9 Tips for Creating a Happy & Healthy Culture

March 18, 2016 by  

In a small organization or a start-up firm, everyone is happy to work together because they know each other well. Everyone loves being involved in the work and that excitement leads the company to success.
But as your company grows, there are a lot of things to consider while still creating a happy, healthy workplace. You need to be more interested in retaining those employees who care about your company’s growth because turnover is very costly.

Here are nine tips for creating a happy and healthy culture:

1. Results Matter
Focus on the output that your employees give you. Spending more time at work does not necessarily increase productivity, especially today when many tasks can even be done remotely. Rather than focusing on the actual time they have spent to complete a task, consider the efficiency expended to get the maximum ROI. After all, results are the key, as long as the expected time lines are met.

2. Give Autonomy to Your Employees
Autonomy plays an essential role in achieving workplace happiness and trust. Companies who provide flexibility and freedom for employees to work “their way”, creates trust, respect and rapport which all lead to quality work as we’ll as improved productivity, efficiency and innovation.
If an employee asks to design a creative marketing campaign for your company, and you have given them the freedom to “run with the ball”…. their confidence and self-esteem will soar!

3. Delete Distracting, Unnecessary Processes
Unnecessary, poorly run meetings, in effective, unclear communication, and pointless emails can be very frustrating for employees. These processes become distractions from work and interfere with their ability to concentrate and be productive.
Try to eliminate such redundant which just seem like time wasters.

4. Engage your Team
Employee engagement is key to achieving and maintaining a high happiness factor in every aspect of an organization. You can accomplish this by involving them, at various levels, in the decision-making process. It is also important to establish open, honest lines of communication so that employees feel they can come to you directly to discuss any problems, and you will listen and act on a feasible solution.

5. Honesty
Be transparently honest and so that your employees know exactly “for whom” they are working and “why”. Help them to understand how they fit into the big picture and how much their contributions are valued. Many large organizations have failed because they are not authentic, supportive, and encouraging to their employees. Employees are happier in a workplace when they are clearly aware of the company’s core values, aims, and goals.

6. Advancement Opportunities
Everyone wants to grow and move ahead, as well as improve their industry position through the quality of work they are able to provide. Therefore it is important for a company to provide those growth opportunities through skills training to improve current skills as well as being able to gain new ones. If an employee feels that there is no room to grow, and their position will never change, then they will likely disengage out of boredom or even leave.

7. Work/Life Balance
Personal problems can have a big impact on whether your employees are happy at work. It is better to provide flexibility in the workplace, so that employees can balance their work & personal lives.
If an employee is suffering from personal problems, this will quite definitely affect their work. He or she could have difficulty concentrating on any given task. So, helping them to overcome the issue benefits everyone.

8. Offer Incentives
Naturally, employees want to get noticed and earn rewards when tasks are completed successfully and in a timely fashion. It is important that every employee be acknowledged for the work they do. Rewards and recognition can have a powerful effect on an employee’s motivation and efforts. They do not even have to big items, sometimes a simple verbal acknowledgement will suffice…..it shows you noticed their efforts! Surprise employees from time to time with a meal voucher to a nice restaurant or a weekend away for something especially well done. This sort of reward is more powerful than regular bonuses, etc.

9. Provide for Your Employees’ Health
It is important to take care of your employees’ health. If employees come to work sick, they can infect others and they will not likely be doing their best work either. If you offer sick leave and free health checkups, it will lead to less down time plus it demonstrates that you truly care about their well-being. Today, many companies offer yoga and meditation sessions, in-house gyms, or fitness memberships, and healthy snacks to ensure the wellness of the employees.

If you take care of your employees, they will develop purpose and motivation toward high achievement!

Building a Culture for Success

March 18, 2014 by  

In order for any business to be successful it must first start with Effective Leadership and include a commitment to the development and maintenance of an internal architecture that fosters autonomy, mastery, and purpose.
I The leader sets the tone for an organization so they must be:
1. Effective Communicator: clear, open and honest and must practice active listening in order to establish strong, lasting relationships and understand the needs and concerns of your people…who are your most valuable asset.
2. Forward looking in their approach to business: in order to be open to new initiatives and opportunities and willing to take risks. Open to suggestions and innovations.
3. Competent: able to do their job well
4. Honest: the basis for respect, trust and rapport
5. Inspirational: elicit enough curiosity so that people would be willing to follow you just to see what you are going to do and where you are going
6. Intelligent: show decisiveness, pragmatism, and knowledge, people need to feel confident that the leader steer the ship well
7. A Mentor: leaders must be willing to share expertise and guide their teams to higher levels of performance by leveraging their gifts and offering opportunities for advancement and the acquisition of improved or greater skills.
8. A good Delegator: knowing to whom and what to delegate is essential, as the best leaders delegate the most.
9. Accountable and reliable: speaks to honesty, but people need to know that when one says they will carry out a promise, they do it! Once trust is lost, so is credibility and both are very difficult to rebuild.
10. Exemplify your aims and goals: the leader must walk the walk not just talk the talk because if he/she does not model their philosophy and approach why would the rest of the organization do so. We get the behaviour we tolerate, so if we commit to an environment of respect, support, encouragement and acknowledgement, we must practice it!
II Culture is established within the vision of the leader and he/she must strongly commit to its development and maintenance. It should employ the following principles:
1. Autonomy: assigning the job not the tasks. In other words, allowing the team member to do the job their way. When they are empowered to do that they feel more self-confident, a higher level of self-esteem and will likely rise to the occasion and fulfill their role with high achievement. Certain parameters may be outlined and a time line will likely be provided however, no micromanaging should be exercised.
2. Mastery: providing people with the opportunity to improve the skills they have, and/or offering them the chance to expand their knowledge into new areas, shows support, encouragement and respect. The employee will feel appreciated and valued and realize that new prospects may arise due this expansion of their talents.
3. Purpose: when autonomy and mastery are offered to employees they feel supported and encouraged. These emotions often engender loyalty and help to develop an inner purpose or drive which becomes motivation to achieve more for the company. They are usually happier and when that is evident productivity, efficiency and creativity increase…all are good for the bottom line!

Organizations which espouse this sort of respectful, supportive, acknowledging culture will have a higher happiness factor, less turnover, more innovation, and less down time. The end result will be a results oriented work environment that people like to contribute to, enjoy working in and will therefore perform at a higher level.

Remember: Leaders light the way, if they are not committed to building and maintaining this sort of corporate culture, it will not happen! However, if they are, the business will grow and flourish and enjoy a successful and long term existence.