Do your people feel adequately rewarded for their contribution? It's a question that keeps many HR managers awake at night. Often, you may not realize that there is a problem with your Total Rewards strategy until it's too late, and disaster strikes.

By now, you may have heard of and feel the impact of what is being termed the “Great Resignation”. Coined by Anthony Klotz, an associate professor of management at Texas A&M University, this term is being used broadly to address the vast wave of employee turnover across the nation.

In normal circumstances, organizational culture tends to be steady and stable. Cultural changes are an evolutionary process, often unfolding over several years, with a change management project structure to guide things along.

“Culture eats strategy for breakfast,” goes the old saying. But in recent years, we’ve seen strategy go out the window as companies scramble to adapt to pandemic-related disruption. What does all this chaos mean for organizational culture?

You can tell when a company has a great culture. There's an unmistakable buzz in the office, as an energized group of people work together to do amazing things. Everybody just clicks.

Up until 2020, business continuity and disaster recovery plans were mostly a matter of “what if?” What if disaster strikes? What if our team can’t come to the office? What if a large part of our team is absent at the same time?