Latest news with #employeeExperience
Yahoo
02-07-2025
- Business
- Yahoo
Newsweek and Plant-A Insights Group Recognize ScienceSoft as a 2025 Midsize Workplace Leader
MCKINNEY, Texas, July 02, 2025--(BUSINESS WIRE)--ScienceSoft is honored to be recognized as one of America's Greatest Midsize Workplaces 2025 by Newsweek and Plant-A Insights Group. This distinction places us among the nation's top employers known for exceptional employee experience and organizational culture. To assemble this year's list, Newsweek and Plant-A Insights Group analyzed more than 3.5 million employee reviews, evaluated publicly available data about over 9,000 US companies, and conducted an extensive survey exploring what matters most in the workplace today. The evaluation combined a nationwide employee survey with deep data insights from Aniline, a workplace analytics firm. Over 120 performance indicators were reviewed, covering leadership, integrity, compensation, career development, culture and belonging, and work-life balance. At ScienceSoft, we believe outstanding IT services start with empowered, inspired, and happy people. We build a workplace where growth, purpose, and fairness are foundational, and every team member has the tools and encouragement to succeed. Our 750+ professionals — from software and QA engineers to business analysts and support specialists — thrive in a culture rooted in trust, continuous learning, and strong collaboration. We invest in mentorship, personalized growth plans, workplace flexibility, employee well-being, and cross-functional teamwork to ensure every team member feels supported and valued. ScienceSoft is a global IT consulting and software development company, established in 1989. Headquartered in McKinney, TX, with development centers in the EU and the Gulf Cooperation Council, we completed over 4,000 IT projects across industries — from healthcare and BFSI to retail and manufacturing. Earlier in 2025, ScienceSoft was also named one of the 100 Best Places to Work in Atlanta and Dallas by Built In. Let's Talk Work Culture and Innovation We're always eager to share insights into how ScienceSoft builds high-performing, resilient, and innovative development teams while supporting employee well-being. For interviews or opinion pieces, please follow the link. View source version on Contacts Media contact: Alexa Tsviatkova, Media and Analyst Relations Specialistadtsviatkova@ press@ Sign in to access your portfolio
Forbes
28-06-2025
- Business
- Forbes
Why Your Work Culture Deserves Tender Loving Care
. Pixabay Culture, it's been said, is how employees' hearts and stomachs feel about Monday morning on Sunday night. If you're a leader in your workplace, organizational culture is arguably the only sustainable competitive advantage that's completely within your control. Is that a big deal? As Peter Drucker famously said, 'Culture eats strategy for breakfast.' Organizational psychologist Laura Hamill has invested her career in studying culture. She was director of People Research at Microsoft and co-founded Limeade, an employee experience software company. Dr. Hamill brings both scientific rigor and practical insight to the topic of culture. Her book is The Power of Culture: Bringing Values to Life at Work . Hamill talks about what she calls the concept of cultural betrayal. 'When a company's aspirational culture differs significantly from the reality that people experience, leaders and organizations quickly lose credibility,' she says. 'People are acutely aware when leaders aren't walking the talk, and a sense of cultural betrayal can take root. Employees understandably feel resentful when what they were 'sold' about an organization is not what they receive—and this can have a significant impact on employees, especially in mission-driven companies.' Hamill says the impact of perceived cultural betrayal can run deep, generating negative feelings about the company, withdrawal behaviors (such as not participating in company meetings and events), and increased employee attrition. 'By contrast,' she says, 'when the aspirational culture is clearly articulated and consistent with what employees experience, intentional culture is alive and well. Unfortunately, many organizations tend to stop their culture work after they have posted their values on their website, not realizing that they are only at the beginning of the journey.' Laura Hamill . She also talks about power and culture. 'The value placed on power within an organization influences the extent to which power shapes its culture,' she says. 'Shared power and its distribution among leaders, managers, and employees also play a significant role in reinforcing specific aspects of culture.' Hamill says leaders are crucial in shaping organizational culture, serving as role models and culture architects. 'They must be aware of their power and intentional about their actions and communications,' she says. 'However, leaders often lack awareness of their power and how their actions, even small ones, can be misinterpreted as cues about what's valued in the organization. As 'culture megaphones,' leaders' explicit and implicit messages significantly impact the organization's values and priorities. So, to understand culture, you must also understand power.' Hamill uses the term 'intentional culture' to emphasize the importance of deliberate focus on the mindsets and behaviors that produce desired outcomes. 'Most organizations are not intentional about their culture and don't work to have an explicit connection between what they are trying to achieve and the culture they have,' she says. 'If you aren't intentional about your culture, it's unlikely that it's working to your advantage.' 'Toxic culture' seems to be a popular term these days. Is that just a new term for an old problem, or are there actually more cultures that are problematic? 'I think toxic cultures have always been around, but maybe we have more awareness about them and—thank goodness—less tolerance for them now,' Hamill says. 'Also, I think now we are articulating and sharing the impact toxic culture is having on people and organizations.' What are the tell-tale signs that an organization's culture has become toxic? There are several key indicators to watch for, Hamill says. 'One of the most obvious signs is a high turnover rate, particularly among those who have the ability to find employment elsewhere. They are often the first to leave, seeking better opportunities and a more positive work environment. However, even before employees make the decision to depart, there are early warning signs that can signal a toxic culture. You may notice withdrawal behaviors, such as a decline in participation and engagement. Employees may start to skip company meetings or events, finding reasons to avoid participating. When they do attend, they may be hesitant to speak up, ask questions, or contribute to discussions. This silence can be a red flag, suggesting that employees feel uncomfortable or unheard.' . . Hamill says another concerning indicator is a growing sense of apathy among the workforce. 'When employees lose enthusiasm for their work and seem to be merely going through the motions, it can be a sign that they have become disengaged and disconnected from the company,' she says. 'This apathy can be contagious, spreading throughout the organization and eroding morale. I look for signs in the language like using 'they' instead of 'we' when talking about the company and saying things like 'That's beyond my pay grade' or 'Not on my job description.' While these signs can be disheartening to witness, recognizing them early is crucial for addressing the underlying issues and taking steps to improve the workplace culture.' For maximum positive impact, how should an organization's culture be aligned with its operational strategy? 'Explicitly,' Hamill says. 'Effective leaders recognize the critical link between culture and business strategy. They understand that a strong, positive culture can be a powerful driver of organizational success, while a dysfunctional culture can hinder progress and performance. By aligning cultural work with the overall business strategy, leaders can ensure that the changes they implement support the company's mission, values, and goals.' Hamill says this strategic alignment helps create a culture that not only engages and empowers employees but also contributes to the organization's competitive advantage and long-term success.
Harvard Business Review
23-06-2025
- Business
- Harvard Business Review
Leading Through Continuous Change
The amount and pace of organizational change today is staggering. Gartner research found that in 2022, the average employee experienced 10 change initiatives—up from two in 2016. And this comes against a backdrop of rapid technological development and geopolitical shifts. Change is no longer episodic; it is continuous—and people are tired.
Yahoo
17-06-2025
- Health
- Yahoo
Most US employers plan to shift their benefit strategy in coming years, survey shows
This story was originally published on HR Dive. To receive daily news and insights, subscribe to our free daily HR Dive newsletter. In response to increasing cost pressures, the majority of U.S. employers intend to shift their benefit strategy in the next three years, according to a June 10 report from WTW. Employers said rising medical care costs, in particular, have created greater challenges for delivering their health benefits (44%), well-being programs (44%) and leave benefits (36%). 'After a long period of high benefits inflation and in the face of a possibly weakening economy, employers are taking a step back and looking to focus on what drives real value for employees and the business,' said Jeff Levin-Scherz, population health leader of the health and benefits practice for North America at WTW. 'That means targeting support and spending on the benefits that matter most, enabling personalization and helping employees make better decisions.' In a survey of 696 U.S. employers, 90% cited rising benefit costs as the top issue influencing their benefit strategies in 2025, up from 67% in 2023. They also pointed to concerns around competition for talent (52%), expectations for an enhanced employee experience (43%), cost of living (39%) and rising mental health issues (32%). In response, 63% of employers said they plan to reallocate or rebalance spending in the next three years, compared to only 8% in the previous year. While 73% plan to address high costs by enhancing value or switching to better-value vendors for health, retirement and risk benefits, 44% plan to tackle high-cost medical conditions, and 37% plan to adopt a network of preferred medical providers. In addition, employers said they plan to prioritize mental health, health benefits, financial well-being and family support during the next three years to address employee concerns. Employers also intend to increase their use of communication, navigation tools and employee feedback to enhance the employee experience, the report found. With ongoing increases in healthcare costs, many employers feel compelled to rethink their healthcare benefits in 2025, according to another WTW survey. Companies can evaluate vendor and digital health solutions that expand well-being resources and reduce unnecessary utilization, as well as review their markets to ensure efficient sourcing of private coverage, a WTW leader said. Among healthcare costs, autoimmune diseases have driven major increases due to healthcare utilization, lost work time, turnover and presenteeism, according to a report from WellTheory and the Integrated Benefits Institute. Employers can support workers with autoimmune diseases through flexible work arrangements, ergonomic accommodations, environmental adjustments, job modifications, task reassignments, manager training, co-worker education programs and well-being programs, the report found. Despite increasing healthcare costs, 93% of employers plan to maintain or expand their well-being offerings in 2025, according to a report from Business Group on Health. Most employers said their well-being strategies include mental health, physical health, financial health and social connectedness. Recommended Reading Patagonia parents on why on-site child care matters Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
Yahoo
16-06-2025
- Business
- Yahoo
Banner Bank Earns 2025 ‘Great Place to Work' Certification
WALLA WALLA, Wash., June 16, 2025--(BUSINESS WIRE)--The Banner Bank leadership team is pleased to share the Bank was just certified by Great Place to Work®, a global research firm specializing in workplace culture and employee experience. The coveted worldwide certification is based entirely on what employees report about their workplace experience—specifically, how consistently they experience a high-trust work environment. "Being certified as a Great Place to Work is especially meaningful because it is based on the feedback of our employees who are the foundation of our company," said Mark Grescovich, President and CEO. "This prestigious recognition reflects our commitment to creating and sustaining an exceptional workplace culture." The opinions of Banner employees were gathered through an extensive survey hosted by the research firm earlier this year. The survey results showed 86 percent of employees rank Banner as a great place to work—almost 20 percent higher than the average U.S. company. Great Place to Work Certification™ is the most definitive "employer-of-choice" recognition companies aspire to achieve. Every year more than 21,000 companies across 170 countries apply to get certified. We are incredibly honored to receive this recognition, and we owe it to our amazing employees," said Kayleen Kohler, Chief Human Resources and Diversity Officer. "Their passion, dedication and feedback helped us earn this certification. We appreciate the effort of our leaders at every level who consistently create the right environment for our employees to thrive." According to Great Place to Work research, employees at certified workplaces are 93 percent more likely to look forward to coming to work, are twice as likely to be paid fairly, earn a fair share of the company's profits and receive a promotion. Job seekers are also 4.5 times more likely to find a great boss at a certified workplace. Visit the Best Places to Work website to learn more about Banner Bank's certification. About Banner Bank Banner Bank is a Washington-chartered commercial bank serving consumer and business clients in Washington, Oregon, California and Idaho. With more than $16.2 billion in assets, Banner Bank is part of Banner Corporation (NASDAQ: BANR). Visit Banner Bank at About Great Place to Work® As the global authority on workplace culture, Great Place to Work® brings 30 years of groundbreaking research and data to help every place become a great place to work for all. Their proprietary platform and For All™ Model helps companies evaluate the experience of every employee, with exemplary workplaces becoming Great Place to Work Certified™ or receiving recognition on a coveted Best Workplaces™ List. View source version on Contacts Kelly McPhee, Senior Vice President, Communications, (509) 991-0575 or Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
