{"id":30042,"date":"2023-01-12T13:24:16","date_gmt":"2023-01-12T21:24:16","guid":{"rendered":"https:\/\/blogs.georgefox.edu\/dlgp\/?p=30042"},"modified":"2023-01-12T13:24:16","modified_gmt":"2023-01-12T21:24:16","slug":"a-need-beyond-freebees","status":"publish","type":"post","link":"https:\/\/blogs.georgefox.edu\/dlgp\/a-need-beyond-freebees\/","title":{"rendered":"A Need beyond freebees~"},"content":{"rendered":"<p>Gustavo Razzetti, the author of <em>Remote Not Distant<\/em>, is an author and a leading workplace thinker on changing and improving workplace cultures. He begins this book on how to rebuild a hybrid company culture by stating that workplaces are headed into a whole new era of cultures after covid era. He begins his book by saying, \u201cWelcome to the beginning of the end of the workplace as we know it. Normal is gone. The culture that got you here won\u2019t get you there.\u201d<a href=\"#_ftn1\" name=\"_ftnref1\">[1]<\/a> The book begins with clarifying a definition of the foundation of a company which the author defines as the Culture of the company. Then Gustavo writes about a five-step roadmap to explain further about increasing connectedness and collaboration in a new hybrid era. Step 1 \u2013 Reset your culture, Step 2 \u2013 Reimagine the shared future by aligning the team\u2019s purpose together, Step 3 \u2013 Reigniting belonging to build a culture of inclusion, connection, and feedback, Step 4 \u2013 Rethink Collaboration by introducing six modes of collaboration in a new hybrid workplace, and Step 5 \u2013 Release Agility to increase speed, adaptability, and decision-making.<\/p>\n<p>&nbsp;<\/p>\n<p>Why is transforming and rebuilding the foundation of a company\u2019s hybrid culture so important nowadays? Gustavo explains that there are five important and positive effects that a strong foundation of culture brings to the company. Culture supports results by increasing performance, culture creates a team to work together by having a shared identity, culture gives employees meaning, giving everyone the why\u2019s behind every what, healthy culture adapts future innovations and thriving character facing changes, and culture boosts employee motivations make the workplace pleasant. One of the perks I enjoyed ministering to young adults here in silicon valley pre-covid was getting invited to visit their companies they work for lunch. The very first experience of visiting companies like google, Facebook, apple, Netflix, LinkedIn, and Samsung is a fantastic experience because you get to enjoy so many free perks that these companies offer to their employees as a tourist. For example, inside facebook HQ, everything is free \u2013 ice cream shops, vintage coffee shops, post office, woodworking shops, haircuts, screen golf, free vending machines with all kinds of snacks and gadgets, and etc. But as I have deeper conversations with these young adults about how they feel about their careers, they talked about the same concerns for finding meaning and purpose in their workplaces that goes beyond the needs of freebees. The company perks and external working atmospheres are very important, but ultimately retaining their employees for a long-term period requires a healthy and thriving company culture that is built on humanness.<\/p>\n<p>&nbsp;<\/p>\n<p>I thought that the book\u2019s practical advice and roadmap revolved around two keywords. In order to build a thriving workplace, it needs to be rebuilt on purpose and belonging. Gustavo points out that \u201cpeople don\u2019t just want a job; they want to create a positive impact that goes beyond the organizations they work for\u2026successful teams don\u2019t just work together; their members care for each other. Collaboration and alignment are by-products of culture\u2026Unfortunately, most organizations fail to align their team members. They focus on the <em>what<\/em> (the goals, tasks, or activities) rather than on the <em>why<\/em> (the purpose).\u201d<a href=\"#_ftn2\" name=\"_ftnref2\">[2]<\/a> He also points out that \u201cbelonging is a fundamental part of being human\u2026connections make us feel safe, trusting, and collaborative\u2026a strong organization is built on a foundation of human connection. People don\u2019t just want to be part of a team \u2013 they want to belong.\u201d<a href=\"#_ftn3\" name=\"_ftnref3\">[3]<\/a> And helping young adults to find a way to rebuild their lives in their workplaces to have purpose and belonging is one of the tasks we are given as a spiritual mapmakers of our generation.<\/p>\n<p><a href=\"#_ftnref1\" name=\"_ftn1\">[1]<\/a> Gustavo Razzetti, <em>Remote Not Distant: Design a Company Culture That Will Help You Thrive in a Hybrid Workplace <\/em>(Liberationist Press, 2022). 1.<\/p>\n<p><a href=\"#_ftnref2\" name=\"_ftn2\">[2]<\/a> Ibid, 64.<\/p>\n<p><a href=\"#_ftnref3\" name=\"_ftn3\">[3]<\/a> Ibid, 103.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Gustavo Razzetti, the author of Remote Not Distant, is an author and a leading workplace thinker on changing and improving workplace cultures. He begins this book on how to rebuild a hybrid company culture by stating that workplaces are headed into a whole new era of cultures after covid era. He begins his book by [&hellip;]<\/p>\n","protected":false},"author":145,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[1],"tags":[2491,2488],"class_list":["post-30042","post","type-post","status-publish","format-standard","hentry","category-uncategorized","tag-gustavo","tag-razzetti","cohort-lgp11"],"acf":[],"_links":{"self":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/30042","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/users\/145"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/comments?post=30042"}],"version-history":[{"count":1,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/30042\/revisions"}],"predecessor-version":[{"id":30043,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/posts\/30042\/revisions\/30043"}],"wp:attachment":[{"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/media?parent=30042"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/categories?post=30042"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.georgefox.edu\/dlgp\/wp-json\/wp\/v2\/tags?post=30042"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}