How to Build a Positive Workplace Culture
Employees are attracted to companies with good reputations. This may mean that they have a track record of financial success, or that they produce superior products. Often, however, prospective workers are interested in a company’s workplace culture. They want to know what the atmosphere is like, so they can decide if it’s an environment in which they feel they can thrive or not. Here are some of the major characteristics that employers can develop to make their businesses more appealing to recruits.
Of course, every day will not be sunshine and rainbows. Every company deals with stressful situations. But a workplace culture is often more about a company’s attitude towards dealing with challenges more than their methodology. A business that defaults to positivity and values creative problem solving is always attractive to job candidates.
In the hustle and bustle of the workday, many companies lose sight of the importance of (and the opportunities presented by) good listening. To begin with, open channels of communication between staff and management are essential to the functional operations of a company. People need to feel able to ask questions, raise concerns, and air grievances. In addition to that, however, a company with a great workplace culture recognizes that a good idea can come from anywhere. Rank and file staff members should be empowered to pitch ideas through proper channels to make improvements and be applauded for doing so.
A little recognition goes a long way. Beyond recognizing top performers, your company needs to lift up “idea people” as we discussed above, and workplace cheerleaders who have bought into the culture and work to get others on board. Contagious enthusiasm is an asset a company can’t acquire; it can only come from an employee who believes in what they are doing, and that should be commended at the highest levels. On a smaller scale, train yourself to acknowledge any improvement made by a direct report. Letting them know that you notice and that they’re on the right track is worth a lot.
Finally, you must always work to foster relationships in the company. In the day-to-day sense, this means making sure people know each other and understand what people in other departments do, and how it relates to the end goal. In a bigger picture sense, you should encourage mentorships, whether formal or informal.
People with “good jobs” leave “bad companies” every day. Use these tips to not only give them reasons to stay but to look forward to coming into work!