Top 10 Best HR Podcasts For People Leaders

People leaders are busy. Between maintaining the engagement and productivity of an entire organization and keeping up with ever changing work trends and industry standards, there’s not a whole lot of time for your own learning and development. As it is, LinkedIn’s 2022 Workplace Learning Report found learning and development (L&D) professionals spend 35% less time learning than their other HR counterparts.

Yet continuous learning is key to not only best serving and nurturing your workforce, but in growing your skills and honing your craft. While taking continuing education courses and reading HR books are great ways to deepen your knowledge, podcasts are a great way to get your learning in on the go. Whether during your commute, lunch break, or even while completing routine tasks, HR pros can tune in to these podcasts and gain thought-provoking insights. 

Here we have a comprehensive list of the best HR podcasts to keep People Leaders updated with industry trends, emerging technologies, and innovative strategies. These podcasts cover many topics, including talent management, employee engagement, leadership development, diversity and inclusion, and more. 

1. Transform Your Workplace with Brandon Laws

best HR podcast

Transform Your Workplace comes in at number 1 on our list of best hr podcasts because it is your ultimate resource for creating a thriving and dynamic work environment. Whether you aspire to revolutionize your organization’s culture or seek inspiration from leading HR professionals and industry experts, this podcast is made for you.

Each week, you can listen to episodes that are around 30 minutes long, covering a wide range of topics. From tips on developing impactful leadership skills to the latest trends in the workplace, Laws has you covered. With guests ranging from visionary CEOs of top companies to performance psychologists and renowned authors, Transform Your Workplace offers well-rounded expert insights for every type of listener.

Recommended Episode: Feedback Reimagined with Jen Ostrich on Apple Podcasts

2. The HR Happy Hour Network with Steve and Trish

best HR podcasts

Running since 2009, The HR Happy Hour Network delves into common HR challenges and explores the exciting world of innovative technology within the field. As one of the best HR podcasts out there, listeners can expect a wide range of topics, from navigating the intricacies of working with the Gen Z and Gen Alpha to harnessing the full potential of AI tools for HR. The discussions are thought-provoking and provide valuable insights for anyone open to different viewpoints and eager to stay ahead in the HR landscape.

Recommended Episode: Harnessing AI for Talent Planning and Dynamic Transformation on Apple Podcasts

3. Whine with HR with Juls and Trish

best HR podcasts

Whine with HR is a fun podcast that approaches the HR sector in a different way than most, making it stand out on this round up of best HR podcasts. Instead of complaining as the title would suggest, the hosts laugh about the craziness they’ve experienced in their 15+ years of working in HR. Juls and Trish share valuable solutions and tips while tackling specific challenges with a touch of humor. You can expect to hear common issues like managers struggling to manage their teams, with practical hacks to help. If you want to learn valuable HR tips and have a good laugh, we recommend checking out this podcast.

Recommended Episode: Managers (Not) Gonna Manage on Apple Podcasts

4. The HR Uprising Podcast with Lucinda Carney

best HR podcasts

The HR Uprising Podcast dives into the latest HR trends and challenges through insightful conversions with real-life HR, operational development, and L&D professionals. The podcast offers a variety of episodes, including in-depth “in focus” segments exploring specific topics and captivating “conversations with” episodes featuring expert interviews. 

We love how this podcast covers different areas, including how to effectively motivate employees, building a collaborative culture, closing the influence gap, and more. Overall, it is a valuable resource, providing both informative and enjoyable content for listeners and making it one of the best HR podcasts out there. 

Recommended Episode: Building a Collaborative Culture – with Deb Mashek on Apple Podcasts

5. DriveThruHR with Mike VanderVort

best HR podcasts

DriveThruHR is a podcast that offers actionable insights on all the hottest HR topics, such as HR tech, talent management, and leadership practices. DriveThruHR is on the list of best HR podcasts because it’s episodes are thoughtfully designed to deliver a jam-packed 30-minute experience for listeners. It caters to HR technology beginners through its informative “Intro to HR Tech” series, providing valuable assistance and guidance.

In addition to its educational content, DriveThruHR keeps its audience updated with Workhuman Live, the exclusive HR event that addresses the most crucial workplace issues. Moreover, listeners can expect captivating episodes where the inner workings of HR and talent acquisition are revealed through compelling real-life tales.

Recommended Episode: Real Life Tales: 3 HR (Industry) Jobs…and the Candidate’s Experiences on Apple Podcasts

6. Digital HR Leaders with David Green

best HR podcasts

Digital HR Leaders is a captivating podcast that engages in thought-provoking discussions with senior HR leaders specialized in data and analytics. This podcast addresses a top priority of HR professionals, which is to enhance their digital capabilities. 

Digital HR Leaders secures its spot on our best HR podcasts list due to the valuable insights into the remarkable outcomes achieved by organizations that base their decisions on data instead of guesswork. We strongly suggest listening to this podcast, as the guests include some of the brightest minds working in top corporations. Some topics of conversation include turning data into actionable insights, building collaborative work relationships, and top HR trends in 2023. 

Recommended Episode: How Johnson & Johnson are Scaling Their Skills-Based Approach to Talent (an Interview with Christina Norris-Watts, Ph.D & Doug Shagam) on Apple Podcasts

7. Honest HR with Callie Zipple

best HR podcasts

Honest HR is a podcast that offers a refreshing perspective by sharing relatable stories that challenge conventional approaches. Its remarkable lineup of experts sharing real-life experiences sets itself apart from the other best HR podcasts.

For instance, when addressing the crucial subject of employee mental health and well-being within organizations, the episode featured the Chief Director of Employee Health and Well-being from Johns Hopkins Medicine. This episode, among many others, allows you to gain valuable insights from leading professionals in specific areas of expertise. 

Recommended Episode: Honest HR – Rich Safeer on Employee Mental Health and Wellness as a Team Sport  on Apple Podcasts

8. Rebel Human Resources Podcast by Kyle Roed

best HR podcasts

Kyle Roed, also known as The HR Guy, delivers a weekly dose of expert insights and practical advice that you can immediately put into action on his Rebel Human Resources Podcast. Many of Roed’s guests are renowned authors in the field of People Management, bringing real life insights into their timely topics. 

While listening to the podcast, you’ll discover fascinating perspectives on empowering employees financially, nurturing impressive resumes, and leveraging AI for talent acquisition. You can expect a wealth of valuable information from top-notch professionals in the industry. 

Recommended Episode: RHR 153: The Future Workplace Experience with Kevin Mulcahy on Apple Podcasts

9. HR Party of One by Sarah Hecht

best HR podcasts

The HR Party of One podcast is a comprehensive guide for small businesses and startups to tackle their HR challenges. This niche approach helps listeners deep dive into relevant topics of the field, adding to its value as one of the best HR podcasts.

From technical hurdles to strategic communication with employees, HR Party of One covers everything young HR teams are pondering. You’ll find in-depth discussions, expert advice, and actionable strategies to navigate these areas successfully.

What sets this podcast apart is its dedication to consistently delivering new content. With over 171 episodes already available, and new episodes being released weekly, you can stay updated with the latest trends, challenges, and solutions in the HR industry.

Recommended Episode: How To Coach and Manage Your Most Difficult Managers on Spotify

10. Bringing the Human Back to Human Resources with Traci Chernoff

best HR podcasts

Finishing off our best HR podcasts is Bringing the Human Back to Human Resources. With each episode ranging from 20 minutes to an hour, Chernoff offers valuable insights, expert interviews, and timely discussions for HR pros of all skill levels.

We particularly enjoyed the recent episode where Traci explores how HR leaders can contribute to the increasing number of women in the workforce. The podcast also delves into controversial subjects, such as the impact of AI on HR jobs while also covering common questions on the mind of People leaders such as the best moments for HR to step in during workplace conflict.

Chernoff goes beyond providing generic advice, delivering actionable recommendations, and motivating HR leaders to take actionable steps in their careers.

Recommended Episode: The Importance of Mentorship to Organizations and DE+I (feat. Yalonda Brown) on Google Podcasts

Expanding Your HR Expertise

We love HR podcasts for their accessibility, as you can listen to them at any time that suits your schedule and preferences. Tune in to any of these 10 best HR podcasts for practical tips, thought-provoking discussions, and solutions to your queries. Whether you’re on your regular commute to work, taking short breaks throughout the day, or winding down before bed, these podcasts offer a convenient way to stay connected and updated with what’s happening in the world of HR.

Looking for more resources to deepen your HR skills? Check out Omni’s free templates and guides for expert resources.

How Company Values Shape Your Corporate Culture

An ideal corporate culture —  the collection of values, beliefs, ethics and attitudes that characterize an organization and guide its practices — is a fairly universal vision. Imagine an organization where every employee is engaged and motivated by a shared sense of purpose, where collaboration and innovation thrive, and where individuals feel a deep sense of belonging. 

This idyllic company culture doesn’t materialize by chance — it’s carefully nurtured through the creation and implementation of your company values. Your values serve as the bedrock upon which your corporate culture is built, influencing attitudes, behaviors, and the overall experience of working within your organization.

It goes without saying that a great work culture helps with job satisfaction and employee retention. But the long term impacts on company goals cannot be overstated — a great culture boosts retention and productivity, greatly contributing to your bottom line.

Here, we’ll explore the transformative impact of company values on your corporate culture while examining the core reasons why company values hold such significance, and discover how they shape the way your organization operates and thrives in today’s dynamic business landscape.

Why Company Values Are Important

company values

As companies are increasingly expected to operate with distinction in order to attract top talent, establishing appealing company values have become more important. 

Company values — the beliefs, philosophies, and principles that drive your business — serve as a moral compass, guiding your organization’s actions and decisions. Clear and effectively communicated values attract individuals who align with your principles, helping to maintain a harmonious and engaged workforce. 

Additionally, company values guide decision-making, ensuring that choices made align with the organization’s mission and long-term goals. When your employees consistently make decisions based on shared values, it helps create a cohesive and purpose-driven culture.

Attract and retain top talent

As any recruiter will tell you, finding and keeping talented individuals is easier said than done. But having well-defined company values can be a game-changer. 

When your values resonate with potential candidates, they’re more likely to be engaged, motivated, and committed to their work. This alignment leads to higher job satisfaction, lower turnover rates, and a solid sense of loyalty among employees.

Create a positive work environment

Feeling valued and respected in your job is non-negotiable for an engaged workforce. That’s where company values really shine, and help companies stand out from their competitors. 

When your organization embraces clear values, it fosters a fantastic company culture. Employees who share those values feel a sense of belonging, which in turn boosts morale, productivity, and overall job satisfaction.

Guide decision-making and behavior

Let’s face it — making difficult decisions is a reality in most workplaces, from tackling tough conversations to addressing occasional employee poor performance, it can be challenging to navigate. Having clear set company values to guide decision making and help you understand how to approach these instances takes a level of stress and ambiguity out of the process.

By aligning actions with your organization’s values, employees can make choices that help facilitate your company’s mission and long-term goals. Clear values also help maintain ethical standards and provide a framework for consistent behavior throughout your organization.

Developing Your Company Core Values

company values

Developing meaningful company core values involves collaboration and engagement from employees at all levels. By involving your team in this process, you can tap into their diverse perspectives, developing a sense of ownership and commitment to the values that will define your organization. 

You’ll want to keep in mind the importance of aligning your company core values with your mission and vision, as well as the unique characteristics that set your organization apart. 

Involve your employees

The development of core values shouldn’t happen in a vacuum, and it shouldn’t be a solo mission either. Given the impact they’ll have on every single person who works within your organization, it’s important they’re developed as a team.

To do so, give employees the opportunity to reflect on their own personal values, as well as what they believe the organization should prioritize. Prompt this brainstorm prior to holding a meeting where everyone has the opportunity to contribute.

Employee input and perspectives are invaluable, and by engaging them in the creative process, you’ll strengthen motivation and create a sense of ownership and buy-in.

Align with your business mission and vision

While a company’s mission and vision provide the overarching direction and purpose, its core values serve as the guiding principles that shape the organization’s culture and behavior. 

When identifying your company values, be sure they are in sync with your organization’s mission and vision. They should reflect the core beliefs and principles that guide your business towards success.

Make them memorable and meaningful

Core values are incredibly important, but they don’t need to be super complex. Company values should be simple, yet impactful. Craft values that are easy to remember and resonate with your employees. They should serve as guiding principles in their day-to-day work.

Communicating and Promoting Your Company Core Values

Once you have defined your core values, effective communication and promotion is key to embedding them in your organization. Actively integrate and reinforce core values by consistent promotion, to create a culture that embraces and embodies those values, ultimately driving employee engagement, organizational alignment, and overall success.


During the recruitment process, clearly communicate your values through addressing them in your job posting or linking to them on your website. Making your values visible at this stage helps attract prospective employees that are a good culture fit for your organization.


When onboarding, incorporate your values into the onboarding process to introduce new employees to the culture. This can be done in a variety of ways, from how you approach new hire welcome kits, to the communication and welcome messages employees receive in their first days of employment. Onboarding is a critical time to cement your values and set the tone for your employee’s experience.

Performance reviews

Performance reviews are the perfect touch point to reiterate company values. Some ways to weave your values into your performance review process are:

  • Ask performance review questions that reflect your values
  • Tie your feedback to company values
  • Incorporate your values into your recognition program


Employee benefits can be an easy and pointed way to demonstrate your company values to your employees. For example, if one of your core values is to always learn and adapt, offering a learning and development (L&D) stipend for your employees demonstrates your organization’s commitment to this value. 


Lastly, leadership should embody and promote your values, which is to say, you must live your values from the top. If you have a company value of work/life balance, leadership must lead by example. Some ways to do so include:

  • Using paid vacation time
  • Refraining from sending emails or Slack messages outside of business hours
  • Encouraging flexible work environments

Internal communication

Regularly communicate your values through internal channels such as company newsletters, intranets, or team meetings. Reinforce the importance of those values and share success stories that align with them.

Training and development

Incorporate your values into employee training and development programs. Provide learning opportunities that reinforce your values and help employees understand how to embody them in their work.

Incorporate values in company events

Integrate your values into company events, team-building activities, and social gatherings. This creates opportunities for employees to experience and live out your values in a fun and engaging way.

Company and employer branding

Promote your values externally through your branding and marketing efforts. Showcasing your values to the public helps attract like-minded customers and partners who resonate with your organization’s culture.

Amplify Your Company Values with Omni

company values

Company values are the foundation of a strong and vibrant corporate culture. They attract top talent, create a positive work environment, and guide decision-making and behavior. By following the steps to develop and communicate your values, and consistently promoting them throughout your organization, you can build a culture that reflects your core beliefs and drives success.

But you don’t have to do it alone — Omni has the tools you need to take full advantage of your core values. Our onboarding kit for company culture has everything you need to implement and communicate your core values that define your organization’s success. 

Omni’s comprehensive, automated onboarding capabilities empower organizations to create a seamless and impactful onboarding experience that sets the foundation for a thriving company culture. From customizable communication templates to efficient information and document collection, Omni helps streamline your onboarding workflows to create a consistent and engaging process that sets your employees up for success.

Our performance management module easily tracks and analyzes key employee data to provide actionable insights that help you refine your employer brand and promote your company mission and values. 

Embrace the power of automation while leading with your values to propel your organization forward, creating an environment where employees are engaged, motivated, and united towards a shared purpose.

To learn more about Omni, book a demo with our team.

How OKRs Can Revolutionize Your Workplace Culture

Workplace culture has become a buzzword in recent years, and for good reason.

The data makes it clear — companies with strong cultures have lower turnover rates, higher productivity, and increased profitability. A positive work environment will lead to happier employees who are more engaged and motivated to do their best work.

But what exactly makes up a strong workplace culture? At its core, a strong culture is defined by employees who feel connected to the work they do and the organization they work for.

There’s many routes you can take to achieve this sense of connection. Some classic approaches include clear communication, strong leadership, and a sense of purpose. But as workplace culture evolves, new techniques and strategies are arising to enhance this culture. Nowadays, leadership teams are turning to goal setting to engage their employees and foster a sense of connection between role responsibilities and greater purpose.

Objectives and Key Results (OKRs), are a goal-setting framework touted by some of the biggest companies (notably in tech), including Google. OKRs are a simple and effective way to get an entire organization on the same page, and work towards achieving a common set of objectives.

Here, we’ll take a look at what OKRs are, how they compare to other goal-setting frameworks, the potential benefits OKRs could offer your company culture, and how to implement them.

What are OKRs and How Do They Compare to Other Goal-setting Methods?

As we mentioned above, OKRs are a framework for setting and tracking goals. But OKRs are specifically designed to focus efforts, and generate collective goal achievements so organizations can effectively advance to their most important objectives. There are two parts to the OKR structure: Objectives and Key Results.

OKRs explained

Objectives are specific and measurable goals that are set by an individual or team. When we say measurable, it has to be something that can be tracked, iterated and improved on — something not always easy to establish. These objectives are meant to be ambitious and should ladder up to the overall goals of the organization.

Key Results are the measurable outcomes that need to be achieved to accomplish your objectives. Like the objectives, key results should be specific, measurable, and achievable. Achievable being key here — ambition is welcome in the OKR framework, but shouldn’t prevent establishing realistic objectives and key results.

The fundamentals of OKRs might sound pretty basic, but they differ from other goal-setting methods in several ways.

OKRs vs. KPIs


Key Performance Indicators (KPIs), are metrics that track the performance of a business or a specific process. While KPIs are useful for monitoring progress, they don’t always help entire organizations set goals or define their strategy. Instead, KPIs tend to focus on very specific metrics and targets within a particular area (be it a team or an individual contributor), and can’t capture the full breadth of goals and strategic alignment required for your entire organization.

Contrast that with OKRs, which are designed to help organizations set clear and measurable goals that are aligned with their overall strategy. KPIs don’t have the “big picture” impact OKRs offer.

OKRs vs. SMART goals


SMART goals are another popular goal-setting framework. The acronym stands for Specific, Measurable, Achievable, Relevant, and Time-bound.

We’ve written about SMART goals before, and it’s clear they’re useful for setting specific and achievable goals, but don’t necessarily help organizations align their goals with their overall strategy (this is a recurring theme among other goal-setting frameworks). Similar to KPIs, SMART goals lack the comprehensive alignment and strategic focus of OKRs. SMART goals focus on individual or departmental objectives, lacking the cascading and alignment across teams and the whole organization.

Benefits of OKRs on Company Culture


If your organization decides to leverage OKR goal setting, you stand to realize a significant positive impact on your company culture. Let’s take a look at some examples of the benefits of using OKRs.

Increased engagement

When employees understand their role in achieving your organization’s objectives, they become more engaged and motivated to contribute. It snaps employees out of the “assembly line worker” mindset, where they’re only focused on the minutiae of their daily tasks, and provides a sense of the greater goal of the company, and how their work contributes to achieving that goal.

OKRs also provide a clear roadmap for employees to follow, which helps them stay focused on the most important tasks without distraction.

Increased alignment

OKRs help organizations align their goals and objectives across different departments and teams. When everyone is working towards a shared objective, there’s much less confusion and conflict, which leads to a more cohesive and productive work environment.

Another benefit of this approach is improved camaraderie across departments, something that also has a major impact on employee morale and the perception of your company culture.

Increased transparency

Having a clear view of the work you’re doing and the results you’re aiming for means you can make decisions that accurately advance towards your organization’s goals.

OKRs offer this transparency, and when everyone is aware of the organization’s priorities, it becomes easier to make decisions that are aligned with the overall strategy holistically, not simply at the individual level.

Increased accountability

OKRs create a sense of accountability among employees. When everyone is working towards a common set of objectives, there’s a greater sense of responsibility and ownership over their work.

This facilitates a culture of “self management” — employees will proactively work towards the most important goals without the need for managerial intervention. Less micromanagement boosts employee morale and frees up leadership’s valuable time.

Continuous improvement

One of the most unique parts of OKRs is that they’re specifically designed to be dynamic and flexible. This means that they can be updated and adjusted as your organization’s priorities change, which allows for continuous improvement and ensures that everyone is always working towards the objectives which offer the best outcome for your organization.

How to Implement OKRs to Transform Your Company Culture

Implementing OKRs can lead to significant improvements in company culture and performance, which is why so many major companies have adopted the framework. Follow these steps to introduce OKRs to your management strategy.

Define your organization’s objectives

The first step in implementing OKRs is to define your organization’s objectives. These objectives need to be clear, measurable, and aligned with a broad, holistic strategy and vision. Once you’ve defined your overarching objectives, you can begin to break them down into individual team or department goals. Sharing in this clear vision makes every team member feel the satisfaction of working towards a common goal — a huge boon to your culture.

Set team or department objectives

To realize this cultural growth, you also need to get tactical at a smaller scale. Goals at the team and individual level are approached the same way they are at higher levels, just with a more laser-focused approach, tailored to the team or person setting out to achieve them.

Like all parts of the OKR strategy, these objectives should be aligned with the organization’s overall objectives and should be specific, measurable, and achievable.

Define key results

For each team or department objective, define the key results that need to be achieved to accomplish the objective. Remember — specificity is incredibly important here. Any vaguery can lead to confusion and cause teams to work in the wrong direction, which can derail goals across the company. By facilitating focus, you’ll give your employees a better chance at achieving their goals, and the positive feelings that come with it.

Assign ownership

OKRs rely on defined owners for objectives. Assign ownership of each objective and key result to a specific individual or team, so that they can take clear responsibility for driving results.

This ensures that everyone knows who is responsible for achieving each objective and key result, and if pivots are required it can be dealt with at a granular level.

Review and adjust

As we mentioned above, OKRs aren’t set in stone — and that’s on purpose. This flexibility encourages regular reviews and adjustments as needed. Regular reviews ensure that your organization is staying on track and all teams are making progress towards its main objectives.

Aligning OKRs to Your Business Strategy

One of the keys to successfully implementing OKRs is to ensure that they are aligned with your business strategy. This comes down to a matter of prioritization — consider what the most important, time sensitive and impactful goals are for your company, and prioritize defining your OKRs around those objectives first.

When aligning your OKRs to your business strategy, consider the following:

Define your long-term vision

Your long-term vision should be the guiding force behind your OKRs, the North Star that your organization is working towards. By keeping your vision long term, rather than solely focusing on quarterly goals, you’ll set your organization up for long-term success.

Identify your most important priorities

After defining your long-term vision, identify the most important priorities that will help you achieve that vision. These priorities should be the core focus of your OKRs.

Break down your objectives

Break down your main objectives into smaller, more specific goals that are aligned with your most important priorities. All smaller goals should ladder up directly to supporting the greater strategy.

Define your key results

For each objective, define the key results that need to be achieved to accomplish the objective. Again — as we’ve said before, these key results should be specific, measurable, and achievable. That’s the crux of OKR effectiveness.

Assign ownership

Assign ownership of each objective and key result to a specific individual or team. This ensures that everyone knows who is responsible for achieving each objective and key result.

FAQ: How Many OKRs Should I Set?

One of the most common questions about OKRs is how many objectives should be set. While there’s no one-size-fits-all answer, it’s generally recommended that organizations set no more than 5-7 objectives per quarter. This ensures that your organization is focused on its most important priorities and that employees aren’t being asked to go in too many directions at once.

5 Team-Specific OKR Examples

Different departments will approach OKRs in different ways that best support their unique goals and responsibilities.

From Sales and Marketing to Operations, Customer Success, and IT, we’ll take a look at how these teams can define Key Results to drive growth, engagement, and efficiency. This way, you’ll get a clear picture of how OKRs can be tailored to suit different teams and contribute to overall success.


Objective: Increase revenue by 20% in Q2.

Key Results:

  • Sign 10 new clients in Q2.
  • Increase average deal size by 15% in Q2.
  • Increase conversion rate by 10% in Q2.


Objective: Increase website traffic by 30% in Q2.

Key Results:

  • Publish 10 new blog posts in Q2.
  • Increase social media engagement by 20% in Q2.
  • Run 3 successful email marketing campaigns in Q2.


Objective: Improve product quality in Q2.

Key Results:

  • Reduce product defects by 15% in Q2.
  • Implement a new quality control process by the end of Q2.
  • Conduct customer satisfaction surveys and achieve a score of at least 9 out of 10 in Q2.

Customer Success

Objective: Increase customer retention by 10% in Q2.

Key Results:

  • Conduct customer satisfaction surveys and achieve a score of at least 8 out of 10 in Q2.
  • Implement a new customer feedback system by the end of Q2.
  • Reduce customer churn rate by 5% in Q2.


Objective: Improve system uptime in Q2.

Key Results:

  • Implement a new monitoring system by the end of Q2.
  • Reduce mean time to resolution for system issues by 50% in Q2.
  • Achieve system uptime of at least 99.9% in Q2.

Unlock a Culture of Excellence With OKRs

In a world where workplace culture can make or break an organization’s success, OKRs represent a powerful tool to revolutionize your company’s trajectory. By embracing this dynamic goal-setting framework and aligning it with your business strategy, you open the door to a culture of excellence, collaboration, and continuous growth.

Omni allows managers and People leaders to leverage the power of automation to digitize the people management process. Set and track employee goals, performance review cycles, and access real-time actionable insights on employee performance in one, easy-to-use platform.

Book a demo with our team today to learn more about how Omni can help you transform your company culture and help your teams achieve their performance goals.

The 15 Leadership Qualities of Impactful Managers

Our ideas about leadership are constantly evolving. Over the last decade, the concept of a tough manager who gets results regardless of how they treat subordinates has become obsolete.

Research has consistently shown that the most successful managers share a series of leadership qualities that include empathy and compassion as well as strategic thinking and a goal-oriented perspective.

Managers have the unique opportunity to directly shape the perspectives and experiences of their teams, and are responsible for nurturing talent to achieve their full potential. There are many strategies that influence the way you manage, but great leadership has a certain set of qualities in common that translate to employee buy-in and a positive working environment.

Why Companies Need Great Leaders

Great managers can completely turn around a business and achieve fantastic results. Gallup reports that on a global scale, companies could rake in an extra $7 billion annually if their leaders were more adept at preventing conflict.

The Importance of Leadership Qualities

We all want great leadership that can drive outstanding results while fostering a productive company culture, but understanding how ineffective leadership is affecting your business can be challenging.

There are no metrics that can tell you how your company might have grown if leaders had been more empathetic or strategic or had done a better job at retaining talent.

If you want to have great leaders in key positions, it is vital to identify the qualities that the most successful leaders have in common.

For instance, research has shown that when people think highly of their managers, they are more engaged and enthusiastic about their work.

Managers, in turn, believe encouraging employee engagement is key, and they also agree that their own leadership skills are vital for driving engagement rates.

Addressing the Leadership Gap

Leadership Qualities

Many people in management positions believe they should receive more and better training to develop essential leadership skills. The concept of that missing training is known as “the leadership gap.”

In one of the largest leadership surveys to date, nearly 9 in 10 business leaders said they wished they had received more leadership training before being promoted into a managerial role. And 85% of respondents said they received zero training before stepping up.

The good news is, once the leadership gap has been identified, you can address it by selecting the best candidates and giving them appropriate training. With the right human resources management system (HRMS), these important tasks can be simplified and streamlined. The result will be better leadership, increased employee engagement, and ultimately, better business results.

Understanding Leadership Styles

Before you address the leadership gap, you need to decide what great leadership looks like for your company. Not all company cultures are created equal, and each specific environment will require a particular set of skills.

No matter the particular set of skills that may be beneficial for your specific organization, there are some skills that are universally valued in leaders, regardless of industry or company size.

Leadership styles and business success

Besides affecting business results, ineffective leadership can cause talented employees to quit and go in search of greener pastures.

When done right, there are endless ways in which advanced leadership styles can contribute to business success.

Psychologist Kurt Lewin did some groundbreaking research and defined three basic leadership styles that are still an important point of reference today:

Autocratic leaders
An autocratic leader is a type of leader who holds absolute power and authority over a group or organization. Autocratic leadership is characterized by a highly centralized decision-making process, where the leader has complete control and makes decisions without seeking input or consensus from others. Autocratic leaders typically do not delegate authority or involve others in the decision-making process.

Laissez-faire leaders
In contrast to autocratic leaders, laissez-faire leaders leave absolutely everything in the hands of their subordinates. One of the problems with this type of leadership is that it puts the onus entirely on the team, with no clear leader or person to hold accountable. If team members are not sufficiently motivated, very little will get done.

Democratic leaders
DemocraticThese leaders integrate others into their decision-making process. They take responsibility for business outcomes, and their focus is on positive results not only for the organization but also for all team members.

In today’s fast-paced business world, there is little room for non-democratic leaders. Democratic does not mean that everything is up for a vote. But a good democratic leader will know when to consult their team members, how to identify the necessary expertise in their employees, and which aspects of the task at hand are non-negotiable based on their company’s mission, vision, and culture.

Traits of an Impactful Leader

Good leadership is a multifaceted topic; there are countless ways to successfully lead a team, and every good leader has their own unique approach that works for their business. 

Amid the many styles and approaches to leadership, 3 main traits stand out across all impactful leaders. 

A manager who has successfully developed outstanding empathy, decisiveness, and strategic thinking is likely to succeed in terms of both employee engagement and business results.

Good leaders are empathic

Leadership Qualities

True leaders have superior emotional intelligence. In the last couple of years, empathy has emerged as one of the most critical skills for business leaders. “Far from a soft approach,” Forbes recently reported, empathy “can drive significant business results.”

According to this latest research, great leaders who demonstrate empathy do not only generate a healthier atmosphere but also achieve better results in terms of innovation and talent retention.

When your goal is to keep employees engaged and at the top of their performance, empathy can help you create the right conditions for talent to blossom and thrive, and even help low performing employees reach their full potential.

Empathy is one of the top leadership qualities, and emotional intelligence is the matter from which empathy is made. Without this type of intelligence, commonly known as EQ, empathy can be either insufficient or misguided.

If you are in a competitive industry, your organization’s employees likely face all kinds of stress in the shape of long hours and demanding deadlines. These conditions can be taxing on employee bandwidth and morale, which is why it is essential to have leaders with high emotional intelligence to offer support and empathy.

Good leaders have the emotional intelligence to be assertive without being arrogant, to avoid unnecessary confrontation, and to inspire the best performance  from their employees, regardless of their various personality types.

The best leaders are fair, while catering to the unique needs of their individual team members. This can take the form of positive reinforcement, difficult conversations such as negative feedback, or personalized goal setting like creating KPIs to help motivate employees.

Empathy as a driver for innovation

Empathy may make our work life more pleasant., but that is only the tip of the iceberg.

Research by Catalyst found that aside from dramatically increasing employee engagement rates, empathy is also a driver for innovation.

Survey respondents who had empathic leaders, Catalyst found, were able to be innovative much more frequently than people whose leaders were not considered empathic.

According to Baruch Sachs, Global Client Innovation VP at Pegasystems, “at its core, design thinking is about empathy. To really understand a problem we are trying to solve, we must have an empathic view of the people who are experiencing that problem.”

Without empathy, it is impossible to understand our customers´ needs. And therein lies the essence of innovation, stepping out of our own reality and imagining walking in someone else’s shoes.

As technology dominates every aspect of our work, empathy becomes more important than ever before.

Empathy ensures talent retention

Research has found a direct link between empathy and employee retention. Women who feel valued and respected at work are over four times more likely to stay at their companies than those who feel underappreciated and disrespected.

Better work-life balance and more inclusive workplace environments are also associated with empathic leaders. When they cultivate empathy, leaders reduce the impact of racial bias, gender bias, and other types of prejudice. And when leaders are empathic, employees can better navigate the demands of their work and personal life.

Good leaders are decisive

Leadership Qualities

Today’s leaders must constantly make quick decisions.

Having an indecisive leader can be disastrous for your organization. It could lead to missed opportunities and significant business losses.

The strongest leaders can make important decisions in a way that inspires everyone to get aligned with their strategies.

They may not waver, but they continuously evaluate the impact of their decisions throughout the process and pivot whenever it makes sense.

Additionally, the best leaders consider every aspect and ask for relevant opinions. They facilitate the decision-making process, rather than deciding unilaterally without considering the needs of all stakeholders.

Good leaders are strategic

Leadership Qualities

Leaders who understand their company’s strategic vision and make it an integral part of their work are able to drive the success of their organization with precision and purpose.

Strategic leaders show their employees the way, pointing them in the right direction to achieve the company’s goals.

Strategic leaders also know where to allocate resources, how to execute organizational change when needed, and how to react to external factors.

When they have a strategic manager, employees better understand their role in the organization and how their actions influence business outcomes which promotes pride in their work.

To encourage productivity and good performance, strategic leaders create reward systems and support everyone on the team in making decisions that can lead to achieving goals.

Common characteristics of strategic leaders

  • Alignment of vision with actions and words
  • Broad, long-term perspective
  • Derive information from both formal and informal sources to get a well rounded perspective
  • They use power wisely, actively working to gain employee buy-in and pushing ideas gradually rather than simply imposing them
  • They are comfortable delegating and authorizing their employees to make decisions

Ultimately, strategic leaders know how to develop a vision, how to communicate it, and how to drive their teams to materialize it.

Other essential leadership qualities

While strategy, empathy, and decisiveness are the core characteristics of an impactful leader, there are many other leadership qualities that can have a positive impact on employee satisfaction and business outcomes. 

Authenticity is one of the leadership qualities most appreciated by employees. When a leader is authentic, they can inspire trust and loyalty.

Effective leaders are also creative. They work to  find out-of-the-box solutions to complex problems, and inspire innovation.

Positive attitude
One of the leadership qualities every great manager must have is a positive attitude.

Self awareness
Self aware leaders have a  strong understanding of their capabilities as well as their effect on their team. They don’t assume they are capable of doing everything, and they surround themselves with people who have the skills and talents that best complement their own.

Outstanding leaders are flexible. Willing to change or pivot once presented with new information, flexible leaders know how to listen and are always ready to learn something new and change course.

Improve Your Employee Management with Omni

Impactful leadership requires thoughtful and strategic actions to garner employee engagement and buy-in. Whether that’s through regular performance reviews, consistent and timely communication, or a strong understanding of employee engagement rates and performance through actionable data. Leaders that aim to deepen their impact can benefit from an HRMS system to help them automate and streamline their efforts, helping them free up valuable time to focus on the more strategic components of their role. 

Omni offers a comprehensive set of tools to streamline and help you carry out the essential tasks of employee management By automating the entire end-to-end employee lifecycle, Omni unlocks the ability for managers and leaders to support their employees without sacrificing their limited, valuable time on manual or repetitive tasks.

Further, the data collected by Omni and analyzed using its proprietary tools will help you understand which leaders are driving performance, fostering an inclusive culture, and keeping employees engaged.

How HRMS can foster leadership skills

Through Omni’s data and analytics, leaders can gain a clear perspective on their employee’s performance, identifying opportunities for growth and getting ahead of any performance issues early on. By gaining a clear picture of team members’ contributions, leaders can adequately support their employees, help set impactful goals, and offer much needed training and development opportunities that are uniquely tailored to each employee. 

Benefits of Omni-Powered Leadership Qualities

When you put Omni to work for your organization, leadership qualities can develop naturally, eventually driving performance and results.

Talent retention

Omni helps you identify and track employee’s contributions and wins, providing an opportunity to recognize employee’s hard work. When leaders demonstrate  their appreciation for their employee’s contributions, employee retention increases.

Customer satisfaction

Strategic leaders keep customer satisfaction front and center of their management and business strategies. When done well, they can even anticipate customer’s needs, developing products and services designed to directly address their pain points.

With Omni, leaders can leverage  and customize employee performance reviews to support and nurture areas of employee performance that directly contribute to driving customer satisfaction.

Increased productivity

By inspiring employees to do their best and guiding them toward achieving company goals, great leaders can boost productivity. Motivated employees whose work is aligned with their organization’s vision work harder and drive better results.

Omni gives you real-time insights into employee productivity, so you can detect any problems early on and rapidly address them.

If you are interested in taking your managers’ leadership skills to the next level, book a demo with our team today to learn how Omni can help you effectively manage your employees to deepen your impact and drive results.

How to Motivate Employees: 8 Data-Backed Tips for Managers

It’s impossible to overstate the value of a properly motivated and engaged employee. Yes, productivity is a huge benefit, as is the quality of work they produce.

But there’s even more to it — if you know how to motivate employees properly, it will improve their quality of life, boost employee morale, enhance job satisfaction, and dramatically increase their retention.

Of course, like any workplace undertaking, truly motivating employees on your team can be easier said than done.

As a manager it’s up to you to balance the business needs with employee performance and the tasks your employees perform.

You need to get creative within the confines of a work setting so that your employees feel the impact of their work, receive proper stimulation and employee feedback, and ultimately feel they’re growing as part of your team. And making this a daily priority among your competing priorities is a challenge.

But it’s well worth it – motivated employees will boost the wellness of your company culture, team, and the business goals you’re pursuing.

What Drives Employee Motivation and Engagement?

Before you can motivate your employees, you need to understand what’s contributing to their engagement.

And we’ll get the obvious one out of the way — yes, financial incentives are a factor. A properly compensated person is far easier to motivate. But many managers underestimate the intrinsic factors that also contribute to employee engagement.

A survey conducted by TINYpulse of over 200,000 employees found the top drivers of motivation were:

  1. Camaraderie and peer motivation (20%)
  2. Intrinsic desire to do a good job (17%)
  3. Feeling encouraged and recognized (13%)
  4. Having a real impact (10%)
  5. Growing professionally (8%)

As a manager, you can play a major role in shaping a workplace environment that encourages engaged employees.

By setting the tone and providing opportunities for workers to feel part of a team, you can amplify the intrinsic factors that contribute to highly motivated employees. Here, we’ll unpack the steps you need to take to get started.

8 Data-Backed Tips For How to Motivate Employees

1. Set clear expectations

Your employees need to know what’s expected of them to perform their job effectively.

As a manager, it’s your responsibility to offer clarity about what’s needed from your team. This includes well-defined roles, responsibilities, and performance expectations.

Taking the time to periodically review these with your employees will ensure everyone knows exactly what’s expected of them and what they need to do to meet those expectations, as well as make any course corrections necessary to hit their targets.

Another benefit of clear expectations is that they can also help reduce confusion and conflict within the workplace.

When everyone’s on the same page, there’s less room for miscommunication or misunderstandings. We know that camaraderie is a huge factor driving engagement, so promoting a positive work environment can ultimately lead to higher levels of employee motivation.

2. Provide regular feedback

Giving constructive feedback can be one of the more challenging tasks you will undertake as a manager. Everyone responds differently to constructive criticism, so your feedback needs to be delivered in such a way that your employee can openly receive the message, helping you achieve your desired impact.

Even though delivering it can be tough, feedback is essential for growth and development. It will help your employees understand what they are doing well and where they need to improve.

It’s important that you provide regular feedback to your team members – while it can be done through regular performance reviews, taking time to do it in less formal settings like a weekly 1-on-1 meeting can prevent things from piling up, and making adjustments as soon as they’re required. It’s also a great opportunity to celebrate wins and emphasize the good work your team has done.

When giving feedback, be sure to focus on specific behaviors and actions, rather than making general statements. Provide examples of what the employee did well and where they can improve. This will help to ensure that the feedback is constructive and actionable, rather than “feedback for the sake of feedback.”

How to Motivate Employees

3. Offer training and development opportunities

The data makes it clear – employees want to feel like they are growing and developing in their roles. In fact, according to research done by Lorman Training, 74% of surveyed employees feel they aren’t reaching their full potential at work due to lack of development opportunities. Helping your team feel they’re reaching their full potential will be a major step towards motivation.

To meet this need, it’s important you’re providing training and development opportunities for your team. This can include both formal training programs and informal learning opportunities.

By investing in your employees’ development, you are showing them that you value their growth and are committed to helping them succeed. This can help to increase employee motivation and engagement, as they’ll feel more invested in their role and the organization as a whole when they see that you are investing in them.

4. Recognize and reward a job well done

Employee recognition is a huge factor and one of the easiest steps you can take to motivate your team. Employees want to feel appreciated and recognized for their hard work.

Recognizing and rewarding a job well done goes a long way to boosting employee motivation and engagement. It can be as simple as a verbal thank you or a written note of appreciation, done in a one-on-one setting, or at a smaller meeting in front of your immediate team.

For more significant achievements, consider offering rewards such as bonuses, extra time off, or larger public recognition.

By properly acknowledging your employees’ hard work and contributions, you are reinforcing positive behaviors and encouraging them to continue performing at a high level, all while increasing their job satisfaction.

5. Foster a positive work environment

It’s not just the kind of work that needs to be done, it’s where and how it’s done that affects the end result. Your work environment plays a major role in holistic employee motivation and engagement.

When a work environment is positive, and provides a fulfilling day-to-day experience, it boosts employee morale and fosters a sense of community within the workplace — remember, camaraderie is at the top of the heap in terms of employee engagement.

To achieve this positive work environment, it’s your job to be proactive. You can schedule dedicated events such as team-building activities, social events, and open communication channels.

It’s important to consult your team to see what they consider a worthwhile activity — no one likes “forced fun” and any event that feels like it takes away from valuable time can have the opposite effect you intend.

By consulting your employees and getting their input, you’ll be able to demonstrate your vested interest in what they think, developing those open communication channels while building a culture of camaraderie.

By creating a positive work environment, you’re also helping to reduce stress and burnout among your employees. This will ultimately lead to higher levels of employee motivation and engagement, as your team will feel supported and valued by you, and the organization they work for.

6. Encourage collaboration

Collaboration is perhaps the single most essential component of a successful team.

Encouraging collaboration can help to build stronger relationships among team members and develop a sense of unity within the workplace. Find opportunities to work on team projects, build cross-functional teams, and offer shared workspaces. Additionally, encouraging multiple perspectives on the same task will lead to a better, more thorough, and well-thought-out end product.

By encouraging collaboration, you’re also helping to build a sense of ownership among your employees. When employees feel that they are part of a team and that their contributions are valued, they’re far more likely to be motivated and engaged in their work.

7. Include employees in goal setting

Everyone wants a sense of agency in what they’re doing – it’s human nature. That means your employees want to feel that they have a say in the direction of the company. While you can’t give them a seat on the board, including employees in goal setting can help to achieve a sense of agency.

When you involve employees in the goal-setting process, you are not only creating a sense of ownership and accountability but also helping to align their personal goals with those of the organization.

One excellent technique to help employees with this process is by encouraging employees to create SMART goals — specific, measurable, achievable, relevant, and time-bound goals that are challenging yet attainable.

Setting SMART goals can differ significantly depending on the nature of your team (marketing teams and engineers will need tailored approaches), so be sure to tie SMART goals to the individual objectives of the employee’s role as well as tie back to the overall business goals.

By involving employees in the goal-setting process, you are also developing a sense of empowerment, which is a key factor impacting employee engagement on your team.

How to Motivate Employees

8. Lead by example

As a manager, you are a role model for your team, and that’s a big responsibility. Leading by example is essential for motivating and engaging your employees.

Leading by example is a great example of how managers can help low-performing employees. In fact, 86% of employees attain job satisfaction if they have a good relationship with their management team. Being a leader they can look up to will boost morale and have a positive impact on overall employee well-being.

You can achieve this by demonstrating positive behaviors such as being punctual, communicating effectively, and treating others with respect. You set the tone for the environment you value, and this is something your team will take note of.

When you lead by example, you are not only encouraging your team to emulate your behavior but also reinforcing your organization’s values and culture. This will create a cohesive team and a positive work environment, while also developing your own reputation as a manager who can earn the trust of your team, keep employees motivated, and ultimately get things done.

Benefits of Having a Motivated Workforce

A motivated and engaged employee is a happy employee. And while wellness is great on a humanitarian level, it is also extremely valuable to your organization. A motivated workforce has a slew of benefits for the overall success of an organization and makes your company a great place to work.

Increased productivity

People work harder when they are engaged in what they do. Motivated employees are more productive, as they have a deeper commitment to the work they do. This boosts overall productivity and efficiency, something all organizations strive for.

Higher retention

Anyone who’s worked in recruiting knows the value of retaining talented employees. The hiring process can be wildly expensive, and training a new employee is time-consuming.

That’s why motivation is so key –– motivated employees are more likely to stay with the organization for a significantly longer period. This helps to reduce turnover and associated costs, such as recruitment and training.

Greater creativity and teamwork

If you’ve achieved a culture of high employee engagement, your workforce is more likely to share ideas and collaborate with their colleagues. Building an environment that encourages creativity and innovation is extremely important for an organization looking to stay ahead of the curve.

Improve Your Employee Engagement With Omni

In a fast-paced and dynamic environment, rife with competitors looking to poach top talent, finding ways to keep employees engaged and motivated should be at the top of your priorities. Omni gives you the tools and resources you need to build a well-organized, engaged workforce.

Omni streamlines your employee management processes, automates time-consuming and repetitive tasks, and frees up your valuable time and energy so you can focus on what really matters — strategically engaging and nurturing your team.

With Omni, you can say goodbye to manual data entry, paperwork, and disorganized spreadsheets. Our digital HR hub helps you manage the entire end-to-end employee lifecycle in one, centralized location, making it easy to access and manage your employee data anytime, anywhere.

If you’re ready to improve your employee engagement and motivation, you need a tool that helps you focus on your people. And that’s exactly what Omni offers – it’s a smarter way of keeping employees motivated and managing your HR tasks.

Get in touch with us today and start reaping the benefits of a more highly motivated team.

How Transactional Leadership Affects Employee Performance

There’s no one correct way to lead a team. Different circumstances call for different tactics, for example, a small organization designing toys for children is going to operate wildly different than a multi-national bank.

There are a variety of leadership styles that any manager or business leader can use to motivate and guide their employees. One of the more notable styles of leadership is transactional leadership.

The name really says it all — like a financial transaction, this style of leadership involves give and take; incentives and rewards for good behavior and performance, and punishment or discipline for falling short.

These days, transactional leadership is a little out of vogue — most organizations find more success in developing employee motivation and improving performance through intrinsic techniques like training, camaraderie, and collaboration.

But that doesn’t mean there isn’t a place for transactional leaders. Depending on the nature and size of your organization and the makeup of your team, transactional leadership theory may still offer value.

What is Transactional Leadership?

Born in the era of the industrial revolution as a source of competitive advantage, transactional leadership is a style of leadership that focuses on supervision, organization, and performance.

As Europe and other parts of the world rapidly industrialized, manufacturing industries were growing at incredible rates. This called for a new style of leadership that could help manage increasingly large and complex organizations and lead the people within them.

One of the key figures in the development of transactional leadership was Max Weber, a German sociologist who lived from 1864 to 1920.

Weber’s early work focused on the concept of rational-legal leadership, which placed an emphasis on the importance of rules and regulations, procedures, and formal authority in organizational management. In other words, a business could find success running with the same stringency as a government.

Weber thought that in large organizations, it was essential to have clear rules and procedures to ensure that everyone knew their role, what was expected of them, and have clearly defined metrics for success. He also believed that formal authority should be used to enforce these rules and ensure that everyone followed them.

If this is beginning to sound like the stereotypical depiction of the tough boss, it should. Weber was describing a rigid and authoritarian kind of leadership, one he felt was necessary for organizations that were large and growing and suffered the complexity inherent in that growth.

The evolution of transactional leadership theory 

In effect, transactional leadership is the practical application of Weber’s ideas. If you’re a transactional leader, you use a range of rewards and punishments to motivate employees to meet their specific goals and follow firm organizational procedures.

This is based on the idea that employees are rational people – they’ll respond to incentives and can be motivated by the promise of rewards (or kept in check by the threat of punishment).

As the industrial revolution wrapped up, transactional leadership became increasingly popular.

During the 20th century, organizations became even larger and more complex, so organizational leaders needed a way to manage their employees and ensure that they were following established procedures and meeting their goals.

The best part? Transactional leadership is an incredibly simple approach and easy to institutionalize. It provides a clear and structured method to management that is easy to implement, measure, and doesn’t require tailoring to different team members.

This leadership style isn’t without its drawbacks, however. Its “one size fits all” approach isn’t well-suited to organizations that require a high degree of innovation or creativity.

Also, transactional leadership is often less effective at promoting long-term employee engagement or job satisfaction. Research is consistently pointing towards intrinsic factors having an outsized impact on employee motivation, which transactional leadership fails to account for.

Despite its limitations, transactional leadership remains a popular leadership style in many organizations. By understanding the history and characteristics of the transactional style of leadership, you can assess whether this style of leadership is appropriate for your organization.

Characteristics of transactional leadership

Transactional leadership has several distinct characteristics that make it unique from other leadership styles.

Clear goals

Transactional leaders set clear and specific goals for their employees. This helps to ensure that everyone works towards the same objective.


Transactional leaders monitor the performance of their employees closely to ensure that they are meeting the expected standards. While metrics differ depending on the organization, they are all tracked with the same rigor.

Rewards and punishments

Transactional leaders provide rewards to employees who meet or exceed their performance goals, such as bonuses, promotions, or recognition. But there’s a flip side — they also impose punishments on those who fail to meet expectations, like warnings, demotions, or termination. That can lead to a tough conversation, but one that can be leveraged to boost employee performance.

Transactional Leadership

Performance feedback

Transactional leaders provide frequent feedback to their employees about their performance. They highlight areas of improvement and recognize areas of success.

Hierarchical structure

Transactional leadership is based on a hierarchical structure, a structured environment where the leader has ultimate authority over decision-making (and this ladders up through the organization). The leader assigns tasks and responsibilities to employees and expects them to follow through.

While lots of other leadership styles employ a variety of these characteristics (such as clear goals and performance feedback) it’s the in-built rigidity, consistent application across an entire organization, and the outcome that defines transactional leadership.

Pros and Cons of Transactional Leadership

Like any leadership style, transactional leadership has its advantages and disadvantages, many of which depend on the setting it’s applied in.

Pros of transactional leadership

Clear expectations

Transactional leaders provide employees with clear expectations and guidelines for their work. There’s not a lot of room for confusion and plenty of opportunities to course-correct. This helps to increase efficiency and productivity.


Transactional leaders use rewards and punishments to motivate their employees; a simple but often effective system. This creates a sense of competition among employees and drives them to perform more effectively.


Employees are held accountable for their actions and performance by effective transactional leaders. This can help to ensure they take their responsibilities seriously and seek to improve in areas they’re falling short, or limited in.


With rigidity and consistency at its core, transactional leadership provides stability and predictability for employees. This can create a sense of security and comfort in the workplace for employees who appreciate the carrot/stick model of motivation.

Cons of transactional leadership

Lack of creativity

Transactional leadership stifles creativity and innovation. Everything is designed to be cut and dry — not only is experimentation discouraged, but if done unsuccessfully an employee could be punished for the attempt. Employees may be afraid to take risks or suggest new ideas for fear of being reprimanded.

Limited autonomy

Transactional leaders limit the autonomy of employees. They are expected to follow rules and procedures set by the leader, which can lead to a lack of initiative and independence, both factors that could impact an employee’s job satisfaction.

Short term focus

Transactional leaders tend to focus on short term goals and results. Keeping the goals boxed in can make them more clear-cut and attainable, but not necessarily put an organization on a long-term roadmap for success. This can lead to a lack of strategic thinking and long-term planning.

Resistance to change

Resistance to change is inevitable under a leadership system that puts such an emphasis on predictability and repetition. Employees may be hesitant to change their behavior or adopt new, improved methods if they are not explicitly rewarded for doing so.

The value of transactional leadership is often organization-dependent 

Let’s say you’re launching a tech startup. You’re breaking new ground, and looking to catch the eye of creative talent looking to grow with the company. In this case, where experimentation is necessary, predictability is difficult to achieve, and where a long-term strategic vision is paramount, a transactional leadership style simply won’t work.

On the flip side, if you’re a leader at a large insurance company with thousands of employees, many of whom want to spend the majority of their career at one company, providing a predictable workplace focused on achieving quarterly goals makes far more sense for transactional leaders.

In other words, the pros and cons of this leadership style will depend on the setting in which they’re applied.

The Effects of Transactional Leadership on Employee Performance

There’s been tons of research conducted to determine the effects of both transactional and transformational leadership on employee performance. And the consensus is that transactional leadership’s shortcomings may outweigh its positive aspects.

One study found that transactional leaders had a positive effect on employee performance in the short term but had no significant effect on long-term performance, something that tracks with the short term focus of the transactional leadership style.

This suggests that transactional leadership may be effective in achieving short term goals but that such leaders may not be effective in promoting sustained employee performance.

Another study found that transactional leadership was associated with lower levels of employee job satisfaction and higher levels of employee turnover.

While the transactional leadership model may be effective in achieving goals, it comes at a cost to employee well-being and retention. If you’re a leader that prioritizes your team’s wellness over output, transactional leadership might not be for you.

Transactional Leadership vs. Transformational Leadership

As we discussed above, transactional leadership is based on the exchange of rewards and punishments in exchange for employee performance.

The transactional leader sets clear expectations and goals for their employees and provides rewards for meeting or exceeding those goals while punishing those who fail to meet them.

Transactional leadership focuses on maintaining order and stability within the organization. But there’s another popular leadership style that steps outside this framework.

In contrast, transformational leadership is focused on inspiring and motivating employees to achieve a shared organizational vision.

Transformational leaders are often charismatic and use their influence to encourage employees to work towards a common goal. This style of leadership empowers employees to take ownership of their work and provides them with the support they need to succeed.

In terms of its impact on employee performance, transformational leadership is more effective than transactional leadership in promoting employee engagement, job satisfaction, and long-term performance. It fosters a sense of purpose and meaning in work, which can lead to greater levels of motivation and commitment, and, of course, higher employee retention.

Not every leader is naturally charismatic, which limits the universality of this leadership style. That said, finding opportunities for charismatic leadership to motivate your team to a shared vision they can pursue with a degree of autonomy could offer organizational value in the long run.

Transactional Leadership

Transform Employee Performance with Omni

Omni is a cloud-based platform that helps organizations to improve employee performance by providing the tools and solutions necessary to manage the entire end-to-end employee lifecycle and get the best from your team. Whether you’re using transactional leadership or another leadership approach, Omni can help you achieve organizational success.

Our all-in-one HR suite can overcome the limitations of transactional leadership. Omni’s goal-setting capabilities help leaders to set and track clear, well-defined goals for their employees, ensuring that everyone is working towards the same objective. Whereas Omni’s performance monitoring helps leaders gather valuable insight into their employee’s performance; helping make identifying areas of strength and opportunities for improvement easy and time efficient. With Omni, you can pinpoint performance pain points early on, saving time and resources while building an effective and productive team.

Omni’s recognition feature helps leaders provide frequent, targeted feedback and recognition to their employees to foster a positive work environment and improve employee morale, something that can be harder to achieve under transactional leadership.

Transform the way you manage employee performance with Omni. Our team can show you how Omni’s platform can be customized to meet the unique needs of your organization. Book a demo today to learn more.

A strong company culture is essential to an organization’s success. Positive company culture increases employee engagement which in turn boosts productivity. Studies have shown high employee engagement can boost productivity by as much as 23%.

Regardless of your company size, sourcing inspiration from successful companies such as Google or Zappos can help you to create an engaging work environment that boosts productivity.

Here, we explore company culture examples of top-performing organizations and what you need to build a great workplace culture of your own.

What is Company Culture?

Company culture is the set of behaviors, practices, values, and standards that characterize an organization. Simply put, company culture is how you do things, and the standards you set in your workplace.

Company culture is what creates the day-to-day experiences within your company. A strong culture translates to positive experiences for employees and creates a highly committed and engaged workforce that is excited about coming to work and delivering great results.

Types of Company Culture

While there are many different types of company culture, some of the most common ones are:

Hierarchy culture

The hierarchy culture stems from formal corporate structures with set procedures, levels of authority, and a chain of command.

The hierarchy culture focuses on creating a fixed organizational structure by implementing rules, levels of power and responsibility, and top-down control.  The military, religious organizations, and many large corporate entities stand apart as good hierarchy company culture examples that you may copy in your company.

In the hierarchy culture, employees know their place in the organization’s chain of command – what the organization expects of them in their roles, who’s accountable to them, and who they report to.

A hierarchy culture provides clear direction with well-defined objectives. However, it introduces bureaucracy, which can slow communication, create organizational silos, and make the organization inflexible.

Team-first culture

A team-first corporate culture makes employee engagement and cooperation a top priority.

A team-first culture focuses on creating teams where everyone works well together. So, team cooperation is a leading feature of the organizational culture — among colleagues across the company, there is a strong sense of camaraderie; which is why team-first culture is also referred to as “comrade culture.”

An organization’s focus on close-knit teams means hiring prioritizes culture fit before skills or experience. That is, they do not consider candidates who do not fit the company’s culture, even if they are highly skilled and experienced.

Organizations using the team-first culture frequently organize team-building activities such as employee outings to further deepen employee engagement.

Besides team-building activities, other features of a team-first corporate culture include flexible leave policies that promote a strong work-life balance and frequent team outings that nurture stronger employee bonds.

Generally, a team-first organizational culture focuses on creating a working atmosphere where employees feel valued. In turn, employees feel a strong connection to the company and are highly committed and motivated.

While team-first cultures create happy employees who go the extra mile to make the company’s customers happy, they also require careful management and planning to ensure that individuals are recognized and valued, conflicts are resolved quickly, communication is effective, and diverse perspectives are taken into account.

Horizontal company culture

The horizontal culture is a highly-collaborative atmosphere where everyone is on the same footing regarding pitching ideas and pulling the company’s weight.

The horizontal culture — also referred to as start-up culture — is the opposite of the hierarchy. In a horizontal culture, titles hold less weight, and everyone does a bit of everything.

Company executives work side by side with junior staff and new hires. Virtually everyone in the organization meets to discuss ideas and communication occurs across desks instead of via emails or memos, which creates an instant feedback loop due to the high levels of face-to-face communication among employees.

Horizontal culture makes for flexibility, allowing the organization to change based on market research or customer feedback. However, it can be difficult to maintain as the team grows, as larger company structures require more defined roles.

Progressive corporate culture

A progressive culture is one where an organization quickly responds to market trends and adapts to the environment around them. 

Organizations often make drastic changes in response to digital advances, market influences, and other major shifts. Such change often requires updating the corporate culture to evolve with the company.

Uncertainty often characterizes progressive cultures. The company’s culture must change to suit current realities and new expectations. Companies in mergers and acquisitions find themselves in need of progressive culture.

While a progressive culture allows employers to clarify their company’s new goals and mission as well as answer employees’ pressing questions, constant change can create unease and a lack of structure for employees.

Elite company culture

Elite company culture is a performance-driven culture that focuses on hiring only the best talents who’ll bring big ideas to the table to help the company push forward and take the lead in their industry.

In the elite culture, the common desire to succeed unites the entire organization.

Elite company cultures are innovative and daring, seeking to make giant strides using untested means. Employers are usually very demanding and encourage employees to think outside the box for fresh ideas that help them stay ahead of industry trends.

The elite culture is common in tech companies (think Facebook or Apple), where the emphasis is on risk-taking and innovation.

The trail-blazing mindset of elite company cultures can result in big splashes in the market and fast growth. However, it can easily lead to competition between employees or employee burnout due to pressure to overperform.

Characteristics of a Strong Company Culture

Company culture differs from organization to organization. However, strong company cultures share a set of characteristics that set them apart.

When building culture, incorporating these key components will help you create a gratifying work environment.


Trust is the foundation of healthy relationships. Developing and encouraging trust in the workplace improves commitment, teamwork, and communication.

Trust in the workplace improves commitment because employees who trust their employers are more likely to work toward achieving the company’s mission and goals.

Trust also leads to stronger working relationships between team members, thereby reducing stress and burnout. For example, when employees know that they can depend on people to do a job well (competence trust), to do what they say (character trust), or to maintain confidentiality (communication trust), they will have fewer worries in the workplace.

Whether you use a full in-house team or have people working remotely, trust affects employees’ commitment and how they collaborate and work together. A culture of trust promotes loyalty, engagement, reliability, and communication.

Some ways to build and encourage a company culture of trust include:

  • Encourage open and transparent employee communication
  • Share important information with employees
  • Engage employees in important decisions
  • Make leadership approachable
  • Admit mistakes
Company Culture Examples


Empathy in the workplace helps employees feel seen and understood by their managers and peers, leading to closer relationships and stronger collaboration.

Empathy is the ability to understand the needs of others and be aware of their feelings and thoughts. The quality allows an employee to grasp another’s point of view and increase their capacity to connect.

Empathy promotes an atmosphere of understanding. Employees are compassionate to problems and opinions of others and genuinely want to help, leading to collaborative solutions and high-performing teams.

Some ways to demonstrate empathy in the workplace include:

  • Show interest in the needs, goals, and roadblocks others may be experiencing
  • Keep an eye out for warning signs of burnout in others
  • Create opportunities for employees to meet with their managers to get the support they need


Leadership is a critical element of corporate culture because leaders can use their influence to reinforce organizational values and hold people accountable

While everyone impacts an organization’s direction, leadership has the largest impact because it charts the course for others to follow. Leaders provide a sense of vision, purpose, and inspiration for employees. They set or clarify the company’s beliefs and reinforce behaviors that reflect company values.

Good leadership clarifies expectations, supports employees, and recognizes quality performance. People are generally happier and more engaged under strong leadership, improving employee performance.

Some ways to demonstrate leadership when building a strong culture include:

  • Set clear and realistic expectations
  • Provide specific and constructive feedback
  • Lead by example by displaying the behavior you expect from others
  • Have a people-first approach by prioritizing employees’ physical, emotional, and social well-being
  • Recognize and acknowledge outstanding performance from your team


Community is the sense of belonging to a group with shared interests, and when it exists in a workplace, it makes for better interactions and teamwork.

Having a sense of community in the workplace creates a culture that focuses on support, the organization supporting employees, and employees in turn supporting one another.

A community is a place where there is camaraderie. Employees in a supportive environment are more open with one another, leading to positive interactions and collaboration. A strong sense of community ultimately improves employee engagement and increases productivity.

Some ways to build a culture of community in the workplace include:

  • Create opportunities for siloed teams to come together (such as company events and team trips)
  • Promote employee-employee communication by encouraging informal conversations, team building exercises


Equity means treating people fairly, which is a big motivating factor in the workplace

Equity levels the playing field for everyone in the organization. It means providing fair and equal opportunities for employees based on their individual needs.

Promoting equity requires identifying and eliminating discrepancies in the needs of the different demographics in the workforce. In other words, your company should give every employee the resources and support they need to succeed.

A culture built on equity promotes a sense of ownership and respect among employees, leading to stronger work and better communication.

Promoting equity also helps you retain and attract top talents, as 78% of workers say it is important to them to work at an organization with “diversity, equity, and inclusion” efforts.

Some ways to promote equity in the workplace toward creating a healthy culture include:

  • Be aware of and eliminate unconscious performance appraisal biases
  • Drive awareness around equity in the workplace
  • Prioritize equitable representation among the workforce
  • Promote pay equity
Company Culture Examples

5 Examples of Great Company Culture

Studying companies with great cultures allows insight into how you too can build a culture that will create positive experiences for your employees and customers.

Here are great company culture examples to draw inspiration from:

1. Zappos

Zappos is a perfect example of a team-first culture that focuses on employee happiness.

Inspired by former Zappos CEO Tony Hsieh’s quote, “Businesses often forget about culture, and ultimately, they suffer for it because you can’t deliver good services from unhappy employees”, the shoe company executes a team-first corporate culture that focuses on making employees happy as a way to deliver good service. 

Zappos’ desire for the perfect team makes the company prioritize hiring people that fit their culture. After a business interview, Zappos also hosts a culture interview for a social test to see if the candidate can work with the team. 

In addition to the culture-fit-first attitude to hiring, Zappos allows employees to have a say in the company’s core values. Famous for their decentralized management practice, Zappos transforms command hierarchies into agile, self-organizing networks.

The company allows employees the autonomy to help customers how they see fit instead of making them follow strict guidelines. The result is an atmosphere where employees are empowered to make autonomous decisions and offer personable assistance that customers and employees appreciate.

Key components of Zappos’ team-first culture:

  • Culture fit first hiring
  • Employees have a say in what the company’s values should be
  • Self-organizing teams with relative autonomy when delivering service

2. Google

Google is a fine example of a fast-paced elite culture that emphasizes risk-taking and innovation.

Google is a leader in computer software and hardware, cloud computing, artificial intelligence, and advertising. The company is constantly increasing possibilities. As a result, they use a forward-thinking elite culture.

At the core of Google’s culture is hiring the very best talent, and challenging them to push boundaries while motivating employees with robust benefits packages.

For example, using the “think 10x” concept, Google aims to improve a product 10 times instead of improving it by 10%. From when a product is launched, employees are already looking for ways to improve it.

Despite an emphasis on innovation that is very demanding, working at Google is fun because the company makes the workplace feel like more than just work. Employees get everything they need for relaxation and fun right in the workplace. These include free meals, nap pods, a gym facility, and on-site physicians.

Key components of Google’s elite culture:

  • Hire the very best talent
  • Task them to push boundaries and innovate
  • Motivate them through world-class perks

3. Warby Parker

Warby Parker is another example of a team-first corporate culture that uses team-building activities to create happy employees.

Team unity is at the core of every initiative of the direct-to-consumer eyeglass maker. 

Warby Parker’s strong culture starts with mastering its onboarding process

The company is famous for involving the whole team in onboarding. Not only does this make new employees feel comfortable, it makes them meet and interact with team members early on, leading to the formation of close-knit teams.

Warby Parker prioritizes team-building opportunities, such as planning lunch dates for employees across the organization to get to know one another better.

The company also uses its socially conscious model to forge strong emotional connections internally. Employees are happy about working for a company with a carbon-neutral cause.

In addition to team building, leadership prioritizes employee development as a core component of their culture; offering regular skills training and development opportunities to promote employee growth and demonstrate their investment in their workforce. 

Key components of Warby Parker’s team first culture:

  • Involve the whole team in onboarding
  • Organize team-building events
  • Use their socially conscious model to strengthen emotional connections

4. Squarespace

Squarespace is a SaaS website building and hosting company that exemplifies the use of horizontal culture.

Being a relatively small company, Squarespace operates within a horizontal culture where employees freely make contributions that count toward charting a direction for the company.

Squarespace says it believes in the power of the individual to make things happen. The company gives employees a great deal of autonomy and ownership over their work and balances it with strong support and collaboration with peers.

Squarespace fosters a positive collaborative environment in many ways, including having employees enjoy brainstorming lunches and encouraging group discussion in Slack where everyone shares inspiration. As a result, 97% of Squarespace employees look forward to interacting with their team every day.

Key components of Squarespace’s horizontal culture:

  • Few levels of hierarchy
  • Collective brainstorming 
  • Considers everyone’s ideas in the directing of the company

5. Patagonia

Patagonia uses a team-first culture that prioritizes work-life balance and flexible schedules.

The outdoor clothing and gear company exhibits an excellent team-first culture. It starts right from the hiring process, as Patagonia goes for people passionate about their product and the outdoors.

Patagonia’s culture heavily focuses on organized team-building activities and often has employees embark on outdoor adventures to test its clothing and gear as well as foster a sense of community among employees. 

Patagonia’s culture is also family-friendly. The company has an on-site childcare center, and the children around make the office feel like a home instead of a workplace.

The company’s culture is also famous for its flexible schedules. Warehouse employees have 15 different schedules, while retail employees have guaranteed schedules up to three weeks in advance. This helps employees manage their time better, leading to a healthier work-life balance.

Key components of Patagonia’s team-first culture

  • Hire people passionate about the outdoors
  • Prioritize team-building activities based on shared passion (outdoors)
  • Offer flexible schedules to promote work-life balance

Transform Your Company Culture With Omni

Company Culture Examples

A strong culture creates a gratifying environment where employees are happy and highly engaged which improves their productivity and drives results.

Regardless of the culture you operate under, promoting a strong culture can result in 23% higher productivity among employees, and doing so is no easy feat.

You can draw inspiration from the company culture examples above to build a strong culture in your workplace to boost productivity. When building your company culture, employee management software helps you streamline administrative HR functions so you can focus on building high-performing, engaged teams.

Omni’s all-in-one employee management software unifies the tools, workflows, and data you need to streamline your HR functions while you build an award-winning culture.

Omni offers a solution that combines people and performance management and workflow automation to manage the end-to-end employee lifecycle. Wherever you are in your journey, Omni has a module that suits your needs.

Let Omni help you build a culture that increases productivity and drives impactful business outcomes. Book a demo with our team to learn more.

How to Eliminate Gender Discrimination in the Workplace

Introduction to Discrimination Based on Gender Identity

We have been trying to close the gender gap for decades, and yet, gender discrimination is still everywhere, in every country, in every industry, and likely in your own company. From unequal wages to micro-aggressions based on gender, race, ethnicity, and sexual identity and barriers to the advancement of women into leadership positions, these types of discrimination are very hard to eradicate.

Business leaders and HR professionals can use a variety of tools to minimize gender discrimination in the workplace. The strategies you can implement include establishing leadership programs for women, tracking and analyzing salaries by gender, and eliminating gender bias in your recruiting processes.

Fortunately, modern HR management systems can help you streamline these processes to reduce gender discrimination in the workplace.

Addressing this problem has been a focus for policymakers for over 150 years. As early as 1872, the US Congress passed a law that guaranteed equal pay for women employed by the federal government. The 1964 Civil Rights Act granted equal rights to women in the workforce, and a 1991 amendment allowed them to sue their employers for sexual harassment. Many other countries have followed suit.

Southeast Asian nations have recently made remarkable strides to close the gender gap in labor markets. Singapore, in particular, has been praised for “actively encouraging women to pursue higher-level management roles.” These efforts have resulted in a higher percentage of women sitting on the boards of the nation’s top 100 publicly traded companies.

Despite all these public and private efforts, gender inequality and discrimination continue to creep into workplaces in a number of ways.

Gender discrimination in the workplace in numbers

  • According to the World Economic Forum’s 2022 Global Gender Gap Report, it will take at least 132 years to effectively close the gender gap on a global scale. “As crises are compounding,” WEF analysts wrote, “women’s workforce outcomes are suffering, and the risk of global gender parity backsliding further intensifies.”

  • The Pew Research Center recently reported that white women in the US only earn $0.84 for every dollar earned by their male counterparts, with Black and Latina women earning even less.

  • A 2020 United Nations study spanning 75 countries concluded that about 90% of people “hold some sort of bias against women,” a clear indication that demolishing these invisible barriers to gender equality may prove more difficult than implementing the right policies to shatter the proverbial ‘glass ceiling.’

  • Discrimination based on sexual identity can be as challenging as discrimination against women. 46% of LGBTQ+ workers report having experienced unfair treatment in the workplace according to a UCLA study published in 2021.

What is Gender Discrimination in the Workplace?

Workplace gender discrimination can take many forms. Basically, it means that an employee or job applicant is treated less favorably based on their gender identity or sexual orientation.

You may also encounter instances of gender discrimination where the victims are also discriminated against because of their race or ethnicity. For example, if a top performer who happens to be a woman of color cannot is passed up for a promotion despite her high performance, she may be facing a mix of gender discrimination and racial bias.

A woman who does the same work as a man for a lower salary is a typical example of gender discrimination in the workplace. Women and LGBTQ+ people also suffer many forms of harassment at work. Sexual harassment tends to make more headlines, but it’s only the tip of the iceberg. Other common forms of harassment include inappropriate remarks, condescending statements, verbal abuse, and impossible demands and deadlines.

How Gender Discrimination in the Workplace Perpetuates the Glass Ceiling

When people are experiencing gender discrimination, it becomes nearly impossible for them to climb to the top of the corporate ladder. As of early 2023, only 10% of the CEOs of Fortune 500 companies are women, and this is considered a triumph. We must not forget that the percentage was 0.0% in 1995 and only 3% in 2010.

Naturally, when your company’s employees look at these numbers, while also seeing few women in senior positions in their own departments, they may be discouraged. As a business leader or HR specialist, it is your job to show these women that there is room for them at the top.

Every year, women graduate from prestigious universities at a higher rate than men, yet men continue to reach CEO or board positions more frequently. Income parity is like a pipe dream, and some of the top companies in the world are still struggling to change the status quo.

Types of Workplace Gender Discrimination

Unchecked gender discrimination in the workplace creates a hostile work environment for women and LGBTQ+ people. While it is impossible to enumerate all the possible forms of gender discrimination, the list below will give you an idea of its many, constantly evolving forms.

  • Qualified applicants not being hired due to gender bias or a mix of gender and racial bias

  • Systematically seeking men for higher-paying jobs

  • Having employees who get paid less to do the same job as an equally qualified person of a different gender/sexual identity or sexual orientation. For example, a cis, heterosexual man getting paid more than a trans woman, a cis woman, or a gay man

  • People being held to higher performance standards based on their gender identity

  • Requiring people’s outward appearance or behavior to conform to traditional standards of femininity or masculinity. For example, referring to assertive women as “aggressive” while describing aggressive men as “strong leaders” in performance evaluation. Another example of this type of gender discrimination is expecting women to wear makeup in order to be deemed “professional”

  • People being denied opportunities such as raises, promotions, training, and leadership programs, which are offered to equally qualified employees of a different gender or sexual orientation

  • Taking disciplinary action against people of a certain gender, while people of a different gender are never disciplined for the same behavior

  • Verbal abuse and hostile remarks related to sexual identity or gender identity

  • Ignoring an employee’s gender identity, referring to them using the wrong pronouns or by the name they used before a gender transition

  • Refusing to hire or promote a woman because she is pregnant

  • Sexual Harassment: Subjecting employees of a specific gender to unwanted sexual advances, requesting sexual favors, and making comments of a sexual nature. Women have traditionally been the target of sexual harassment, but it can happen to anyone

7 Steps to Eliminating Gender Discrimination in the Workplace

Gender Discrimination in the Workplace

There are many steps you can take to create a diverse and inclusive work environment that is free from systemic gender discrimination. A truly inclusive workplace must take into account the unique needs of women, who are still the prime caregivers for young children and older adults and continue to have more responsibilities at home. For example, women who are pregnant or have young children feel more included when companies offer more flexible schedules.

  1. Hire more women and focus on diversity in the recruiting process

Recruitment is where it all begins. Ensure your job descriptions are inclusive enough, and try to attract candidates of different genders. You can automate the key stages of the selection process to eliminate gender bias.

Statistics show that only 1 in 4 C-suite executives are women. For this reason, it is vital to foster diversity when recruiting for higher management and executive positions. When you hire more women for senior roles, this can contribute to changing the culture and reducing gender bias throughout your organization.

  1. Focus on flexibility and childcare access

Research has shown that women experience employee burnout at a higher rate than men. In one study, 1 in 3 women said they were considering quitting their jobs or downgrading to a lower-responsibility position.

If you offer schedule flexibility, access to quality childcare, remote or hybrid work, and other options that can help them achieve work-life balance, highly qualified women will likely be motivated to stay in your company and rise through the ranks. Without flexibility and truly inclusive policies, mothers seldom have a sufficient incentive to focus on their careers.

  1. Enforce equal pay

Develop and implement a strict equal pay policy. Eliminate gender bias from job descriptions, especially in calls for applicants. Address any salary disparities before hiring new employees. Monitor compensation regularly and ensure transparency regarding salary ranges.

Because so many businesses have problems in this area, a culture of equal pay and transparency can make your company very attractive for top candidates.

  1. Implement fair promotion procedures

Hiring women for senior management and C-suite positions is great, but promoting from within can be even better. When you promote highly qualified women into the top jobs, you are sending a message that there is no glass ceiling and women can expect to be rewarded for their performance.

Ultimately, implementing transparent and fair promotion procedures creates an incentive for employees of all genders.

  1. Implement diversity, gender bias, and gender discrimination training

One of the key tools in fighting discrimination is through education. Implement training to address implicit gender bias and help employees detect instances of gender discrimination.

This type of training can set the tone regarding what is acceptable within your organization, fostering a culture of diversity and inclusion.

Gender discrimination training should be a regular occurrence. A few sessions once in a blue moon won’t be enough. These programs should be constantly upgraded to reflect current trends and policies, and employees should be required to attend them at least once a year

  1. Increase accountability

Companies that are striving to prevent gender discrimination in the workplace must integrate diversity and inclusion goals into their business strategies. Managers should be held accountable when targets are not met. This requires tracking and analyzing data about gender discrimination, pay gaps, and harassment complaints.

When you come across reports of workplace discrimination or sexual harassment, these must be thoroughly investigated, and your company must take action against the people who violated company policies. As much as you may train your teams about gender stereotypes and try to promote a discrimination free environment, if the higher-ups still get away with breaking the rules, few people are going to take your policies seriously.

  1. Build diverse and inclusive teams

One of the best ways to reduce gender discrimination is by fostering a diverse and inclusive work environment. Especially in some areas like IT, women are sometimes surrounded by male colleagues, which can feel isolating. Studies have shown that women who work in the company of other women are less likely to feel undervalued or experience harassment. “Women who are ‘Onlys’ [the only woman in a team] and ‘double Onlys’ [the only woman and the only person of their race in a team] have a much worse experience,” McKinsey analysts wrote in a report.

Women, LGBTQ+ persons, and people from all backgrounds must feel supported in the workplace. They need to feel that there is space for them to grow and that their colleagues and supervisors want them to succeed.

How to Build an Equitable Workplace with Omni’s Performance Reviews

Gender Discrimination in the Workplace

Advanced Human Resource Management Systems like Omni can help you and your company efficiently tackle gender discrimination. By streamlining processes and gathering valuable insights through data analytics, our HRMS can provide an ideal framework for businesses invested in closing the gender gap and fostering happier, more productive teams.

Automate performance reviews to reduce gender bias

Omni allows you to design, schedule, and run performance reviews that can provide vital insights to inform decisions about promotions and other opportunities. Review questions can be customized to eliminate gender bias, allowing employees to move up the corporate ladder based on their performance rather their gender or their sexual identity.

Streamline the hiring process to reduce gender discrimination and bias

With AI-powered recruiting and on-boarding processes, HRMS can help reduce gender bias. You can input the skills and characteristics you are looking for and obtain a list of suitable candidates. When you program your HMRS to disregard gender, you eliminate bias and ensure the best applicants can be selected.

Track women’s and LGBTQ+ employees’ career progression

Omni’s integrated end-to-end employee lifecycle management allows you to track career progression. You can learn whether men are advancing faster than similarly placed women and whether the company is providing fewer career development opportunities for women and employees who identify as LGBTQ+. The system will collect all the necessary data to help you address these issues.

Establish inclusive leadership programs and succession planning

You can use our HRMS to plan for succession and create opportunities for all qualified employees, regardless of their gender. Use Omni to find suitable candidates for leadership programs to eliminate gender bias from the equation.

Implement robust policies on gender discrimination

Women routinely report encountering sex discrimination in the workplace or when applying for jobs. When it comes to establishing strict policies against gender discrimination and sexual harassment, Omni’s centralized, data-driven systems can be instrumental in facilitating implementation and detecting violations.

Gender-based discrimination is going to take many decades to eradicate. With Omni’s HRMS, your company can pioneer the new era of equal opportunity and equal pay.

Our advanced HR management tools can deliver instant insights about gender discrimination in the workplace, the gender pay gap, and any discriminatory behavior that may be taking place in your business. If you use these insights to address any issues and streamline your recruitment processes with Omni’s unbiased systems, you can take your company to the next level.

Creating a discrimination-free environment can help you attract and retain top talent, making your company more competitive in today’s fast-paced market. Omni’s scalable, all-in-one employee management software can help your business automate and streamline the most complex administrative HR functions so you can consistently build high-performing, diverse, and inclusive teams.

To learn more about how Omni can help you build a culture of inclusion, book a demo with our team today.

Onboarding Done Right: Tips and Welcome Message Examples for New Employees

The onboarding process sets the tone for a new hire’s experience and can shape their perception of your company as well as impact their decision to stay long-term. A welcoming and well-executed onboarding process can help new hires feel valued, supported, and set them up for a successful transition into their new role.

While paperwork and training are essential components of a successful onboarding process, the personal touches and warm welcome are what can set your company apart and breed an honest, supportive, and productive relationship with new hires from day one. Include these tips in your onboarding checklist to guide how to welcome a new employee and provide a unique and engaging onboarding experience.

Get a head start

The onboarding process begins from the moment your new hire signs their job offer. Pre-boarding is the process of preparing for a new employee’s first day by getting a head start on the essentials to ensure they have a supportive and smooth first day on the job.

Build a buddy system

If you’re wondering how to welcome a new employee to your company to ensure they feel supported and adopted into the culture early on, start with building a buddy program within your organization. A buddy is someone available to provide advice and support to your new hire and helps ensure a smooth transition.

Start by identifying qualified employees to enlist in your buddy program, these individuals should have tenure at your organization, strong people skills, and an interest in mentorship. Assign compatible buddies with new hires and provide a list of activities for them to carry out as they welcome your new employee. Buddies are often assigned to welcome new employees on their first day, show them around, introduce them to peers, and be a general point of reference as they get acclimated.

Provide a workspace

You want your new employee to feel well-equipped and confident for their first day in their new role. Providing them with all the necessary tools and information they need to do their job is exactly how to welcome a new employee with ease and forethought.

If you’re welcoming an employee into the office, ensure they have an assigned workspace, any equipment they may need such as a laptop, and access to important company information such as training materials or your employee handbook.

For remote employees, coordinate with your IT department to send them their computers before their first day, and pre-load any necessary programs onto their computers to set them up for success on their first day.

Prep your team

Before your new hire’s first day, be sure to inform the company and especially their direct team of their joining. Build this into your onboarding email process, send a Slack message, or make an announcement during your company meeting. However your approach, it’s a great practice to prep employees and remind them to give a warm welcome to new employees as they join.

Day One: How to Welcome New Employees

Your pre-boarding process is complete and the day has come to finally welcome your new hire to their first day of work. First days are exciting and also can be stressful for employees, so it’s important to create a warm and welcoming environment to foster a sense of belonging.

Greeting your new employee

Whether in-person or remote, it’s important to provide a warm welcome for new employees. Assign someone to receive the new hire on their first day, this could be a pre-assigned buddy, their manager, or someone from your HR team. You want to provide a familiar face and resource to greet and introduce your new employee to the office. If your company is remote, this can take place over a video call first thing.

Welcoming a new employee can go beyond a physical greeting. New employee welcome kits are a great way to greet your employee and foster a sense of connection upon their first day on the job.

new employee welcome kit ideas

Tour the office

For in-person employees, getting a lay of the land is an important component of feeling comfortable at their new job. Show your new hire around, point out their workspace, the closest bathrooms, and break areas, and even give them the inside scoop on your favorite coffee shop or restaurants in the area. This personal touch goes a long way in making them feel like a part of the team.

Make introductions

Introduce your new employee to their peers on their first day to start building connections from day one. This is where your pre-boarding introduction email comes in handy since the team will be prepared for meeting the new employee. Introductions can be made in person while you tour the office, during your company-wide meeting over a video call, or via Slack with fun emojis or GIFs to infuse some fun into the experience.

Review policies and procedures

Amid the tours and introductions, it’s essential to inform new hires of the policies and procedures of your company to ensure their success in their new role. Provide this information in both hard copy and electronic for their easy reference, and make yourself available for any questions that may arise as they view this information.

27 Impactful Welcome Messages to New Employees

Writing a welcome message to new employees can be an effective way to create a positive first impression and make them feel like valued members of the team. Include welcome messages in your onboarding process to increase engagement and boost morale.

Tips for writing a welcome message to a new employee

Searching for the right words for how to welcome a new employee? Follow these best practices.

Be sincere

Start your message by expressing your genuine excitement to have the new employee join your team. Let them know that you are looking forward to working with them.

Keep it short

Keep your message short and to the point. Avoid using technical jargon or overly formal language. Use simple and easy-to-understand language that makes the new employee feel comfortable and welcomed. *Pro tip: Emojis help keep it light and playful!

Emphasize culture

Mention the company’s values, mission, and vision. Let the new employee know what your company stands for and how they can contribute to its success.

Offer assistance

Let the new employee know that they can reach out to you or their colleagues if they need any assistance or have any questions.

Make it personal

Address the new employee by their name and use details that you know about them such as their position, or where they’re from to make the message more personal.

Sample Welcome Messages to New Employees

Sometimes it’s hard to find the right words. Use these examples for inspiration in your future welcome messages to new employees.

Over email 

Hi {employee’s first name},

We’re so excited to have you on board at {company name}! Congratulations on your first day as {position title}. The team is looking forward to getting to know you and working with you. Please let me know if you have any questions or need anything as you get settled. I’m here to help!



Hey {employee first name},

It’s your first day as {position title} at {company name}! We’re thrilled to have you join our team, and can’t wait to get to know you better. {Buddy name} has been assigned as your new-hire buddy, they will reach out to you shortly. Please let us know if there’s anything we can help with while you settle in.



how to welcome a new employee

Over Slack 

Hey {first name}, welcome to the team, and congrats on your first day at {company name}! I’ve invited you to all our relevant Slack channels, so take some time to check them out and say hello to your colleagues. We’re glad to have you! Just ping me here if you need anything 🙂

Hi {first name}! How’s your morning going so far? I wanted to be the first to welcome you on your first day! We’re so excited to have you here. I’ll be sending through some instructions and information to get you settled but feel free to message me in the meantime if you need anything. Cheers!


For in-person teams 

Hi team,

I’d like to announce {new hire first name}’s arrival as our {position title}, it’s their first day today so be sure to stop by and give them a warm welcome. We’ll be hosting a welcome lunch at {place and time} and would love for you all to join.

{New hire first name}, welcome to the team!

Hey everyone,

Introducing {new hire first name}, they are joining {manager name}’s team as our {position title} and their first day is today! Be sure to say hello when you see them around the office, or grab a coffee at lunch (they’re a latte enthusiast!).

{New hire first name}, we’re so glad to have you. Welcome to {company name}.


For remote teams 

Hi team,

Today is {new hire first name}’s first day here at {company name}. They’re joining us as our {position title} and are located in {location}. {New hire first name} is a pet lover and has 2 cats, so feel free to drop your pet pics in the channel to get acquainted 🐱. {New hire first name}, welcome!!

🎉New employee alert🎉

{New hire first name} is joining our team today as our {position title} on {manager name}’s team! Be sure to give them a warm welcome and share your favorite coffee shops in {location} as they just moved to the area! {New hire first name}, it’s so good to have you on board. Let us know if you need anything!


For temporary employees 

Team – {intern first name} is joining our team today as our {position title}. They’ll be with us for {time period} and will be supporting {tasks}. {New hire name} is a student at {school} and is finishing up their {year} year. After graduation, they hope to build a career in {industry}. Please give them a warm welcome!

{intern first name}, welcome to {company name}. We’re lucky to have you on our team and are here to help with anything you need!

Hi everyone,

Introducing {contract hire}, they will be joining us at interim {position title} for the next {time period}. {Contract hire} is coming from {previous company} and will be a great help in {tasks}. Be sure to say hello and help get them up to speed on {information}.

{Contract hire first name}, we’re glad to have you here at {company name}!


For permanent employees 

Hi team,

I’m thrilled to introduce {new hire first name} as our new {position title}. Today is their first day, so let’s give them a warm welcome to the team. We have a welcome lunch scheduled for {place and time}, and I hope you can all join us to celebrate {new hire first name}’s arrival.

Welcome to the team, {new hire first name}!

Hi team,

Please join me in welcoming {new hire first name} as our new {position title}. They start today, and we are excited to have them on board. Let’s make sure to make them feel welcome.

{New hire first name}, welcome!


For executives

Dear team members,

I am pleased to introduce {new hire first name} as our new {executive position title}. {New hire first name} joins us today and brings with them a wealth of experience and expertise in {relevant field}. Please make them feel welcome as we embark on a new chapter together.

Welcome to the team, {new hire first name}!

Dear team,

I am pleased to announce that {new hire first name} has joined our organization as our new {executive position title}. They bring extensive experience in {relevant field} and will offer great insight into our organization. Please take the time to introduce yourselves to them and offer your support as we work towards achieving our organizational goals.

Welcome to the team, {new hire first name}!


For managers 

Hey team,

I am excited to introduce {new hire first name} as our new {management position title}. They start today, and I can already tell they’re going to be a great addition to the team. Please make sure to give them a warm welcome and show them the ropes.

Welcome to the team, {new hire first name}!

Hey everyone,

I’d like to take a moment to welcome {new hire first name} to our team as our new {management position title}. They start today, and I know they will bring a lot of fresh ideas and energy to our group. Please make them feel welcome and offer your support as they get up to speed.

Welcome to the team, {new hire first name}!

For entry-level employees

Hi everyone,

I’m pleased to introduce {new hire first name} as our new {position title}. They start today, and I know they will bring a lot of energy and enthusiasm to our team. Let’s make sure to give them a warm welcome and show them that we’re here to support them as they start this new role.

Welcome to the team, {new hire first name}!

Hey all,

I’m excited to announce that {new hire first name} is joining our team as our new {position title}. They start today, and I know they’re ready to hit the ground running! Please take the time to introduce yourselves and offer your support as {new hire first name} gets settled in.

Welcome to the team, {new hire first name}!

Continuous engagement

Building a welcoming environment during the onboarding process extends beyond your employee’s first day. Here, we dig into some additional tips on how to welcome a new employee in their first weeks and set the path for ongoing engagement during their time at your company.

Setting goals and expectations

To allow employees to thrive in their roles, they must understand exactly what is expected and required from them to meet the goals and mission of your company. Setting expectations early on during the onboarding process creates a path for your new hire to thrive and helps boost employee engagement.

During their first week, schedule some time to connect with your new hire and align their personal career goals with broader company goals. For maximum impact, structure your goal setting into the OKR framework, or work with your employee to develop key performance indicators to help clearly define goals and expectations. Maximizing employee productivity and engagement is possible through ongoing guidance and support, consider implementing their goals into a 30-60-90-day plan to help them achieve their goals and provide purpose and direction to their role.

Regular check-ins

Regular check-ins help breed familiarity and build trust between managers and employees. As your employee continues to grow into their role and acquaint themselves with your company, it’s important to provide ongoing support and feedback to ensure their success. Check-ins also provide multiple opportunities for employees to share their experiences which are deeply helpful in measuring your employee onboarding experience.

Schedule regular check-ins with your new hire, we recommend one at the end of their first day, one at the end of their first week, and continued meetings once a week following that to ensure open and clear communication. Be sure to offer yourself as a resource for any questions or concerns that might arise.

Enhance Your Onboarding Experience With Omni

A warm and welcoming onboarding experience is your opportunity to build strong employee engagement from day one, leading to higher retention and productivity. Studies show 69% of employees are more likely to stay at their company if they receive a quality onboarding experience. When new employees feel supported and valued during their onboarding process, it sets them up for long-term success in their roles.

Leverage these tips to help set yourself up for success and keep a consistent and impactful onboarding experience by utilizing Omni’s free employee onboarding checklist. For more opportunities to increase engagement and level up your onboarding process, talk to our team about automating your onboarding process to create consistency and free up valuable time to focus on strategic matters for your team.

24 Creative New Employee Welcome Kit Ideas

The onboarding process is an essential part of the employee experience. And while many necessary steps in a welcome packet for new employees include paperwork and formalities, it’s not the most exciting way to introduce someone to your company and its culture. In addition to preparing new employees for their roles, onboarding should give them a taste of what life at the company is like, and get them excited to be a part of the team. 

Welcome kits are a creative and fun way to infuse some enthusiasm into your onboarding practice and can be a great tool for communicating your company culture as well as boosting employee engagement. We’ve rounded up our favorite new employee welcome kit ideas to help you optimize your onboarding experience to leave a lasting impression.

How Welcome Kits Improve the Employee Experience

A positive employee experience is a gift that keeps on giving. Increased productivity, high retention rates, and profitability are just a few of the benefits of an engaged workforce. HR teams know that the little things can go a long way when it comes to company culture, and personalized gestures included in welcome packets for new employees can be the thing that sets your onboarding process apart from the rest. Let’s examine how welcome kits contribute to a positive employee experience.

Creates a sense of belonging

Joining a new company is often met with mixed emotions, and it can take some time before newcomers feel truly comfortable and a part of the team. By giving things like company swag or including personal touches like their favorite snacks, you invite the employee into your community, and help them feel seen and known by your team; this helps break the ice during the first week and creates a sense of belonging right from day one.

Contributes to company culture

Company culture — the shared values, beliefs, attitudes, and practices that shape your working environment — is influenced by many things both big and small within your organization. From leadership style down to new hire welcome kits, culture is a huge driver in attracting and retaining high-performing talent (which is one of the reasons you should care about contributing to it). Much like employee onboarding checklists, welcome packets for new employees are a great way to ensure new hires feel prepared for their new role. Many creative new employee welcome kit ideas can add a unique and personal touch to your onboarding process, and also help communicate employee appreciation and value.

Provides necessary information

Personal touches and fun swag are great and all, but the most important, essential function of welcome packets for new employees is to equip new hires with the tools and information they need to get acquainted with their new role. When employees receive comprehensive onboarding their productivity can increase by as much as 70%.

Boosts morale

Employee morale has a lot in common with employee engagement, as it deals with the overall experience and well-being of your employees. Like anyone, employees want to feel valued and appreciated. Since new hires haven’t yet built a track record of quality work for you to provide positive feedback, fun new employee welcome kit ideas provide an opportunity to show your appreciation and enthusiasm for their joining the team.

New Employee Welcome Kit Ideas

Welcome packets for new employees should reflect and build upon your company culture. If you have a more casual company culture you can reflect that with things like branded casual wear or stickers. For a more professional setting, personalized items like branded coffee mugs or notebooks may be more appropriate. 

Here are 24 new employee welcome kit ideas to cover all your bases when preparing for a new hire.

The essentials

Items to cover everyday essentials and make your office environment more functional and comfortable include things such as:

  • Branded coffee mugs

  • A reusable water bottle in your company colors

  • Notebooks and pens with your company name or logo

  • Adhesive card holder for their key card or employee id

new employee welcome kit ideas

Showcase your company culture

To show off your company culture and values consider, including informative items as well as more dynamic branded swag that employees can also use outside of the office such as:

  • Tote bags or backpacks

  • Hats (be creative here! You can give baseball hats, visors, bucket hats, you name it!)

  • Sweatshirts or t-shirts with your company logo or tagline

  • Stickers

  • Socks

  • Webcam or phone camera cover (popular among tech companies)

  • An employee handbook including company history, mission, values, team structures, and information about your culture

  • An introduction booklet to common phrases or fun facts about your team and company

new employee welcome kit ideas

Prepare and inform

For the more practical items that prepare new hires for their role include:

  • An office map with their colleague’s names and roles so they can easily find their peers

  • A list or map of your office neighborhood, including your favorite coffee shops, restaurants, and parks

  • A digital onboarding guide that includes necessary forms and contracts (trust us, save yourself the paperwork!)

A schedule for their first week highlighting important meetings, onboarding deadlines, and training (again, keep this digital and thank us later)

new employee welcome kit ideas

Make an impression

Finally… for new employee welcome kit ideas that will set your onboarding process apart from the rest and really make your new hire feel a part of the team, try including:

  • Their favorite snack or drink
  • Something that relates to a fun fact about them (are they a cat lover? Include a mini cat calendar or figurine for them to keep on their desk)
  • An invitation to a new hire lunch or happy hour in their honor
  • A personalized welcome message for their team or your CEO
new employee welcome kit ideas

Budget-friendly new employee welcome kit ideas

Because the best things in life are free, for some ideas that won’t break the bank, try including:

  • A handwritten card or note from the team welcoming them to the team
  • A slide in your weekly all-hands meeting introducing them and include fun facts like their favorite food, or an unusual talent they have
  • An invitation to choose the organization you work with for the next employee volunteer day
  • A fun introduction in your company Slack channel with a gif that relates to their personality or interests
new employee welcome kit ideas

Level Up Your Onboarding with Omni

Welcome packets for new employees help set the tone for your new hire’s experience and communicate your company culture. By including personal touches and branded swag, you can show your appreciation for new hires and make them feel like part of the team from day one. 

With Omni, you can leverage automation tools to save you time and create consistency in your onboarding process, so nothing falls through the cracks and every employee is primed for a great first day. Download the complete employee onboarding checklist to get started, and schedule a demo with our team to learn how Omni can streamline your onboarding process.

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