It is crucial to feel comfortable at work because you spend one third of your life there!
For your employees to have a sense of pride and belonging in the workplace, it’s important to have a healthy and positive work culture. One of the most important criteria is that employees feel free to share their opinions, address their concerns, and speak up for their needs. Employers need to be open to two-way communications and feedback. The culture in a workplace can often become a deciding factor for new employees.
This has become one of the biggest priorities for businesses since the pandemic. Many organisations have focused on making their employees feel safe, engaged, inspired and productive.
Research shows there are many factors to consider when building a positive work environment. Some suggestions are:
- Maintaining friendly relationships with co-workers
- Providing support for one another by offering kindness and compassion
- Trying to find solutions rather than blaming others when things are not going smoothly
- Treat others with respect
- Show gratitude and integrity
This kind of culture makes employees feel comfortable, at ease, and not stressed when they come into the office. The above suggestions lead to better connections followed by a culture of collaboration among team members. This in turn contributes to the growth of the business as a whole.
To increase productivity (and therefore profit), employee engagement plays an important role. People want to find the sense of purpose from what they do – after all, it’s one third of their life that they are selling to someone else.
Once they figure how they fit, engagement follows. It is essential for organisations to set clear expectations and regularly keep in touch. Helping to guide the employee’s performance by outlining objectives and encouragingfeedback when needed. It is important that businesses maintain accountability across the organisation, making sure that everybody understands the boundaries, expectations, and how to measure success. With a clear goals and proper planning, this win-win situation can bring the organisation to the next level.
An employee’s motivation to work can be influenced by their work environment. Naturally, as human beings, we like to earn praise. Genuine recognition for employees’ output, efforts and contributions are important – it is encouragement to keep up the good work. We all know how discouraging it can be when you have been putting in your greatest efforts, reaching your target goals, but for some reason it goes unnoticed or unappreciated. It’s deflating and is difficult to come back from.
The Gallup Strengths Survey has revealed that over one third of the workforce needs – first and foremost – to be recognised. People who feel heard, valued, and appreciated at the workplace have more motivation, a sense of pride, and would not hesitate to go the extra mile for the company or your clients. Recognising and rewarding your employees is likely to increase levels of accountability, responsibility, and initiatives.
As an employer, it is common to have one or more employees they consider ‘favourites’ (like the teachers’ pet) and sometimes, they might not even realise they’re doing it. However, the reality is that the injustice of the situation can seriously affect the entire team. It can have a crucial impact on teamwork and communication, employee relationships and eventually lead to diminished performance. If the ‘favourites’ are receiving better benefits, more attention, or greater opportunities, others are likely to develop a ‘it will never matter’ type of attitude leading to feelings of resentment, directly affecting the motivation and engagement of the employees. Favouritism can deteriorate workplace culture and change it from harmonious to hostile.
A light conversation or some chit-chat with a team member may not seem a big deal, but it can become gossip if it’s negative, inflammatory and / or embarrassing to the person being spoken about. Managers may choose to turn a blind eye to gossip, but It can result in toxicity and undermine a positive work environment.
People like to feel part of a group – a sense of social belonging is a fundamental psychological need for humans. Gossip can become a cycle of back and forth, which can become messy and costly to a business. As people frequently talk about the company, their colleagues, and their managers, they take a partial truth and exaggerate, or they discuss another person’s flaws with a magnifying glass. If it’s not managed, it disrupts the business, creates conflict, and causes stress and anxiety for other employees. Implementing a no-gossip policy might be needed for small businesses.
Organisations with a good workplace culture can:
- Increase engagement
- Provide job satisfaction
- Increase productivity
- Retain employees
- Increase collaboration