Fostering a Positive Work Culture: Overcoming Challenges at the Executive Level was originally published on Ivy Exec.
Bill Gates is widely cited as one of the best corporate leaders of all time.
As head of Microsoft, he encouraged team members with a practice called “intellectual stimulation” that asked them to solve problems creatively.
In addition to empowering his team, he also was a passionate and forward-thinking leader who never rested on his laurels.
Gates developed a positive work culture in which his employees weren’t afraid to share their ideas. Executives are the cornerstones in disrupting negative or authoritarian company cultures that may stifle innovation and increase dissatisfaction.
Positive workplace cultures offer many benefits for employees, says inclusivity consultant Dr. Pragya Agarwal.
“A positive workplace culture improves teamwork, raises morale, increases productivity and efficiency, and enhances retention of the workforce. Job satisfaction, collaboration, and work performance are all enhanced,” she says.
What can executives do to boost positivity in their organizations?
Identify and publicize your organization’s values.
You can’t have a positive workplace culture if your organization doesn’t have positive values.
So, if you want to make your company more supportive and engaging, start by revising your organizational mission, ethics, and values.
“These should be the foundation of everything that happens at your company and guide your organization’s evolution.
Dedicate as much time as necessary to ensure everyone is aligned, and include leadership, long-term employees, and HR representatives so all significant parties can weigh in. In the end, you should have a concise list of values that accurately reflect your current company culture and long-term goals,” said the McCormick Group.
Act in accordance with these goals.
Your organization might have a list of persuasive values, but if you don’t live them, then they aren’t worthwhile to your employees.
A Deloitte study found “a correlation between employees who say they are ‘happy at work’ and feel ‘valued by [their] company’ and those who say their organization has a clearly articulated and lived culture.” Specifically, high percentages of employees who agreed with the statement “Senior leadership acts in accordance with the company’s core values and beliefs” also reported being happy and feeling valued at work.
So, if your organization purports to be transparent, but you’re only sharing key developments with a small number of employees, then you’re not “living” your company’s values.
Make sure you’re rewarding employees for their contributions.
One way that employees might feel disconnected from your organizational mission is if they’re not validated for their accomplishments.
So, if you don’t have systems in place for rewarding your employees for what they offer the organization, then you’re missing an important part of a positive workplace.
“Recognizing good work is an important morale booster and helps encourage employee engagement.
Employers should have a formal reward system in place that provides other benefits to employees who help meet company objectives. Informal rewards – like notes, special events, or gifts – can also make employees feel valued without greatly affecting a company’s bottom line,” the consulting and advisory firm LBMC suggests.
Build more collaboration and communication between executives and team members.
Employees could feel that leaders aren’t meeting their expectations if they don’t have opportunities for sharing and communication.
In practice, developing open communication usually involves exploring how team members interact with each other and building more opportunities for social interaction.
“These can include coffee mornings, team getaways, and family weekends. This gives an opportunity for team members to nurture and foster connections outside of work,” Agarwal advised.
She also emphasized that this type of regular connection was important to creating a workplace that was more welcoming to all employees.
“Continued learning opportunities enabling team members to assess their inherent unconscious and implicit biases that can impact their interactions with other employees are crucial.
Also, strict no tolerance open door policies and complaint procedures for workplace bullying is crucial for creating a positive collaborative environment,” she added.
Offer opportunities for professional development.
Another way to improve your office environment is by improving your professional development opportunities.
If employees don’t feel like they’re able to build their skills, they may feel less motivated and look for work elsewhere.
“Companies with a positive work environment provide employees with clear expectations for advancement and the tools and training needed for success. This can be done by establishing on-the-job training programs and creating specific goals for employees to reach promotions and raises,” said LMBC.
Creating a More Positive Workplace Culture
Executives are responsible for creating positive workplace cultures.
In turn, companies with employees who feel connected to their organizational missions, values, and opportunities are more productive. They are also more likely to stay at companies that support their professional goals and reward their successes.
Another way that you can improve your company culture? Ensuring that working at your organization is positive for all employees. Dr. Nefertiti A. Walker led our recent webinar, “Developing Inclusive Cultures in the Workplace.”
