Research has shown that a good workplace culture can increase staff motivation, engagement and, ultimately, profitability for a business.
But developing and implementing an effective culture does not need to be a difficult task. There are a few simple, and every day, things businesses can do to get started:
1. Create a culture from within
Involve your employees in the process - what do they think is being done well; what’s missing; what can be improved? By listening, you can make improvements and develop a culture which works, on balance, for everyone.
2. Effective people management
Managing a business is one thing, but managing the people in your business is another. With so much of our time spent in work, our working environment has a huge impact on our wellbeing. Everyone is different. Investing in individuals increases staff engagement and, therefore, a person’s fulfilment in the office and their role within it.
3. Work with your employees
Aside from yourself as owner or manager, no-one else knows your business, and its goals, like your staff so listen to the people around you. Do your employees share your business values? Do they think your goals are achievable? Trust and empower your employees to be decision makers and have a say in how the company is run.
4. Value your employees
In carrying out their role, people want to know they are making a difference. Your staff are, after all, key to fulfilling the interests of your business. Are they happy doing it? Carry out regular performance reviews. People love feedback on how they are doing so be open and honest with this. Setting objectives and targets enables people to know exactly what is expected of them and what they will get when they achieve this.
5. Communication is key
Ensuring two-way open and honest communication exists will pay dividends for you, your staff and your business as a whole. Everyone is, after all, working towards the same goal. They want, and deserve, to know what is going on. However, they should also feel free to talk about what is going on with them. If communication is stifled, this can lead to problems if employees do not feel they can open up and share both their successes and their issues.
6. Develop your employees
Businesses hire people because they have the skills to do the job they want and need them to do. But investing time and/or money in developing people and their skills can lead to them becoming ‘masters’ of their trade/vocation, which will benefit not just the people but your business as a whole. Give people autonomy over their tasks and time and ensure they have the right tools to carry out these tasks effectively.
7. The bigger picture
As well as developing existing skills, people also want to feel they have a say in the direction of their future career. This gives them a sense of purpose and cements where they fit into the bigger picture. In an ideal world, what do your team want to do? Can this happen? If so, give them a plan for this and if it can’t, let them know. By managing expectations, it allows staff to make informed decisions regarding their own future.
8. Working environment
Ensure your employees are working in a good office environment; make it a place they want to spend time in. If it suits your business requirements, you may also think about more flexible working environments, with people choosing to work from home or other locations, how and when they do their work, and working hours driven by their deadlines and workload.
9. Reward and recognition
From a simple thank you to employee of the month, to structured salary scales linked to performance - find out what works for your team and be open and transparent with your chosen reward and recognition mechanisms. The importance of employee wellbeing is also being highlighted more and more, with fit and healthy employees tending to be happier and more motivated. They also take less sick days so think about what benefits you can offer around this, e.g. gym membership, health care etc.
10. Don’t ignore ‘traditional’ HR processes
Staff members will be recruited, trained and measured against your core company values. Performance management, appraisals and 1-2-1s naturally then become a more proactive and relevant exercise, driven by the employee rather than the employer. This way, you can ensure everyone is truly working towards the same goal and is proactively engaged in the business and their own development.
by Kelly Tucker, Director of HR consultancy, HR Star.