• http://twitter.com/One_Page_Talent Marc Effron

    If your company hires a Chief Culture Officer you should feel far more secure in your job.  You now know that you won’t be the first person laid off in the next downturn . . . 

    • Guest

       That is an unfortunate point of view Marc.  I’d imagine that organizations that hire a Chief Culture Officer care more about maintaining their talent and attracting highly skilled talent by encouraging an engaged and excited workforce.  These organizations tend to do better in tough economic times because they aren’t building their business model solely on price, but rather are building a reputation that stands for something in the industry.  

      • Marc Effron

        That’s a very naive point of view, Guest. There’s nothing about attracting and maintaining an engaged and excited workforce that requires adding an extra headcount. Managers and executives should be accountable for doing this with the help of existing HR staff. And if you think that the entire organization wouldn’t roll their eyes when someone becomes a Chief Culture Officer, you might want to ask a few folks who bring in revenue (i.e. not staff roles) for the business what they think about the idea.

        The same logic was used for Chief Knowledge Officer many years ago and the last recession pretty much killed them off, didn’t it? At best a Chief Culture Officer culture officer is the n-th rebranding of HR. At worst, it’s $200K a year that the company could spend actually building their culture

  • Albert Garcia

    Absolutely agree! In the next years, will be necessary to develop the role of Chief Culture Offcier, if you want the company in the top

  • http://misslujo.tumblr.com/ Jocelyn Aucoin

    Culture is vital to employee retention and happiness. Bring on the CCOs! 

  • http://twitter.com/RolePoint RolePoint

    For larger businesses and corporations, having a CCO sounds like an essential role. But to add to your tips, suggesting to engage employees via onboarding is very general. One way to actually engage current employees that I’ve found works very well is creating an employee referral program. Using this program, you’re getting your current employees involved in an essential function in your business: hiring. If you hire a candidate who was referred, they are already going to have a better experience with your business and likely be more engaged from day one.

  • Freemanc

     We have learned a lot about culture from a company called New Creature. We noticed that culture drives this organization. You can “smell” it. It’s an encouraging story of how great culture produces great results.