Every organization has a collective goal to aim for and every member needs to play an active role in reaching it. To do that would require building a work environment where trust, respect, and teamwork are central. This is why your role as an organization head includes providing employees with a supportive and empathetic work culture.
It’s easier said than done owing to the complexity of human nature but it’s nothing far from possible. You can only achieve a positive work culture when you can implement changes that engage every employee’s needs. The challenge is making sure these changes cover the diverse range of personalities and principles that exist in the workplace. Here’s a guide to fostering a work culture where each person is emotionally and professionally invested in accomplishing collective goals:
1. Define the meaning of “a positive work culture”
Every organization has its take on how an engaging work culture should look and function. You wouldn’t want to use other companies as a benchmark. You will be better off describing your organization’s values and using these to draft out an ideal that everyone on the team should aspire for.
It’s only a matter of asking what’s best for each member of the company and the company itself. From this, you will be able to develop a definition for “a positive work culture” that’s unique and caters to individual and collective needs.
2. Empower and encourage supervisors
As the leader of your organization, you will need to make sure that middle-management members play an active role in implementing your core values in their respective departments. By providing ample support to supervisors, you’re not only helping them excel professionally but you’re also helping them provide the same level of support to the people they manage. This allows you to create a collaborative environment where everyone has a chance to grow.
3. Never sweep conflicts under the rug
There is no such thing as a perfect team where conflicts don’t arise. Considering the diverse range of personalities and opinions that shape your organization, you will have to expect disruptive friction at certain points. Instead of waiting for cooler heads prevail, implement a protocol for resolving disputes, from minor ones to more severe cases.
The earlier you deal with conflicts, the less likely complications will arise. When it comes to issues like sexual harassment, you will have to put your foot down and request a Title IX investigator to intervene. Ignoring cases like these is indirectly normalizing them in the workplace.
4. Emphasize a good balance between work and life
For employees, it matters more to them that they can reserve time and energy for the best things in life. Office pizza parties and karaoke nights might infuse a bit of excitement, but there’s nothing that people in your organization want more than their emotional and social well-being.
Never encourage a work culture where working overtime is acceptable as much as possible. It also helps to avoid getting employees to work during the weekends, especially holiday observations. Set healthy limits that can help them see that the organization cares for the personal time they spend outside the office. This will help them become more productive and elevate the quality of their work.
Endnote
Building a positive work culture is all about looking out for your employees. When you get to understand their needs and know how best to engage, you give them a good reason to stay for the long term.
Featured Photo by fauxels
