving Workplace Happiness course FREE! You may share it with anyone who might be interested in learning more.

Do not hesitate to contact us if you have any questions!

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