Influential leaders and researchers worldwide have emphasized the importance of positive work culture in the success that the organization achieves. Organizational design models, like McKinsey’s 7-S framework, also have “shared values” as the central requirement for an organization. 70% of the active workforce – leaders or employees, classify culture above strategy and operation when it comes to impact on the organization’s success.
The challenge is to build a work culture that stays positive over a long period. This requires a lot more than the basics, like focusing on personal growth, communication, learning, coordination, and rewards. In our experience, a positive work culture encompassing shared values, behaviors, and attitudes is a dynamic environment. It influences the work environment, employee interactions, and overall work satisfaction. Leaders must work regularly to ensure a healthy and positive culture that supports the organization’s long-term goals.
In our experience, the following points would help create and maintain a positive work culture at your workplace:
Prioritize transparent communication
Research has shown that 33% of employees believe that a lack of open, honest communication negatively impacts morale, brings down work outputs and reduces employee engagement.
Transparent communication has a profound impact on employee trust and motivation. It encourages the free exchange of ideas, resolves conflicts, and recognizes individual contributions. By promoting transparent communication, an organization can build trust, teamwork, and a shared vision. This can be achieved by implementing effective practices such as active listening, constructive feedback, and clear communication channels.
Clear and quantifiable communication brings focus and structure to the organization; even complex goals, when properly communicated through measurable KPIs, are a source of motivation to the team.
Provide recognition and appropriate rewards
Objective rewards create healthy competition within the team. When employees are appreciated for their efforts and outcomes, they take ownership and are better engaged at work. The implementation approach would differ from team-level recognition, which is as simple as verbal praise, to organizational-level awards. Still, the cultural outcomes would almost always be positive.
Our experience includes organizations with automated appraisal processes for entry-level employees – removing any form of subjectivity from the process. The transparency this has created in the system is for everyone to see; the first couple of promotions can now be earned based on healthy competition. This has not only helped freshers align with organizational objectives but has also made it mandatory for managers to properly break down organizational goals into simple KPIs that individual contributors can drive a win-win for everyone.
Promote continuous learning and development
It is often said – change is the only constant. The change in technology, regulation, customer preferences, and business models is making upgrading our people’s skill set necessary. Research supports this – “87% of millennials believe learning and development in the workplace is important”. *
The development of e-learning and the advent of co-developed programs have made it possible to design structured courses in collaboration with leading global academics. Most leading universities now have self-paced learning modules covering a vast majority of topics, from the latest in technology to customer psychology.
Giving access to globally recognized learning opportunities ensures that the organization builds a culture of growth and instils a sense of belonging within the workforce. The team values the learning opportunities they receive while performing and growing in their careers.
Encourage work-life balance
The post-pandemic world has started putting greater emphasis on a healthy work-life balance. Organizations have recognized this and have started working on ways to make this a reality. Employees who balance work with personal commitments and a healthy lifestyle are more engaged, productive, and motivated.
Understanding how work-life balance contributes to a healthy work culture is crucial. It reduces stress, promotes well-being, and increases overall job satisfaction. The way forward includes implementing flexible work hours, wellness programs, and encouraging time off. Some organizations are accepting hybrid work as the new normal. Organizations need to incorporate a push for better work-life balance into their policies so that they get incorporated into the working style of their people.
Keep an eye on trends
The aim is to move things in a positive direction. This starts with building a robust feedback management system. This then needs to be followed up with actions supported by the data the feedback system captures.
If you’re making positive progress, indicators like engagement surveys, trust levels, and employee retention should reflect that. Pay attention to trends that show improvement despite occasional setbacks.
Always be alert for warning signs because negativity can grow if not addressed. Public platforms where employees can write a review are also a way to understand how the workforce accepts the changes they see in the organization, what is working and what is not.
Psychological safety
Establishing a workplace where employees feel secure reduces absenteeism and emotional exhaustion. This results in increased job satisfaction and better teamwork, which, in turn, boosts productivity and makes completing tasks easier.
In conclusion, promoting a positive work culture is much more than a trend; it’s a fundamental aspect that directly impacts a company’s success.
