Some of your employees may have already been working from home before COVID-19, and feel like not a lot has changed in their day-to-day now that your company has shifted to remote work.

At the same time there are probably others who are experiencing a remote workplace for the first time, and are still adjusting to this "new normal" (I wanted to get that over-used term out-of-the way, I promise not to use it again.)

Establishing strong workplace culture is crucial for business leaders who want to recruit the best talent, retain their strongest employees, and see high levels of engagement from team members. Workplace culture improvement is a process that shouldn't be rushed, so use this list as a long-term guide.

Retaining employees is one of the most crucial factors in running a successful business. Not only is employee turnover expensive, it can stifle growth, and decrease morale and togetherness in the workplace. Fortunately, there are a few key strategies that can help any organization keep people around, and see continued success.

Here’s an alarming statistic: Every mediocre manager (ones who don’t use good fundamental management skills) loses your organization an average of $33 per day. We all know that having strong managers is important. But by tying proper management techniques to a direct cost, the criticality of these skills become much more tangible.

One of the biggest factors to company success and survival is the company’s ability to retain key employees. Without team-members who stick around for the long haul, many organizations struggle to stay afloat because of associated costs of turnover, as well as sparse opportunities to promote people internally. How can you reduce employee turnover? Below are three strategies for HR professionals and business leaders to improve employee turnover and retain key employees:

Organizational culture is shaped by many factors, leadership chief among them. The values, vision and goals of your company come from the top down. Management's actions can encourage a quality culture that keeps employees happy, attracts new talent and builds a quality job environment. On the other hand, managers may negatively affect the culture and move it away from its intended form.

The importance of employee motivation in the modern business world can’t be overstated since it’s likely to be the determining factor in whether your best-laid plans succeed or fail. Indeed, one of the biggest reasons the American economy has been able to maintain its dominant international position is the fact that U.S. workers are among the most productive in the entire world. However, after 150 years of nearly unprecedented productivity, we may have hit our maximum.

As structural forces begin to slow growth in productivity, you’ll need to rely even more on motivating team members to find future gains and maintain the success you’ve already built. Here’s how to get started.

“Change” is often a scary word in the business world. Employees dread it, managers are intimidated by it and, many times, the change fails before any team members are even faced with it. But, with the right management training, change doesn’t have to be a looming threat to your company’s stability.

Change management isn’t just about dealing with a time of transition. It’s about changing the way you manage the transition to keep things running smoothly for employees. To do this effectively, it’s important to understand three major challenges you’ll need to overcome.

Have you fallen into the trap of compliance-based training and failed to promote a commitment-based approach? Many companies check off training boxes to simply stay compliant. But, if you want to make real improvements to how your company operates, you need to cultivate a workforce that’s committed to learning. Are management training and self-improvement part of your regular routine?