Creating a positive work environment yields many benefits for organisations such as an increase in employee engagement, higher employee retention and builds reputations for employers seeking to attract talented professionals. When working with clients to support them to develop workplace relationship skills which contribute to positive working environments we regularly explore best practices they as leaders can advocate in organisations to support the establishment of cultures which will attract and retain talent. I have summarised some of these here:
A good induction programme provides an opportunity to clarify the expectations of the role with new recruits to avoid ambiguity as well as role modelling from the outset as an employer the stated values of the organisation. It is important to communicate with clarity around codes of behaviour, employee policies etc at an early stage as well assigning mentors or induction buddies who can provide positive role modelling.
Probation is frequently under utilised by employers and is an invaluable HR tool to identify if the new recruit is a good fit and provides opportunity during its duration for coaching or mentoring those who may be struggling as well as processes to manage situations where employees will not be receiving contracts of indefinite duration.
Unfortunately some organisations who may have rigorous induction programmes fail to continue to engage with the new recruit beyond the early stages of their appointment or probation meetings on a 1:1 basis. Regular check in and feedback enhances the engagement and motivation of employees both new and established and creates an environment where challenges can be explored and solutioned as they arise as well as contributing to more open communication.
Regular team meetings are essential for planning, reviewing and strategizing but also provide a forum where leaders can observe team dynamics and promote positive ways of working.
Since managers are responsible for what their direct reports do and, to a certain degree, how they feel — especially the emotional connection they develop with their job — organisations need to ensure their managers and leaders have the right skills to be successful in every phase of the leadership journey.
Exit interviews give organisations invaluable information about employee experience and give opportunity to address poor or negative experiences for existing and future employees relating to the job, the company culture, the work environment and the technology.
If you are an organisation or service seeking to develop the skills of your leaders to create positive work environments, book a complimentary call with us today to identify gaps in your leadership development strategies and learn how you may address these gaps.