What sort of workplace is your organisation? Let’s see from the perspective of employees. Do they wake up every morning raring to go and look forward to yet another inspiring day at work or do they drag themselves to office every day?
These days working individuals spend almost one-third of their lives at their workplace with a major part of their productive lives dedicated to their organisations.
The big question: ‘What makes an organisation a great place to work?’ might be a very subjective question. A number of factors determine whether an individual finds a place ‘great’ or not, including monetary compensation, appreciation from seniors, infrastructure, exciting professional opportunities, right career progression, rewards and recognitions as well as team support are some of the factors influencing an individual employee’s opinion of his/her workplace.
Now, we have nurtured a strong value system where we work to build a trusted relationship with our employees, so as to cultivate the organisation more like a family.
Dialogue, feedback, communication, and trust are the key factors on which we base our human resource approaches and these values form the bedrock of our high performance culture.
As a boss or an employee, here are a few steps and measures that can help you in making your organisation a great place to work:
1. Treat employees with respect
Every employee is a valuable human resource who needs to be cultivated, nurtured and respected. Unlike stock, capital and other inanimate resources, human resource is not expendable. It takes much time and effort to train individuals, and replacing them at will is neither easy nor amenable to the organisation’s interests.
Therefore, respect towards its employees should be the core value of any organisation. As a manager, if you treat your employees with respect and dignity, they will automatically reciprocate this sentiment to the organisation.
Communicate with your employees, respect your subordinates, listen to their views, implement their useful suggestions, and make them feel valued. This approach not only makes employees feel valued, but also gives us a safety valve to release any pent up pressure or sentiment.
2. Adopt greater flexibility
With changing times, the pattern and ways of functioning in an organisation are also changing. With mobile phones making communication seamless, employees are today required to be on call 24/7, be it a Saturday or Sunday. This flexibility should not only be expected from them, but also be extended to them.
So, the strict log in timings can be taken away in favour of flexi timings, and the employees can be allowed a few days of work from home arrangement to provide them a more comfortable and accommodating environment. This is crucial to retain good and experienced employees, especially women who may need greater professional flexibility to meet the responsibilities of motherhood.
Moreover, a recent survey on workplace flexibility by HR service provider Randstad revealed that as many as 53 per cent of Indian respondents prefer telecommuting.
3. Ensure appreciation of good work
As a manager you must make sure that the efforts that an employee puts in for your organisation never go unappreciated. Praise should flow generously in your organisation; this encourages employees and endears them to the company.
4. Infuse a culture of teaching over reproaching
While performance voids and mismanagement need to be pointed out and corrected, managers should give preference to offering solutions rather than just putting individuals in the dock. Sometimes, even after putting 100 per cent efforts into a project, a team might fail to obtain the desired results.
As a manager, your approach should be to analyse every completed project for flaws and mistakes, and teach your subordinates better execution practices. Specially, young and inexperienced executives constantly need guidance and mentorship from experienced seniors.
5. Embrace diversity
Is your organisation a monotone when it comes to people or does it have a basket of diverse employees: gender, linguistic, racial, ethnic, religious?
Experience suggests that diverse organisations consisting of basket of diverse employees: gender, linguistic, racial, ethnic, religious are more open to ideas as they have better exposure to diverse opinions and have more versatile thought process.
6. Encourage cooperation over competition
An organisation where employees support and help each other at all times rather than engaging in cut-throat competition will always be an enriching place to work in.
7. Involve Employees in CSR Initiatives
Being part of social initiatives, it offers a sense of greater purpose and usefulness to employees, especially to the young ones.
Involving employees in valuable social initiatives of the company, gives them an additional purpose to stay with the organisation. In 2014, a Nielsen Survey on Corporate Social Responsibility found that as many as 67 per cent people, who were surveyed, preferred to work for socially responsible companies.
Authored Article by Ms Zoya Brar, MD and Founder, Core Diagnostics
Credits India Today