While there are lots of different ways to grow a business, including focusing on sales and customer service, doing more marketing, understanding your target clientele well, and developing new products or services, it’s important to remember that having the right company culture is also vital to a firm’s long-term success.
When your business has a positive culture, productivity is improved, you’re more likely to attract the best team of workers, source innovative ideas and solutions to problems, have less staff turnover, and end up with a higher level of customer service delivery. Improving the culture within your firm doesn’t have to be an expensive or energy-sapping process either.
Read on for three key ways you can make the workplace more fun and engaging for your employees today.
1. Thank and Reward Staff Members
It’s important to boost morale by regularly thanking your staff members for their efforts and for the results they achieve. People want to feel valued, and this is an effective way of acknowledging that you see how hard they work. It will, in turn, improve the overall company culture, because everyone will see or hear about people being commended, and will know their employer is committed to providing a happy workplace.
Never underestimate the power of a simple thank you. Choose words carefully that come from the heart, and deliver your message in person, wherever possible, or via a handwritten note, a video chat, a phone call, or even in a more public way, such as a company newsletter or social media post. Another way to thank workers in front of others is to hand out awards. For example, you could set up an Employee of the Month program.
In addition, even if you don’t have a big budget available for HR strategies, look for ways to reward your workers with tangible goods. There are lots of different gifts for employees available, many of which can be customized for corporate purchases. Consider things such as boxes of chocolates and other sweets; flowers; hampers; gift vouchers; or movie tickets. Perks can also be good. For example, give team members extra time off work, better car spaces, free meals, or discounted on-site massages to help relieve stress.
2. Concentrate on Effective Communication
Next, don’t forget that the way you and other managers in the business communicate to and with employees is also important. Staff members need to feel like they know what’s going on; that they’re listened to; and that their suggestions and ideas are implemented or at least explored.
Try to ensure mixed messages are kept to a minimum, and that employees are given as much notice about key company changes, events, or deadlines as possible. It’s also a must for those in leadership positions to speak respectfully to members of the workforce at all times. You should also encourage the whole team to watch their words and avoid yelling, abusive language and other negative choices.
Keep in mind that these days there are all sorts of great tools available which make it easier for company-wide employees to communicate effectively with each other too, no matter whether they’re in the same office or on the other side of the world. These apps and other programs are particularly important for remote workforces.
Utilize technology to ensure employees are kept up to date and communicating between themselves quickly and comprehensively on projects, events, and more. These tools can be used, too, to deliver things such as performance reviews, training programs, and mentoring sessions, which all, in turn, also help to improve company culture.
3. Help Employees to Grow and Develop
Lastly, note that most workers nowadays, particularly younger generations, are very focused on not just how much they earn in their jobs, but also on finding ways to learn and develop. This includes developing new skills and knowledge; being challenged in their roles; being promoted; having the chance to attend key industry and other events.
As such, if you want a loyal, engaged, and effective workforce, a commitment to employee development and training is essential. You don’t want your team members to regularly quit their roles because they’re bored, haven’t had a promotion in years, or feel they never have the chance to test out their skills.
Make sure you ask employees what their goals are, at least annually (although quarterly or monthly check-ins are better), and help them come up with a plan to achieve their targets. Keep in mind other strategies too, such as bringing in motivational speakers; setting up employee exchange programs; and paying for workers to attend external training programs.
