There is a secret weapon in the fight against COVID-19: America’s urgent care clinics. While Americans have long relied on these walk-in clinics for help in overcoming ailments like the flu and mononucleosis, the fear of COVID has kept people away from healthcare centers across the country. Lacking adequate personal protection equipment, urgent care center visit volumes, decreased 50% almost overnight.

If you have implemented The Great Game of Business® and are making progress in your company, you might be wondering what the next step is. How do you sustain The Game and keep your team engaged in the long-run? Here are some tips and tools to keep your current staff energized, and bring new employees up to speed on your Great Game™ culture and practices:

Companies with the best people will dominate their market by 2020. Jack Stack has been saying it throughout this year as SRC focused on their 2019 Critical Number™: "People." But how do you attract, and maybe more importantly, retain the best employees? By providing them with more than a day job, but a career where they're learning, growing, and contributing to the success of the organization.

A few years back, we hosted our Annual Gathering of Games conference with the theme, “The Wisdom of the Crowd.” The event has always been a great place to learn from other open-book practitioners, and specifically remember this Gathering's opening keynote speaker James Surowiecki speaking about his book, The Wisdom of Crowds, which discusses how the collective wisdom of a group can outweigh the wisest person within the crowd. I was conflicted. How can the average of a group of contributors yield a greater result than that of the highest member in the group? For me, this was a hard-to-understand concept that seemed to severely oppose my traditional, mathematical thinking.

For the first time in our history, we have five generations in the workforce, each generation bringing a different perspective and their own set of expectations. Millennials are now the largest generation in the workforce, and employers must rethink their workforce norms. As diversity grows with this generational shift, employers across the globe are challenged to adopt best practices for building and maintaining a generational inclusive workforce to attract and retain top talent in their organization. In order to meet the needs of today’s workforce, here are four best practices to transform your work culture and build a generational inclusive workforce:

A strong corporate recognition culture not only inspires and motivates employees, it also attracts and retains top talent—a win for the company and a win for the employee. There’s nothing we like better at The Great Game of Business®! A recognition culture doesn’t happen by accident and it doesn’t happen overnight. Looking at best practices and tips can save you the trouble of reinventing the wheel—here are 6 best practices for you to consider when creating a recognition culture in your organization. 

Peter Drucker is credited with saying, "culture eats strategy for breakfast". Even in today’s tech driven economy, a company’s human capital is still the most powerful potential competitive advantage. Great work culture is incredibly hard to build and even harder to maintain. Usually, workplace culture is measured in terms of employee engagement. The cultures I admire most built their employee engagement around these strategies below:

The best, most successful companies feature highly participatory cultures in which employees routinely identify problems and share and implement ideas. High engagement cultures take a lot of work—the right information, the right team structure, management commitment, training time, and more. But a key factor that is often overlooked is the need to create a safe environment in which people feel comfortable dealing with conflict, taking risks, and trying new ideas. This blog talks about why this matters and how to get there. 

Fear. It can control any situation, including situations in the workplace. Fear of making mistakes, fear of criticism, fear of losing credibility to your peers and superiors, fear of feeling unprepared.... these all inhibit creativity and prevent what Dallan Guzinski calls "psychological safety," a feeling of safety allowing individuals to be comfortable  contributing ideas and feedback. Based on his experience working as Director of Culture and Engagement at The National Center for Employee Ownership (NCEO), Dallan introduces ways to build trust among your team and and more effectively solve serious workplace problems through classic improv techniques. 

When you hear the words “cheap and easy”, you might not automatically think of rewarding and recognizing the folks on your team. However, that’s exactly what your employee recognition program should be: an affordable, habitual pattern. While there is value to an occasional blow-out celebration, your employees will feel just as appreciated with frequent, small reminders that they are important. Take a look at some of these super-simple ways to show appreciation to your employees and improve workplace culture.

  What puts the-best-of-the-best in open-book management above the rest when it comes to an engaging workplace culture? We've asked this year's All-Stars how they have transformed their businesses to create a top-notch culture that promotes engagement and accountability throughout the entire organization. Check out what they said below!

At the 26th Annual Gathering of Games, we had the opportunity to host Gregg Stebben from ForbesBooks Radio as he interviewed participants from this year's conference. In this interview he highlights Kiolbassa Smoked Meats, a Texas company that has passed down traditional techniques three generations to current President, Michael Kiolbassa. Check out his interview below!