[Note: This article is fourth in a four-part series of posts.]

Self-knowledge is never a bad thing. With the general acceptance of personality tests being used in corporate settings, individuals have been evaluating their personalities to see where they are best suited to work. Among the most popular tests, the Myers-Briggs Type Indicator (MBTI) defines 16 varieties of personalities based on a person’s placement on four trait spectrums: introversion (I) versus extroversion (E), intuition (N) versus observation (S), thinking (T) versus feeling (F), and judging (J) versus prospecting (P). This helpful (but not necessarily definitive) tool is available for free on websites like 16Personalities

Below is a guide for introverted and observant personality types who are curious about what it may indicate for their careers. 

ISTJ – Practical and reliable

A stalwart group, ISTJ types work behind-the-scenes to get necessary things done. Rational and methodical, they do well with processing data, following rules, and upholding standards. Their patience and practicality make them steady workers and, luckily, they make up a large part of the population. They are very self-sufficient and dedicated to excellence.

Jobs for ISTJ: Auditor/accountant, chief financial officer, government employee

ISTP – Bold and experimental

The ISTP types love unpredictability and problem-solving, making them versatile workers. They tend to thrive as engineers, designers, and crisis responders. They prefer some aspect of freedom and experimentation at work, easily getting bored by schedules and repetition. They may prefer the dynamism of entrepreneurship but will need to have strong, long-term strategies for success.

Jobs for ISTP: Civil engineer, fire fighter, ER doctor

ISFJ – Protective and dedicated

A high proportion of the world population falls under this category. Modest and hardworking, the ISFJ type is not a natural leader but enjoys serving others. These warm and reliable people tend to work in conservative fields, such as medicine and academics. They are important contributors to society but are often overlooked. They are surprisingly social for introverts and enjoy interacting with new people.

Jobs for ISFJ: Dentist, elementary school teacher, customer service representative

ISFP – Creative and sensitive

The unique ISFP type is a true artist, endlessly creative and unconventional. Visual arts, music, and design are their natural fields of work and life. They may struggle with long-term planning or staying on task, so freelancing can be their preferred working style. They wish to help others and enjoy making environments beautiful for themselves and others. They prefer tangible, hands-on work instead of theoretical thinking.

Jobs for ISFP: Fashion designer, physical therapist, landscape architect

Rose Ho | Staff Writer



[Note: This article is third of a four-part series of posts.]

Self-knowledge is never a bad thing. With the general acceptance of personality tests being used in corporate settings, individuals have been doing evaluations of their personalities to see where they are best suited to work. Among the most popular tests, the Myers-Briggs Type Indicator (MBTI) defines 16 varieties of personalities based on a person’s placement on four trait spectrums: introversion (I) versus extroversion (E), intuition (N) versus observation (S), thinking (T) versus feeling (F), and judging (J) versus prospecting (P). This helpful (but not necessarily definitive) tool is available for free on websites like 16Personalities.

Below is a guide for introverted and intuitive personality types who are curious about what it may indicate for their careers.

INFJ – Quiet and Idealistic

The rarest type of all, INFJs require meaningful work that aligns with their strong morals. They are less swayed by monetary gain than they are by helping others. Their out-of-box thinking may land them in the creative industry as artists and writers. These high-integrity individuals also enjoy having a sense of autonomy to grow independently. Their creativity makes them suitable in many industries.

Jobs for INFJ: Therapist/counsellor, social worker, diversity manager

INFP – Altruistic and Creative

The expressive INFP type enjoys using their imagination to create satisfying work. Many are drawn to the performing arts or storytelling. With their deep ability to care for others, they may also end up in service or counselling roles. They do not like working in stressful or bureaucratic environments but will tolerate a lot in order to fulfill a personal mission to help others. They require a balance of independence and structure.

Jobs for INFP: Psychologist, writer/editor, HR development trainer

INTJ – Forward-thinking and Strategic

The INTJ type loves solving big problems elegantly and doesn’t enjoy waffling around. Small tasks can bore them and having to handle other people may seem tedious. They prefer to cut through the noise and find efficient solutions. They are highly committed to excellence. However, they may run the risk of alienating the people working around them due to their independence and disinterest in socializing.

Jobs for INTJ: Project manager, systems analyst, software developer

INTP – Innovative and Thoughtful

The contemplative INTP is often lost in thought and in an endless, internal debate of ideas. Their ability to brainstorm can be extremely useful, but they may struggle to move beyond the realm of ideas into actually bringing something to reality. Their rationality may make it difficult for them appreciate other people’s emotions, but they are not against connecting with others.

Jobs for INTP: Computer programmer, architect, economist

Rose Ho | Staff Writer



[Note: This article is second of a four-part series of posts.]

Self-knowledge is never a bad thing. With the general acceptance of personality tests being used in corporate settings, individuals have been doing evaluations of their personalities to see where they are best suited to work. Among the most popular tests, the Myers-Briggs Type Indicator (MBTI) defines 16 varieties of personalities based on a person’s placement on four trait spectrums: introversion (I) versus extroversion (E), intuition (N) versus observation (S), thinking (T) versus feeling (F), and judging (J) versus prospecting (P). This helpful (but not necessarily definitive) tool is available for free on websites like 16Personalities

Below is a guide for extroverted and observant personality types who are curious about what it may indicate for their careers. 

ESTP – Action-oriented and popular

Most likely to jump in and act, the ESTP type is bold and busy. They are great at networking and love to take risks. They detest rules and structure, making them somewhat difficult to control. Naturally improvisational, they excel at sales, negotiations, and performance, and thrive in competition. They prefer to be their own bosses as they tend to trust only their own instincts.

Jobs for ESTP: Investor, entertainment agent, athlete

ESTJ – Organized and stable

The responsible ESTJ type brings structure and dependability wherever they go. They are loyal and traditional, often having long careers in law or medicine. They are strong managers and highly organized people. They dislike people who are unprincipled or inefficient. Hardworking and steady, they serve as ideal employees.

Jobs for ESTJ: Business administration, pharmacist, lawyer/judge

ESFP – Energetic and fun

Incredibly empathetic, ESFP types tend to reflect the energy of the environment around them. They love to bring excitement to other people’s lives, perhaps through event/trip planning or through sales and consulting. They are resourceful and social, responding well to crises. Many also prefer to exhibit a personal style and indulge in their passions. They crave social interactions at work and desire to be well liked.

Jobs for ESFP: Event planner, paramedic, interior designer

ESFJ – Caring and social

The practical and helpful ESFJ type excels in many roles. They are organized and social, making them great team players. Due to their high dependability, they will not shy away from performing monotonous tasks at work. They value teamwork and are not afraid of wielding authority in a sympathetic way. Overall, they are optimistic and happy people.

Jobs for ESFJ: Teacher, healthcare worker, social worker

Rose Ho | Staff Writer



[Note: This article is first of a four-part series of posts.]

Self-knowledge is never a bad thing. With the general acceptance of personality tests being used in corporate settings, individuals have been doing evaluations of their personalities to see where they are best suited to work. Among the most popular tests is the Myers-Briggs Type Indicator (MBTI), which defines 16 varieties of personalities based on a person’s placement on four trait spectrums: introversion (I) versus extroversion (E), intuition (N) versus observation (S), thinking (T) versus feeling (F), and judging (J) versus prospecting (P). This helpful (but not necessarily definitive) tool is available for free on websites like 16Personalities.

Below is a guide for extroverted and intuitive personality types who are curious about what it may indicate for their careers.

ENFP – Sociable and enthusiastic

The energetic ENFP type is excited by all the possibilities around them and may struggle to settle on one career, perhaps ending up with many over the course of a lifetime. They are great communicators and enjoy the human sciences, like psychology and politics. They are also naturally curious and like to be able to push ideas and boundaries at work. These dynamic workers can work in many different fields.

Jobs for ENFP: Advertising creative director, TV reporter, event planner

ENFJ – Inspiring and charismatic

The ENFJ type loves helping others more than anything else and looks for meaningful work to do so. Common career fields are social work, teaching, and counselling where they can help individuals, but helping entire groups is also viable. They tend to focus on people and not on details, which can lead to stressful situations, but they can envision things in the long-term.

Jobs for ENFJ: Public relations executive, corporate trainer, sales manager

ENTP – Smart and engaging          

Seeking mental engagement is important for ENTP types. These people enjoy intellectual challenges and finding solutions. These versatile minds can work in many different fields although not all jobs will offer the kind of brain stimulus or autonomy that they crave. They can be very persuasive in their arguments and have little concern for other people’s feelings.

Jobs for ENTP: Entrepreneur, real estate developer, political consultant

ENTJ – Strong-willed and imaginative

Natural-born leaders, ENTJ types are driven, organized, and charismatic. Their forceful personalities can draw or repel people, but they expect the best from themselves and others. They are likely to become executives and entrepreneurs, pushing their visionary ideas out into the world and mobilizing others along the way. They are also skilled communicators and strategists and are very unhappy as low-level employees.

Jobs for ENTJ: Executive, lawyer, venture capitalist

Rose Ho | Staff Writer



With the rise of remote working and the prevalence of Zoom meetings, many companies have shifted to the video call method of job interviews. Although an easy, convenient time saver (no more travelling to a strange, new office building and sitting in a waiting room with other candidates!), it comes with plenty of its own special considerations. Poor internet connection and background noise can cause worry. And suddenly, not only is your outfit part of your first impression but your whole screen too! To mitigate anxieties, below are some tips for preparing yourself for video call interviews that will help you worry less.

Test the Tech

The day before your interview, make sure your computer is updated, the necessary software is downloaded, and your sitting area has a strong internet connection. If it is your first time using a piece of technology, like new headphones or webcam, try it out with quick video call to a friend or family member. Make sure they can hear and see you and vice versa.

Clear Your Space

When you’ve located the spot in your home with the least ambient noise and the strongest internet connection, clear away any visual distractions like piles of laundry or loose papers which can make you seem like a disorganized future employee. Pick a neutral-coloured wall to sit in front of or set up a makeshift background with curtains over a curtain rod or shelf. Make sure you are in a well-lit area.

Gather What You’ll Need

It can be a little awkward to switch back and forth between applications on your computer. Try to have your resume and other documents printed out on your desk for ease of reference. Set aside your phone so that you are not tempted to look at it while being interviewed, which could be perceived as a sign of rudeness. Have paper and pen ready just in case you need to make notes.

Pick Your Whole Outfit

Even though almost everyone has gotten more comfortable while working from home, avoid wearing casual clothes during your interview. A clean button-up shirt and proper pants (not pajama bottoms!) will put you in the right mindset and help you dodge embarrassment if you need to stand up at any point. Although the culture at the company you are interviewing for may be very informal, it is better to be slightly overdressed than underdressed.

Listen Carefully and Speak Slowly

During the actual interview, take your time and make sure you hear everything the interviewer says and asks. Speak clearly in case the internet connection gets choppy. Reduce distractions by changing the video settings so that you can focus on the interviewer more than yourself. Don’t get too stressed if there are technical difficulties that crept up in spite of everything you did to be well-prepared. Everyone has learned to be more forgiving so you can be too.

Rose Ho | Staff Writer



Don’t we all, to an extent, wish to be people magnets, surrounded by admirers, signing autographs, waving and smiling at the camera? Okay, maybe a bit too much! Nonetheless, an appropriate comparison. Celebrities often represent the best form of personality we all aspire to be. They seem to be perfect people persons who carry influence, style and positivity. Nowadays, we all are expected to become celebrities in our personal and professional lives, marketing our best versions to the world. If you wish to get that extra special treatment at a party or the consideration for a promotion, we certainly cannot overlook the advantages of being a people person. Note, a people person isn’t a people pleaser (a term with negative connotations) nor a highly extroverted individual (yes, most of us are not extroverted). All of us can strive to become the ultimate people person to gain advantages in the workplace. Here are five ways to be one:

Choose a Workplace That You are Passionate About

Working in a place that offers you learning, socializing and work experiences that inspire you will mean that you will come across to others as a positive and motivated individual. This means you will be prompted to pitch in ideas in meetings, and see that the end results of your efforts culminate in reaching the higher goals of the company that you are aligned with.

Prioritize Listening Over Speaking

Listen more than you speak. Show a genuine interest in coworkers when they relate something personal. It is easy for them to see when you aren’t actually paying attention, so mean it. This would mean putting in your part by speaking where necessary to keep up the flow of the conversation.

Behave Well, Really Well

You may think Victorian era pleasantries are out of fashion nowadays, but they are very much in demand at work. Words like “thank you” and “please” are still applicable, so are greetings like “hello” and “good morning.” Asking things like, “How was your past day (or the weekend)?” surely works too.

Help a Co-worker in Times of Need or Trouble

While you may be remarkably busy in your own work, it is never a bad idea to help a co-worker. Maybe they forgot to save a presentation and have an hour to submit it. Offer to take half of the work off their shoulders. Perhaps, they need to leave home early to attend to a sick family member. Jump in and take on their tasks for the day.

Have a Sense of Humour

Even if you do not know how to tell a good joke, you can for sure appreciate one. Laugh when it is appropriate to encourage positive relationship-building with peers. Relating something funny that happened to you in a stimulating way can surely uplift the mood of your co-workers.

If you wish to conquer the hearts of your co-workers, implement the five ways mentioned to become the ultimate people person.

Arslan Ahmed | Staff Writer



You’ve just aced an interview for a role you really want. What next? In the period between shaking the hand of your interviewer goodbye and the company’s next step in the hiring process, you can send a thank-you note. Before you think that it’s pushy or old-fashioned to do so, let’s talk about why it could be the move that lands you your dream job.

Show Your Interest

Many people apply to multiple jobs that they are not 100 per cent interested in, just to cast the widest net and see what offers they can reel in. Interviewers know this too. In order to make sure your name is still at the top of the list of candidates, tell them you are actually interested! Hiring managers will appreciate that you are serious about the role. The earlier you send a thank-you note, the better. Ideally, you should leave the note in their inbox within 24 hours of your interview.

Stand Out of the Crowd

You may be one of the hundreds of candidates that have applied or interviewed for the job. Remind the company of who you are with a follow-up note. It adds the personal touch and reminds interviewers that you are a human being, not just a name on a list. A handwritten note will make you stand out, but email is more efficient — you can determine the best format based on company culture. A tech company will expect online communications, but an old-fashioned office may be more inclined towards paper and pen.

It’s Classy to Be Polite

Displaying etiquette will let your interviewer know that you know how to behave in a professional setting. Soft skills are harder to view on a resume, but easy to demonstrate in real life. Politeness is an underrated quality that people always appreciate. People want to work with pleasant employees. Even if you don’t get the job, you’ll create a connection. When the next job opening comes along, the hiring manager may remember you and reach out if you are a good fit.

Note that the hiring process at many companies has become so automated that you may never get the contact information of your interviewer. In order to get around this problem, you can consider going to the office and leaving a note with the receptionist to deliver or looking up the email address of the hiring department on the company website. Carefully gauge what is appropriate and don’t breach anyone’s privacy.

How to Write a Thank-You Note

  • Start off with a simple greeting and make sure you spell the interviewer’s name correctly!
  • Thank them for the interview and show them that you appreciate their time.
  • Remind them what you talked about and which role you are in consideration for.
  • Restate why you would be a great candidate and highlight the relevant parts of your resume.
  • Sign off with another thank you and leave your contact information beneath your name.

Rose Ho | Junior Writer



Success in today’s global business environment can be more effective when executives manifest themselves as agents of change who reshape corporate culture to better apply knowledge and create a competitive advantage. Building on three aspects of corporate culture—collaboration, trust and learning—companies can continuously innovate and create new and valuable products and services through applying new ideas and knowledge. This can also inspire consultants to create effective cultural change in order to meet and exceed the challenges of today and the future. These practices can represent a complete answer to changes in today’s global market environment. 

Collaboration provides a shared understanding about the current issues and problems among employees, which helps to generate new ideas and solutions within an organization. Trust towards the leader’s decisions is also a necessary to allow for open sharing of knowledge. Moreover, the amount of time spent learning is positively related to the amount of knowledge gained, shared, and implemented. 

Executives can facilitate collaboration by developing relationships in organizations. An executive can contribute to a culture of trust by considering both the employees’ individual interests and the company’s essential needs. Also, executives can identify individual needs of employees and develop a learning culture to generate new knowledge. The next sections present a set of actions that can be taken by executives to build an effective corporate culture and the benefits to the company overall.

Building a True Collaboration Culture

To build a collaborative culture, executives need to improve the degree to which employees actively support and provide significant contributions to each other in their work. This can take the form of the higher-ups leading by example, consistently giving constructive feedback while allowing for people to learn from mistakes and making space for social events. In doing this, they can develop a collaborative environment in which employees are comfortable with collaboration between departments, they are supportive towards each other, and there is a willingness to accept responsibility for failure.

Creating a No-Fail Trust Culture 

To create a trust culture, executives need to maintain the volume of reciprocal faith in terms of behaviors and intentions. This takes the form of displaying honesty, vulnerability, and open communication. It also allows for employees to be themselves and feel comfortable voicing their opinions. In doing this, leaders can build an atmosphere of trust and openness in which employees are generally trustworthy, have reciprocal faith in the abilities, intentions and behaviors of others, and can make meaningful choices between the interests of the organization and the interests of individuals.

Cultivating a Successful Learning Culture 

To foster a learning culture, executives need to enhance the extent to which learning is motivated within the workplace. This can take the shape of formal and informal development programs, like training programs, role rotation, and external seminars and workshops.  In doing this, they can contribute to the development of a learning workplace in which employees are always learning and improving their skillsets.

This dynamic perspective of organizational culture points out the vital importance of corporate culture in shaping a company’s employee assets. Corporate culture constitutes the foundation of a supportive workplace to improve knowledge and performance. Fostering an environment of collaboration, trust and learning is a major internal resource for business success, and without a grasp on this idea, executives are bound to fail.

Mostafa Sayyadi | Contributing Writer



Earlier this year, Chris Hughes, a Victoria man, was awarded payment from Transport Canada after the Canadian Human Rights Tribunal ruled in his favor, demanding Transport Canada to compensate him with the salary and benefits he would have earned as an intelligence analyst— the job he applied for 13 years ago.

After admitting he had a mental illness during the job interview, Hughes’ candidature was rejected by Transport Canada. The company then blacklisted him and sent emails to federal government departments that tainted Hughes’ image, resulting in him becoming unable to find a job in his field.

Hughes’ case is a great example of hiring discrimination based on implicit bias toward mental illness. It’s possible for anyone to have implicit biases about something or a group of people. Unfortunately, whether we’re aware of our attitude or not, rejecting an aspiring worker based on beliefs and stereotypes not only hurts them, but also hinders the employer’s potential of finding the right candidate.

Chris Hughes’ case is also a human rights violation. Employers are required by law to give equal treatment without discrimination based on ethnicity, gender, age, disability, citizenship, and more. They must also give equal opportunities to women, Native American peoples, people with disabilities, and visible minorities. On top of that, employers must accommodate workers in a way that reduces or prevents discrimination in the workplace (including job duties). But workplace discrimination is highly common, and some of the most prevalent forms include racial bias, ageism, and mental health stigmatization.

Some may be rejected because of their non-western name alone. Resume whitening is a term referring to workers adopting anglicized names (or shortening their names) on their resume to seem more attractive to employers. Philip Oreopoulos, economist and researcher at the University of Toronto, conducted research in 2015 in Toronto, Vancouver, and Montreal about resume whitening. Resumes were submitted online across several disciplines with applicants’ real names, and other copies were sent with a mere name change. With all three cities combined, the study concluded that resumes with western names were 35% more likely to receive a call back than resumes with Indian or Chinese names.

The same study asked recruiters why they believed employers discriminate against applicants with non-western names, and they stated it was because employers worry that such applicants lack proper social skills and language fluency.

But just because someone’s native tongue isn’t English, doesn’t mean their language skills aren’t strong. Having workers from different ethnic backgrounds may bring in new customers or solidify relationships with existing ones if they see that there’s someone who looks like them; customers will feel more comfortable speaking with that worker, maybe even talk in their native tongue. Cultural diversity also brings in different perspectives, which creates innovation.

Older workers may be afraid that their age will be a barrier to employment. While employers might think that older workers aren’t up to speed with technology, the use of any tech device can be taught. Older workers are more likely to stay at the company for several years and remain loyal, unlike younger workers, who are usually more interested in moving up the corporate ladder, which means changing companies when a more attractive opportunity arises. Senior workers may have a larger and stronger network of professionals to tap into than their younger peers as well. On top of that, having several generations working together allows young workers to learn from older ones and vice versa.

According to CAMH, 39% of Ontario workers indicated that if they were facing a mental health problem, they wouldn’t tell their managers. Aspiring workers with mental illness fear confessing their issue will blemish their professional image. However, many people at work secretly have mental health problems they either hide from their employer or developed while working there.

It’s understandable why someone will want to hide their mental illness— employers could fear late starts, sudden absences, or erratic behaviour. But there are ways to lessen such behaviours. The Mental Health Commission of Canada (MHCC) released a report in 2018 that included solutions to hiring and retaining aspiring workers such as allowing flexible hours, extending lunch (for better rest), and discretionary use of sick days.

Again, sometimes biases are unconscious, but that’s no excuse for treating someone unfairly. Educate yourself and your employees on discriminatory workplace practices. There are several ways to prevent unfair hiring:

  • Include a thorough discrimination module as part of employee training in every department, followed by open conversations amongst coworkers.
  • Use software to screen applicants or mask the names of all applicants while reviewing resumes.
  • Implement bias interrupters: small adjustments to your hiring criteria, performance evaluations, worker compensation, and other systems that prevent or reduce discriminatory guidelines.
  • Design the work environment with people with disabilities and mental health challenges in mind.
  • Have an open heart and lead by example.

It’s important not only to educate yourself on hiring discrimination, but to continuously seek learning opportunities that will help you dismantle what you think you know about a particular group of people so that you can better your cultural knowledge and overall wisdom.

Joséphine Mwanvua | Contributing Writer



Let’s face it: The term ‘team building’ usually elicits groans and eye-rolls even when we were able to do it in person, and porting it now to the virtual world – in the format of yet another Zoom call – is not likely to elicit any better reactions. 

However, as more teams are now in a remote-work setup where face-to-face interaction is limited, there is a greater need for companies to find new ways to create a sense of personal connection and cultivate a strong, positive work culture, in order to keep employees happy and engaged.

Here are six ways companies can creatively engage teams and jump-start team (re)building in the new remote-work era: 


It could be as simple as introducing a company-wide, at-home fitness challenge, rewarding participants for hitting work milestones, or introducing a bi-weekly virtual ‘Coffee Chat’ to discuss a book or movie that everyone has watched. Even an optional after-hours ‘Cooking Club’, where people can learn new recipes and techniques from colleagues with different culinary backgrounds, can be a fun way for teams to connect with one another on a more personal level while physically apart.

Whatever you choose, finding new ways to get people participating in something outside of work will help foster a strong sense of camaraderie. Don’t be afraid to get partners and children involved either – involving employees’ families will help create a more personal connection to their colleagues that can have a positive impact on team morale.


Just as appreciated as physical items and gifts, non-tangible rewards are another great way to let employees know they are valued. Acknowledge hard work or a major milestone achievement with a day off for everyone, or give teams some flexibility with the option of starting later one day or shutting down the laptop early on Fridays. 

It’s also important to acknowledge that working from home comes with its own set of challenges, as some remote workers struggle to separate their work lives from their personal lives. Show that you understand this problem by encouraging them to take vacation (even if it is just a staycation) and then respect that time by leaving them alone during their PTO. 


Consider hosting monthly or bi-weekly virtual team-building events, mixing up teams of employees who don’t often work together and introducing a few games to lighten the mood and break up the cycle of daily work. 

There are literally thousands of options out there – a simple Google search will turn up everything from pub quizzes to escape rooms, at-home scavenger hunts to improv comedy classes, and even NASA-inspired lunar disaster scenarios and virtual murder mysteries


Gone are the days of getting dressed up for work or attending meetings with company-branded stationary. The reality is that most of us in the work-from-home setup have embraced a much more casual approach to work attire and have carved out a little niche in our homes as our new office space. We’ve also gotten wise to “below-the-screen” (vs. “on-camera”) wardrobe, where comfort is king. 

Consider getting everyone some premium-quality, company-branded jogger sweatpants, comfy indoor shoes, or a ‘go-to’ work top that can be used for team meetings just as well as client-facing calls (a black crewneck sweater with your logo works well), to take some of the thought out of what to wear to “work” each morning. 


For companies that are used to providing employee feedback in person, change your approach by engaging employees more frequently and adapting the questions to a remote-first situation.

Consider introducing quarterly or even monthly “Pulse Checks”, asking not only about their opinions on work performance or on the business, but also asking for insight on their mental, financial and physical wellness. Encourage employees to share their thoughts on how they are adapting to the new setup, if there is anything that would help improve their situation (a second screen perhaps?), and solicit ideas on how to improve morale. Also be upfront and sincere about your willingness to incorporate their input into implementing changes going forward.


The simple gesture of a personal thank-you is unfortunately underappreciated as a powerful motivator and culture-building tool. According to a Glassdoor survey on workplace retention, 81% of employees are driven to work harder when their boss shows appreciation for their work. That is a staggering number for what can be as easy as a personal note of sincere thanks or shout-outs during a team meeting.  

Although mass messages are an effective means of communicating, these don’t necessarily come off as thoughtful when used to show appreciation. Instead, opt for a personal phone call or draft individualized messages in Slack or e-mail, pointing out the contributions that an employee has made. This shows their individual efforts did not go unnoticed and will lead to significantly higher productivity and engagement down the road. 

These are just several ways companies can show appreciation and boost morale as we adapt to the remote-work era. For more ideas on how to build strong cultures in a virtual world, check out our company’s blog here.

Sean Hoff | Contributing Writer

Sean Hoff is the Founder and Managing Partner of Moniker, an award-winning corporate retreat planning agency.