When it comes to job satisfaction employees consider company culture to be more important than salary, according to a study by Glassdoor.
To attract and retain the best people for the job you need to build strategies to grow a positive workplace. Now that Covid-19 has caused you to reflect on what is really important, this is the perfect time to decide how you want your future to be.
The phrase workplace culture may sound like a buzzword but all it means is what it is like to work for an organisation.
An assessment of workplace culture looks at, for example, what the employees’ shared values, beliefs, attitudes, and assumptions are. Furthermore, it checks whether they practice what they preach in their everyday actions.
A good workplace culture grows an environment of passion, collaboration, and innovation.
Signs of toxic company culture, on the other hand, include:
The leadership and structure of an organisation can have a huge impact on the workplace environment.
Workplace culture strategy trickles down to every avenue of the business. For instance, morale, teamwork, productivity, efficiency, staff retention, job satisfaction, and business performance are all factors influenced by the company culture.
Define your desired culture. Is your current workplace culture up to your desired benchmark?
How healthy is your workplace culture? Is your team as motivated, collaborative, and engaged as it could be?
To identify what improvements need to be made to your company culture you must assess the current state of things. Take our free survey for an accurate assessment of your people and culture practices.
In the thick of it, you might not be able to see the wood for the trees. Therefore, you may get more value out of this exercise by bringing in an expert pair of eyes to assess it.
ACTION: Get a clear road map aligned with your business strategy to improve workplace culture.
You can’t know what you’re doing until you know why you’re doing it. Businesses whose staff don’t understand business goals show symptoms of dysfunctional workplace culture.
Specify demonstrable actions that employees can make day-to-day in the workplace. These actions should directly relate to your company values.
A focus on hiring for cultural fit will also feed into your recruitment strategies as your business grows. Find out 3 steps to hiring for the company culture you want to create.
ACTION: Set measurable performance indicators that are linked to your organisation’s values. This will help employees feel personal responsibility and pride in upholding your company’s ethos.
Effective leaders foster an environment that makes collaboration easier. Open and honest communication channels, for instance, are a must.
How well does your team communicate with one another? Do your team members feel threatened by feedback? These are the kind of questions you need to regularly ask yourself if you are managing a team.
Encourage your staff to interact with different people in the business to nurture a more collaborative environment.
ACTION: Foster open, respectful, and honest two-way communication channels between your employees. Identify the best ways to give and receive feedback.
A positive workplace makes all employees feel valued, nurtured and supported whatever their gender, colour, or sexual orientation. Ensure all of your employees have access to equal opportunities to thrive in your workplace.
Be inclusive by making individuals feel that their differences are valued. Strict zero-tolerance policies and comprehensive complaint procedures on workplace bullying are essential.
ACTION: Listen to your employees’ grievances and suggestions for improvements. You can track your progress with 360-degree feedback surveys.
If you are a business owner or manager consider what you can do to improve your staff’s business leadership skills.
Workplaces with a good company culture actively encourage staff leadership training. Having a more accountable, innovative, and passionate team, for example, will build a more agile culture, reduce complainers and strengthen your business from the ground up.
ACTION: Nurture your inner leader and grow other leaders in your business with leadership training workshops, for instance.
Big or small, every organisation needs to regularly review its company culture and put strategies and processes in place to help their employees thrive.
Without these strategies, business cultures start to operate less efficiently and less productively. Often it’s the customers who first notice the emerging cracks.
"Coaching with Ben gave me a great opportunity to reflect and explore strategies, tips, and tools to improve ways of working and to work through opportunities & challenges. I really valued the focused discussion on specific areas to support my growth and development. I highly recommend working with Ben."
- Manager, National NFP
"In a challenging role in a new organisation, coaching with Paula was the ideal time to reflect, problem-solve, brainstorm options and arm me with next steps in all areas - from staffing, internal politics and relationships to tackling key initiatives. The sessions were by video and face to face, both equally effective. Using video allowed for easy integration of sessions into my busy workdays without any hassle. Paula’s style of coaching quickly built trust so I felt safe being vulnerable, quickly getting to the heart of a number of issues and propelling me and my performance forward significantly!"
- Executive GM, People and Culture
"We used the Harrison Assessment tools followed by a debrief with Susan, for career development with staff, which then allowed us to work with Susan to create a customised 360 degree review process. Susan has a wealth of knowledge and is able to offer suggestions and solutions for our company. She is always ready to get involved and takes the time to show her clients the capability of Harrison Assessments. "
Jessica Hill - Head of People and Culture, Choice
"Balance at Work are the ideal external partners for us as they completely get what we are trying achieve in the People and Culture space. Their flexibility and responsiveness to our needs has seen the entire 360 approach being a complete success. The online tool and the follow up coaching sessions have been game changers for our business. The buzz in the organisation is outstanding. Love it! Thanks again for being such a great support crew on this key project."
Chris Bulmer - National GM Learning and Development, ISS Australia
"The leadership team at Insurance Advisernet engaged Susan from Balance at Work to run our leadership development survey and learning sessions. Susan was very professional in delivering the team and individual strengths and opportunities for growth. Susan's approach was very "non corporate" in style which was refreshing to see. I can't recommend Balance at Work more highly to lead employee and team development sessions."
Shaun Stanfield - Managing Director, Insurance Advisernet