Every organization has its own distinct culture, shaped by its values, priorities, the people who work there, and much, much more. What’s considered a healthy work culture? It’s one where employees feel valued, safe, comfortable, and flush with opportunity for growth.

No matter the industry or profession, in today’s fast-paced business age, you undoubtedly spend the majority of your waking weekday hours at work. The benefits of a positive work environment are well-documented: Creativity, productivity and happiness go up while–like a counterweight–stress levels sink significantly.

If you are not focused on making sure that your employees are happy in their jobs and with your overall company, then my dear employer you are doomed

There is no one size fix all nor a formula which you can blindly implement to make this successfull. However there are a few fundamental steps if executed in a phased manner can yield wonderful results thus resulting in happy employees

1) Hiring. This is the single most important factor. Everything that your company is now and will be depend on your hiring strategy and processes. You either onboard classy talents or miss those top class talents to your competitors depending on how awesome your recruitment process is.

A few things to consider here: Respect candidataes who apply for jobs. Treat them equal & fair. Never ever take them for granted. Your interview panel should consist of people with not just subject knowledge but through and through. Have 1 bad apple in your interview panel, & your recruitment process goes haywire and you will end up lossing on top talents

Google is the market leader here. They are fantastic at broadcasting their culture of innovation, and have 3 million applications each year to show for it!

2) Employee Engagement. Now that you have onboarded top talents, it’s even more challenging to retain them (for a long term). Having employees who are “emotionally and psychologically attached to their work and workplace”—is crucial to creating positive employee relationships and a successful bottom line. A recent Gallup Poll found that only one-third of the American workforce feels engaged at work. They also found that highly engaged employees are 17% more productive and have a 41% lower rate of absenteeism.

In order to increase employee engagement, you can:

  • Hire and develop great managers. A healthy work culture starts at the top.
  • Provide managers with the resources they need. With the proper resources for hiring the right people, your managers can in turn build effective teams that are motivated and engaged.
  • Set clear, achievable goals—together. Employees need to be clear on the goals set for them as individuals, for their team, and for your company. In order to be meaningful, these goals need to relate to their daily experiences and be ones that they believe are actually attainable. When employees are involved in goal setting, it makes them almost four times more likely to feel engaged at work.

3) Create a safe environment. There is nothing more damaging than toxicity in a professional environment. It stifles new ideas and inhibits collaboration. Creating a safe work environment means eliminating negative personalities and respecting every idea–whether it’s from an intern or a tenured senior team member. Lead with honesty, integrity and vulnerability to help your employees feel safe.

4) Perks & Benefits. There are so many new trends in company culture: flex hours, team building, open workspaces, unlimited paid time off, bringing pets to work–and the list goes on. It’s easy to be tempted by what may seem like worthwhile workplace perks or try to replicate what competitors are offering. However, the same tactics don’t work for every company. Don’t get carried away and distracted by the latest professional culture craze. Analyse what works for you. Check constantly what your employees need and act accoridngly.

5) Foster Continuous Improvement. This is a fundamental strength for a cultural transformation. Through such impactful programs, employees feel connected to your mission, and to your success, because they are empowered to make decisions that affect positive change. Employees feel belonged, they care for your company & customers. Equip all your employees with tools & resources that’s esstential for them to keep a pulse on your company’s vision and mission.

6) Focusing on the negative. As a leader you have a large part in setting the tone of the company. Be watchful of your mood and what type of energy you are spreading to your team. If you believe there are negative elements to the current culture, walking around moaning about them won’t help solve this.

If you want to be known as a friendly person or colleague who brings positive energy to the office, start with proactive suggestions on fixing the problems, rather than complaining or spreading negativity.

Work to banish negativity in your company before it starts spreading.

7) Improve communication with employees. While once-yearly performance reviews used to be the standard, the one-sided design of these interactions is giving way to more progressive forms of employee communication. What today’s workers want is ongoing feedback, clearly communicated goals, and a collaborative work environment which they feel is fair, relevant, and encouraging.

8) Employer Brand. A strong employer brand attracts and retains workers. It turns them into advocates for your company and it differentiates you from the competition. Companies like Glassdoor offer company reviews, CEO approval ratings, salary reports, interview reviews and questions, benefits reviews, and more. This gives anyone the ability to see how former and current employees rate your organization, meaning job candidates are literally able to shop around for the jobs and companies that they like believe will meet their needs and make them happiest. Employees have become the consumers of the workplace.

Finally, creating an awesome culture is not a one time process but an ongoing process. A positive company culture needs constant tending, and direction. You should make it a regular occurrence to review how things are going, and what areas you should focus on for the next quarter, six months or year

 

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