How To Create A Happy Work
Culture
By John Rampton,
Published on August 27, 2015
The American workforce is recognized globally for its high level of
productivity. According to the Bureau
of Labor Statistics, the average full-time American worker spends
approximately 8 hours per day working. We spend more time at work than we do
just about anywhere else.
If the environment we spend so much time in isn’t a
positive one, life can range from tedious to dreadful. If you are at the
head of a team or company, you likely set the tone for the work
culture for your reports. Since it is your job to make sure that your
employees excel, it is also your job to make sure that their workplace is
a positive one.
Your company may have a fantastic product or
service, but your business may still falter if there is a negative work
environment. Most importantly, you
personally must be happy and positive, and present yourself as
such, if you want a positive culture in your company. As a leader, prepare
yourself daily with positive “vibes” like good self-talk and listen to
something motivating on the way to work. You can even think of whose day
you will personally be cheering up at work.
Creating a culture of happiness in the workplace is
rather simple and has very little (if any) cost. In my workplace, it didn’t
cost us anything. There are a number of ways to create such a positive work
environment. Here’s how I turned a crazy workplace into a culture of
happiness in a matter of months.
You personally must be
happy and positive, and present yourself as such, if you want a positive
culture in your company.
Get to really know the people you’re working with
First, pay attention to personal details about your
staff member’s lives. Acknowledge important events and ask about the
well-being of their families. People like to know others care about them
beyond the work setting. Celebrating birthdays is another great way to let
employees know they mean more to management than just a name on the payroll.
Also, treat each person as an individual. This was
hard for me as I sometimes don’t feel I have time to get to know every person
on my team. To combat this, I started by learning what each person did for fun,
memorized it and talked about it the next time we met. We go on daily “walkies”
(walking meetings), which helps me get to know the varied personal
preferences of those on my team.
This has also helped me identify my employees’
strengths and weaknesses. When a problem arises, I let an employee know what
they have done wrong without being rude or disrespectful, give constructive
criticism, and point out some things they do well.
After a discussion like this, it helps
to immediately get back to a normal atmosphere with this employee so they
will know you are still a confidante, and that the relationship has not been
damaged. I find that employees typically need a little more
encouragement than usual after criticism. A couple of compliments and a
little joke tends to help the situation and will get them back to work more
quickly.
Show that you trust them enough to take on big
responsibilities
I like to provide my staff with opportunities
to learn and accept new challenges. Providing such opportunities shows
employees that you have confidence in their abilities — I even have gone as far
as offering to let employees shadow me for a day. People can become bored with
doing the same work continuously, and if they stay bored for too long, they
will leave. Keeping staff challenged and acknowledging their talents can
encourage them to remain with your company.
Implementing an open-door policy will also let
your staff know you care about their concerns and that you’re willing to
discuss their career goals with them. This notion lets my team know
they can trust me and I will maintain their confidentiality.
Make it clear what your company stands for
I find that employees feel more involved in their
work if they feel the team is working for a common cause. Express your
dedication to these core values; doing so will help your staff feel that
they are working towards a common goal and not just a paycheck.
Be transparent with everyone by keeping your
employees informed of significant events that may affect the company as a
whole. Also, give credit to the entire team when success is achieved. In
most cases, successful individuals had the help from several other people.
Say something like, “Ken was able to close that magnificent sale, and I’m sure
he’d agree with me when I give thanks to the whole team for their parts in making
this success possible.”
We do run into emergencies every now and then, when
employees have to step up and work long hours. Acknowledge this and make
sure you show your appreciation through small tokens such as gift
cards. If that’s not an option, I’ve found that letting everyone out early
on a Friday works just as well.
Happy employees raise
productivity by 31%, increase sales by 37% and increase work accuracy by
an average of 19%.
When people feel they are part of a team, they are
more likely to contribute or help with projects that may be outside of their
specific job duties. Remember that good ideas can come from anyone. Show a
willingness to listen to ideas from any source within the company. Empower
your employees and build their self-confidence. Give them encouragement to try
new methods of work and allow them to have autonomy.
Creating and maintaining a culture of happiness can
have a positive impact on a company’s profits. Shawn Achor’s book, The
Happiness Advantage: Seven Principles of Positive Psychology That Fuel Success
and Performance at Work, provides an excellent example of this
correlation. Achor reviewed 10 years of research on the topic and found that
having happy employees raised productivity by 31 percent, increased sales by 37
percent and increased work accuracy by an average of 19 percent.
If you can nail the combination of great
products/services, happy employees and an all-around stimulating cultural
environment, I believe you too will see greater productivity and higher
profits, much like we have in our business.
Pesquisa, Divulgação: Miguel Moyses Neto Se gostou
desta matéria , divulgue para seus amigos.
Visite nosso linkedin http://br.linkedin.com/pub/miguel-moyses-neto/28/971/9aa---Twitter: @mikenetIT onde VC poderá ver as principais
agencias de noticias e os links das empresas & nomes mais famosos do mundo!
ou simplesmente visite nosso blog :
|
Bremense
Participacoes Ltda
| |||
|
|
|
|
Desde 1940
|
|
| |||
Uma
pequena informação, quando compartilhada pode percorrer um grande caminho, mas
acaba sempre encontrando seu legitimo destinatário !!!
