How to make an organisation a better place to work
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- 24.02.2021
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Let's see from the perspective of employees Do they wake up every morning raring to go and look forward to yet another inspiring day at work or do they drag themselves to office every day? These days working individuals spend almost one-third of their lives at their workplace with a major part of their productive lives dedicated to their organisations.
The big question: 'What makes an organisation a great place to work? Dialogue, feedback, communication, and trust are the key factors on which we base our human resource approaches and these values form the bedrock of our high performance culture. As a boss or an employee, here are a few steps and measures that can help you in making your organisation a great place to work: 1. Treat employees with respect Every employee is a valuable human resource who needs to be cultivated, nurtured and respected.
Unlike stock, capital and other inanimate resources, human resource is not expendable. It takes much time and effort to train individuals, and replacing them at will is neither easy nor amenable to the organisation's interests. Therefore, respect towards its employees should be the core value of any organisation. As a manager, if you treat your employees with respect and dignity, they will automatically reciprocate this sentiment to the organisation.
Communicate with your employees, respect your subordinates, listen to their views, implement their useful suggestions, and make them feel valued. This approach not only makes employees feel valued, but also gives us a safety valve to release any pent up pressure or sentiment. Adopt greater flexibility With changing times, the pattern and ways of functioning in an organisation are also changing. This flexibility should not only be expected from them, but also be extended to them.
So, the strict log in timings can be taken away in favour of flexi timings, and the employees can be allowed a few days of work from home arrangement to provide them a more comfortable and accommodating environment.
It's imperative that your team has an easy and efficient way to connect with one another and to share crucial information. In addition to improving your communication and collaboration tools, another crucial step to take is simply defaulting to transparency. This is primarily a mental, rather than a logistical shift. Instead of asking "is it absolutely necessary to share this? Here are some other ways to embody transparency in your organization: Share successes If you're going to do one thing, start with this.
Openly share and recognize the successes of individuals, your teams, and your organization with everyone. It's a major motivation boost for the team to hear the positive results of their hard work. Share challenges You hired the best and smartest people in the room for a reason. This doesn't mean you need to share every minutia of every logistical challenge, but when it comes to solving complicated challenges, several minds—especially when those perspectives come from diverse backgrounds —are more powerful than one.
Save this list as a PDF and send it to your coworkers! Recognize and reward valuable contributions Did you know that companies that emphasize having a recognition-rich culture also tend to have dramatically lower turnover rates? A lot more than you think. Try our Cost of Employee Turnover Calculator to find out in a matter of seconds: If you'd like to see that kind of impact on your own turnover rate, you can. Most importantly, get everyone in on it!
Employee recognition doesn't have to come exclusively from the top. It's often even more impactful when recognition comes from all around—from leaders, from peers, from everyone. Peer-to-peer recognition is the most effective method of infusing recognition into your culture. Peer-to-peer recognition also dramatically reduces the managerial overhead required to make sure everyone's being recognized for the work they do.
If that doesn't convince your leadership team to invest in recognition, our webinar about securing executive buy-in might. Employee appreciation is also a great way to organically build stronger relationships between coworkers—which is the next step towards building an outstanding company culture. If you need to start somewhere, start with employee recognition. Learn more about the power of recognition in our free Guide to Modern Employee Recognition.
Cultivate strong coworker relationships Having strong relationships at work drives employee engagement , but it doesn't happen automatically. Building strong coworker relationships takes time, effort, and sometimes, dedicated team-building activities. Our list is fun! Think about both the physical and cultural environment in your own organization. In addition to providing spaces focus, productivity, and collaboration, something that many offices miss out on are these collision areas.
For example, think of where you eat lunch. Is there a dedicated kitchen and eating area? Or is there only a microwave, and then everybody goes back to eat at their desk? If your organization is hybrid or remote-first, you can still encourage organic collaboration and collision areas! Embrace and inspire employee autonomy No one likes to be micromanaged at work. It's ineffective, inefficient, and does little to inspire trust in your company culture.
You hired them, so you should trust your employees to manage their responsibilities effectively! There are a few ways you can inspire employee autonomy , like allowing employees to exercise choice, letting go of the hour work week concept, establishing autonomous work teams, creating decision-making opportunities, and reining in overzealous bosses and coworkers who tend to hover or bully others.
Embracing your team's autonomy allows them to make the sometimes difficult, but incredibly rewarding, leap from being held accountable to their responsibilities to embracing accountability as they begin to take on and own their initiatives. Save this list as a PDF engage 5.
Practice flexibility Many companies have begun to understand the value of providing their employees with added flexibility. It can improve morale and reduce turnover. Workplace flexibility could mean many things, from a parent stepping out for a few hours for a school event, to work-from-home opportunities, or an employee taking a much-needed sabbatical. If you're unsure how to begin implementing a policy of flexibility in your workplace, start here: The Dos and Don'ts of a Flexible Work Schedule.
Communicate purpose and passion Over the past 40 years, researchers have confirmed that people have an inherent need and desire for meaningful work—work that they experience as significant and purposeful. Today, experiencing a sense of purpose in work seems more important than ever.
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