Grow your culture with actionable content

According to Harvard Business Review, “likability” is one of the key characteristics of effective leadership.

Kudos images and Kudos gifs are fun ways to show appreciation at the office and add a little variety to your regular Kudos-giving. Here’s what you need to know about them.

Matter was on the brink of failure before it even began, simply because we couldn’t get email deliverability to work. This post shares our mistakes and learnings.

Creative solutions to problems don’t arise in a work culture that doesn’t value creativity. It must be ingrained in the culture.

It’s important to expand your bandwidth, get equipped, and support your team during these sensitive times. Here are the top five professional and soft skills to keep under your belt amid COVID-19.

According to Forbes, true leaders “take all the facts into account.” Candid leaders understand that cultivating trust and openness means being direct when sharing any information. In the long run, decisions that are made based on facts will simply save time and avoid doubt among teams.

When leaders are clear with their teams on goals, expectations, and success, it adds a better sense of direction and clarity to their work.

Based on Merriam-Webster, mentee definition is "one who is being mentored." Essentially, a mentee is an individual who is willing to learn and be coached from a senior person.

Truth is, delivering constructive feedback is not always easy. There's a distinct line between feedback and criticism, and oftentimes those giving feedback blur the lines. To be specific, feedback and the words you use may alter your feedback to sound more like criticism and negative.

Unlike criticism or negative feedback, constructive feedback is used to instill confidence in your team members while telling them how they can improve. The primary difference between constructive and destructive feedback is the outcome.

Our call to adventure in crafting Matter’s first product video and the mission to share Matter with the world.

Julie would describe her role as a manager as “trial by fire.” She felt unprepared to lead. Things like learning how to hire, interviewing, setting up processes, or communicating with big and small groups were essentially by trial and error.