Building an employee-focused workplace Part 1
This week we are doing a two-part blog on the topic of building an employee-focused workplace.
Having a workplace that focuses on humanity, where you are recognised and appreciated for what you contribute, is a powerful motivator and business driver says CEO Eric Mosely in the Huffington post article ‘Why a Human-Focused Workplace Is a Happier Workplace.’ The logic is simple, employees who are not only valued but feel valued are more likely to provide excellent products and service. In short, they work to achieve your organisational goals. This means that everybody wins, employees, employers, customers, and other stakeholders.
Research from the WorkHuman Research Institute also confirms this, it highlights this crucial finding:
‘Companies on the vanguard of creating a more human workplace stand to reap significant rewards in terms of people metrics and return on investment.’
Is your workplace set up to help your employees become fully successful? An employee-focused workplace is about more than just caring for your employee’s well-being, happiness and success. Leaders and employers must take pro-active steps to make sure that their workplace is employee-centred.
To produce a sense of well-being, trust, optimism and confidence that can propel a company’s culture forward takes investment over the long term according to Pat Lynch. She describes management as needing to take a conscious decision to ensure everything and everyone is aligned to employee success, and she has a number of actions she outlines for us in Ten Ways to Create an Employee-Centered Workplace.
We will cover some of these actions in this blog, and the rest in part two.
1. Get feedback from employees about how they are managed. Do they feel listened to by their supervisors or mangers? How are they treated when they make a mistake? Use feedback to improve how things are done.
2. Ensure that employees not only understand the larger picture and purpose of the organisation but that they also understand the role they play in contributing to it. Everyone needs to know how what they make a difference to overall success.
3. Don’t be a stranger that transacts with others. Learn names, find out about what makes people tick and what they like to do outside of work. Engage like one human does with another. Put the human face into work. Liz Ryan blogs regularly on this, you can see her work here.
4. Try to recognize the contribution of an employee in a way that means something for that person. Pat Lynch says research shows the most effective forms of recognition are those that actually create memories for employees and their families. You don’t have to take a gamble, ask employees how they would like to be recognised. Be clear about the parameters you have so that you don’t build expectations you cant meet. But take feedback too, and commit to making longer term changes if what you offer now doesn’t do the job it is supposed to do – make your employees feel valued and recognised.
Commit to an employee-centred workplace. We spend too much time at work not be happy there!
In part 2 of this blog we’ll cover more actions you can take. Until then.