This is a guest post from Mile Živković, a content writer and work-life balance expert at Chanty – a simple and AI-powered Slack alternative. When Mile isn’t busy writing epic posts on productivity, work-life balance and time management for Chanty blog, he’s probably driving somewhere. His hobbies include cars (huge fan of Alfa Romeo), photography and collecting pocket knives. You can catch him on LinkedIn.
What do you do when there’s work to be done, email communication simply doesn’t cut it anymore and tapping your colleagues on the shoulder is not the ideal solution for communicating in the office?
With email becoming clunky and outdated and the need for rapid, instant communication at work, the market for team chat apps is ever-growing.
However, with so many options out there, making the right choice can seem impossible. Pricing, the number of users, integrations, searchable history, these are all elements to consider when making a choice for your team.
To make the process a bit easier, we’ve singled out some of the best team chat apps out there with our honest feedback. These are some of the best workplace chat apps out there and we hope we’ll make it easier on you to make a good choice. Let’s dig in!
We all strive for a better understanding of ourselves and each other, in or out of the workplace. It doesn’t matter what level of the organization you’re at.
Sometimes we want to communicate better, and develop social relations. Sometimes we want to understand how to work better, and more efficiently.
Sometimes, you may simply have an itch to try your hand at something new, whether that means picking up new responsibilities in your current position, or taking on a completely new challenge altogether.
For years, people have been attracted to personality tests. “What kind of person am I?” Presented as a series of weighted questions, you’re given a “type”, and there you have it! You have been enlightened, the long-awaited revelation of your true inner self.
Except, not exactly. The merit of such simplified personality classifications can be (and has been) debated for as long as they’ve been around, but for many people that’s not the point.
It doesn’t matter if the tests are a snapshot of your psyche at any given time, subject to the ever-changing whims and complexities of human existence. It doesn’t matter that you might be an INFJ yesterday, and a ESFJ tomorrow (well, it sort of does, but I’m trying to make a point here).
The point is, these kinds of tests are simply tools of self-analysis and self-reflection, and process improvement. It’s up to you to use these tools to gain insight into yourself and the people around you, and if you take a measured approach and combine it with a keen understanding of the underlying principles behind the popular concept of a “personality test”, you will probably uncover something valuable.
My goal in this article is to try and provide you with a couple of useful tools to better understand yourself and the way in which you work in the form of a dive into the cognitive functions set out by Carl Jung to describe the 16 different personality types that formed the basis of his psychoanalytic and psychiatric practice.
By understanding the theory and definitions behind the hugely popular Myers-Briggs test and Jung’s psychological functions that preceded it, you stand to become more familiar with your own personality and by extension, more tuned-in to why you act the way you do, say the things you say, struggle with some things, and excel at others.
You will also be able to use this insight to more readily navigate the complex social arena that is professional working life. Why do certain people act and react the way they do? How can you better appreciate the differences in and between others, and the unique strengths that each individual brings to the table? Continue Reading
The word “culture” alone is hard enough to define.
So when it comes to “workplace culture”, those trying to pin down its exact meaning have their work cut out for them.
What makes your quest harder is that “workplace culture” has become somewhat of a buzzword in the business world, muddying the waters of its true definition and making it harder to uncover and understand.
In this post, I’m going to explain the specific what’s, why’s, and how’s of workplace culture, on top of discussing why instilling a positive, forward-thinking workplace culture is not only commendable, but critical to success. (Companies with strong workplace cultures have employees who are 12% more productive, in addition to seeing a 20% increase in sales and 21% expansion in overall profitability.)
Read through the following sections to understand workplace culture thoroughly:
Workplace diversity is more than a buzzword. It’s also more than a passing phenomenon.
Whether it’s findings from MIT proving that having an equal gender balance increases revenue, or McKinsey’s discovery that companies in the top quartile for racial and ethnic diversity have a 35% increase in financial returns above the national average, diversity positively affects both a company’s culture and bottom-line.
At Process Street, we recognize the importance of diversity, but we also understand that improving diversity in the workplace isn’t an easy task for HR teams.
However, before deep-diving into the templates, it’s crucial to have a solid understanding of exactly what diversity in the workplace is, and why it’s profoundly important. This will help you get the maximum possible value from our templates.
It is by no means easy for any organization to establish a strong identity.
It takes excellent leadership from the get-go to clearly define values, goals, and objectives that stakeholders can stand by and employees feel motivated to forward with consistent high-quality performance.
This is proving increasingly challenging for businesses as there is no clear solution, no clear method to getting it right.
But it’s time serious measures were taken to do something about it.
According to research by Deloitte, culture and engagement is the most important issue companies face around the world, with 87% of organizations citing culture and engagement as one of their top challenges, and 50% call the problem “very important.”
The importance of company culture has become increasingly important over the last couple of decades, as younger generations demand a work environment that feels nurturing, encourages collaboration, and offers challenges that keep them engaged and present opportunities to make a notable impact in some way.
Saying “employee feedback” conjures images of awkward conversations with managers and meaningless buzzwords during performance reviews, but it doesn’t have to be that way.
Feedback cycles shouldn’t try to force comments out of your team, but instead support them and let them know when and where they can raise any issues they encounter.
Doing this lets you see the flaws in your business and figure out how to take action in order to improve it for everyone involved.
It’s also a great way to get a second opinion on issue that you have lost all context on. Veteran and new employee alike offer vital second opinions and can really help to highlight where your processes are weakest, and that’s not even mentioning other benefits such as helping to make your employees feel valued.