6 Key Considerations to Creating a Great Workplace
In today’s rapidly evolving business environment the only certainty is that there isn’t any. Competition is fiercer, e-commerce is disrupting established business models and organisations that don’t understand how to truly value their most important asset, their people, are set on a pathway for failure. The fact of the matter is that employees are attracted to employers that appear to have great working environments. Just look at Google, they would literally have candidates knocking at their doors. Here are 6 ways an organisation can go about creating a great workplace that’s conducive to retaining good employees and attracting the best talent for their future needs:
1. Transparency in communication
There’s no point in attempting to create a great work environment if there’s a lack of transparency in the flow of communication from upper management. Keeping your workforce out of the loop with regards to developments or relevant news is not only unadvisable from a business perspective because it discourages diverse viewpoints, but it also infers a lack of trust towards the workforce. Whilst every organisation should embrace a comprehensive confidentiality policy, it’s just as important for co-workers to be informed about major projects so as to encourage trust and thus, motivate them to perform.
2. Opportunity to develop
Once you’ve attracted some great candidates to your business, what happens next? The answer is simple – you need to give them a compelling reason to stay! One of the most valued reasons to stay is tied to the opportunity to develop new skills and grow professionally. If employees know they’re a valued asset, and more importantly, know that their organisation values upskilling and development, they will feel compelled to perform and deliver impressive results. Similarly, employees are more likely to enjoy working in an environment where they’re provided with challenges and more importantly, the tools to succeed. A great workplace will provide employees with relevant training and afford incremental jumps in responsibility over time and as a result, the remuneration to match.
3. Free from toxic elements
All great workplaces follow a basic rule – they make is impossible for undesirable elements such as bullying and harassment to breed. Organisations need appropriate policies and procedures in place to effectively deal with any breaches. This is an aspect that also needs to be embraced by the leadership team and articulated in the organisations’ norms and expectations.
4. Listen to your people
People love to talk, so why would any organisation let their workers talk negatively about their workplace to their family or friends rather than having an open discussion with their boss? Workplaces that don’t encourage open communication are counterproductive for the following reasons. Employees are the experts when it relates to what’s working well and vice versa, so failing to take their views into consideration conveys a lack of care. Organisations need to create a safe environment in which employees can facilitate open and frank discussions. The people in an organisation should be seen as an asset and when they speak, their voice needs to be heard and, where required, their feedback needs to be translated into action.
5. Set a clear vision and stick to it!
Leaders that set a vision from the outset without the intention of carrying it through are setting the organisation up for failure. For employees to effectively perform and maintain a sense of purpose, they need to understand the required behaviours to achieve the organisations’ vision. Any significant changes or deviations from these goals will simply create frustration and reduce their willingness to perform.
6. Understand that employees will not stay forever
Managers must understand that employees, especially in modern businesses, need to keep their best interests in mind, just like the organisation itself. Sometimes, this means a change of job is simply necessary to suit their career progression or personal circumstances. For example, a University Graduate may decide to pursue other opportunities after a year or two in their first job, once they have a good baseline of experience. It’s important that organisations are open to this – understand their workforce is not a permanent fixture and that employees must be supported throughout their tenure, even upon departure.
If you need some pragmatic and contemporary advice on how to ensure your workplace is a great one and that you’re getting the most out of your employees, please get in touch with the Perks People Solutions team on 08 8273 9273 or firstname.lastname@example.org