Businesses often talk about ways to improve teamwork within the organization and how this benefits the entire structure. But only a few recognize the importance of workplace culture as the key to fostering this teamwork every business owner so much craves.
Studies have seen that happy, engaged teams are more productive, innovative, and collaborative. These teams are more loyal, have lower turnovers, and perform 50 percent better than less involved work units.
Happy employees who enjoy their work tend to apply more energy into it, compared to their disengaged counterparts who merely show up for the sake of getting paid.
As logical as this sounds, the unfortunate reality is that many business leaders seem hesitant about confronting this aspect of workplace culture. Perhaps this uncertainty is due to the daunting nature of effecting significant changes throughout the organization. The few who seem to grasp the value of “making employees happy,” on the other hand, don’t know how to go about it.
Business leaders worldwide should understand that workplace culture is, in essence, the integration of the company’s values into operational tasks. Culture in the workplace serves as a guide in employee decisions and interaction with work peers. It provides logical and consistent cohesiveness in action by a group of unique individuals. Investing in workplace culture and employee engagement is rewarding, regardless if it’s done incrementally or implemented as a major shift. When creating or refining a workplace culture, it is essential to note the six essential elements that make up the whole.
1. Purpose
As the owner, you can present your organization’s mission and vision as your employees’ shared purpose. More than the financial metrics, promote a genuine appreciation for the organization’s goals and aspirations among your team. Aligning the organization’s objectives with your employees’ common goals (and vice versa) helps make team members feel that their jobs mean more than just paychecks and 401(k)s.
2. Identity
What organizational values do you share with your employees? Build upon the values that intersect and promote the behaviors and mindsets that demonstrate your values and unity in working together toward these similar objectives. Make your employees feel they belong to a cohesive unit that trusts one another.
3. Trust
Do your team members feel secure that they can be genuine in the work environment where they can maximize their uniqueness without facing the threat of rejection? Is there harmony in collaboration and unity even in failure? It is crucial to encourage independent thinking and welcome initiative for collective success.
4. Empowerment
Employee empowerment is founded on trust and accountability. It is crucial to allow employees a certain level of autonomy and take responsibility for their work decisions. When team members believe that they can make decisions along their paths to their success, they are encouraged to step up while staying within the boundaries of the organization’s vision and values.
Empowered employees exhibit more loyalty, commitment, and improved productivity. When you equip your team with the tools they require in successfully leading their own projects, the resources necessary for achieving business goals, and the opportunities to develop their respective careers, their productivity and output are potentially limitless.
To achieve this kind of employee empowerment, business leaders need to be straightforward about guidelines and what they consider best practices. At the same time, your employees need to feel supported in adhering to the organization’s procedures and implementing these best practices.
One of the simplest first ways to start implementing a culture that empowers is by teaching the staff how to navigate employee self-service systems. Trivial though it may seem, it enables workers to take upon administrative matters related to them on their own. Not only will this improve data accuracy, but this improves efficiency and workflow.
5. Growth
Take a look at how your employees react to challenges. Do they detect problems or do they have a solutions mindset? Do they feel threatened by change or embrace them? Are they driven to succeed or content with maintaining the status quo? Do regular pulse checks to handle the dynamics of team motivation and respond accordingly with development exercises that build on positive mind-setting and winning behaviors.
6. Passion
What inspires your employees? From where do they draw the energy for spirited teamwork? What achievements give them intrinsic fulfillment? Once you are able to answer those questions, the last question you should address is “how can I support and sustain these elements that propel my team forward?”
Business leaders who identify their employees’ collective purpose, identity, mindsets, and passions can create a better workplace culture. Investing in cultivating a positive culture in the workplace has significant returns, both in profit and productivity. Employees who are engaged are 57% more productive and are about 87% more likely to stay. These figures translate to substantial revenue growth and, ultimately, result in satisfied stakeholders as well.
