The Coaching Leadership Style: How And When To Utilize It

A strong leader makes for a strong team. That much is fact. 

Sure, your employees all have their own merits and are capable of working independently. But it’s impossible to understate how useful a cohesive, supporting leader is to guide them along. To help hone their skills. In other words, to coach them. 

When it comes to deciding which leadership style works best for you, you need to think about what you want your team to achieve. What are your goals? Do you value the end result more than the journey it took to get there? Do you want to become a Most Loved Workplace®?

Whilst there are many different leadership styles, each with their own set of benefits and drawbacks, there are a couple that consistently seem to stand above the rest. One of these is known as the Coaching Leadership Style

But what exactly does this mean? The idea of coaching may prompt memories of sports, of being made to run around a track in the rain whilst a teacher under an umbrella blew whistles at you. We promise it’s not that. Not at all. 

What Is A Coaching Style Of Leadership?

The basic premise of this particular style is to identify the strengths and weaknesses of each of your team members, and utilize each person in the best way possible. By taking the time to assess your team members, you can paint a better picture of how they work and where they will be most successful. You can also identify which areas need the most work.

Coaching leaders act as guiding figures, as mentors. An emphasis is placed on meaningful, constructive feedback and genuine conversations that will have a lasting impact. This method focuses on encouraging employees to do their best in a way that suits the needs of the whole group. 

Ideally, you want your employees to be able to go on and coach others in a similar fashion by the end of your time together (and with a little extra training).

How Does It Compare To Other Leadership Styles?

Most of us probably have an idea in our minds of what we expect a leader to be. Someone dependable, who we can trust, who coordinates a group to achieve a goal. However, there are many different styles which can change depending on the specifics of your organization and what end result you hope to achieve. 

Here are some of the most common examples you can expect to see frequently throughout the working world, derived principally from the studies of psychologist Kurt Lewin in the 1930s.

Authoritarian - provide clear expectations Participative - participants in the group offer guidance Delegative - offer little or no guidance

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Authoritarian Leadership

Also known as autocratic leadership, this style is commonly found in intensely rigid, hierarchical establishments such as the military. 

A huge emphasis is put on the end result, and how efficiently you can deliver it. As a result, leaders can be quite ruthless, often in total control of a situation. Employees/subordinates have no choice but to follow along and are rarely asked for their input or opinions on matters. 

It’s certainly not for everyone, especially those who are more creatively inclined or don’t like being managed strictly. 

Democratic Leadership

By operating using democratic leadership, everything becomes open for discussion. There is a lot of participation from both the team leader and the team members, creating a more equal playing field for collaboration and ideas. 

This is a very effective leadership style for encouraging creativity – perfect if your team needs to design something, come up with advertisements, new marketing strategies, or involve other tasks which require some creative freedom. 

The trade-off here is that, whilst flexible and stress-free, results are not delivered as quickly as under other leadership styles. Discussions can become quite lengthy, and it is possible to run into roadblocks when members of a team cannot agree on an idea or approach going forward. 

Delegative Leadership

Perhaps you have a lot on your plate, and not much time. You can’t afford to spend a long time walking your team through everything. You might need to delegate tasks in order to break up a heavy workload. 

The delegative style – or laissez-faire leadership, as it’s often known – is the “trust your employees to get on and get the work done in their own way” method. It grants a fair amount of autonomy to team members, as they can choose how to go about solving each task in a way that suits them best. 

However, it’s easy to get confused as the lines between roles can become blurred when everything is left to the employees. You’ve got to balance making sure people know their roles so there’s no stepping on anyone’s toes, and also being able to crack on and get done what you need to. It’s a fine line. 

Additional Leadership Styles

This article goes on to talk about the other leadership examples you can find, and where they are best applied. They contain a mixture of approaches, from the Emotional leadership theories of Daniel Goleman in 1996, and Bernard M. Bass’s styles from the 1980s. To briefly summarize, these styles include:

    1. Visionary leadership – useful for when you have a goal in mind but an uncertain path to get there
    2. Affiliative leadership – this helps build strong interpersonal relationships with team members.
    3. Pacesetting leadership – fast paced and stressful, focusing on high quality, performance, and productivity
    4. Commanding leadership – useful for leading new, unskilled workers to achieve a common goal
    5. Transformational leadership – focuses on the bigger picture and requires a high degree of emotional intelligence, but can often overlook smaller tasks
    6. Transactional leadership – employees complete tasks for their manager in exchange for monetary gains

What Are The Characteristics Of Coaching Leadership?

As with any style, the coaching leadership method isn’t perfect. It all depends on what your business hopes to achieve, and what works best for you when it comes to leading your team. 

Pros

If you’re looking for a more holistic method of leading a group, the coaching method is the way to go. It’s comprehensive, well-rounded, and perfect for long-term projects.

• Offers effective, comprehensive support for team members • Plays into peoples’ strengths so they know exactly how they can be a good team player • Useful in both personal and professional development of employees • Team members feel empowered, motivated, and less stressed • Allows you to practice and hone your leadership skills, learning how to be a more effective coach • Provides a sense of autonomy and control • Useful for working towards long-term goals that require consistent development of skills and high levels of collaboration in a team • Employees can practice their own coaching skills and go on to teach others, therefore perpetuating the cycle of knowledge

Cons

But, of course, there are some points you need to be wary of. 

6 Ways To Be An Effective Coaching Leader

Becoming a good coach doesn’t happen overnight. Just as you need to work on your team, you also need to work on yourself. This type of style doesn’t always suit everyone’s personality, so give yourself some leeway. 

But, on the whole, there are a few things you should keep in mind if you’re determined to turn yourself into a great leader. 

1. As Ever, Communication Is Key

When it comes to communication, you need to take three things into account:

  1. Transparency
  2. Feedback
  3. Listening

Are you being transparent with your intentions? You can’t expect your employees to follow you blindly. Whilst this mindset is drilled into army cadets, the majority of people won’t appreciate being ordered around without reason. Make sure it’s clear what you want from them, why you want it, and what you’re going to do as a team to make sure this is achieved. 

Are you offering meaningful feedback? “That’s good” or “that’s bad” isn’t going to cut it. You need to be specific with what your feedback is and how it can be applied moving forward. Constructive criticism is very useful for directing people, but it can’t be heavy-handed or you risk embarrassing or isolating people from your group.

Do you listen to your team members when they ask questions? Developing communication skills goes both ways. You need to concisely state what you want and expect, but you need to give others the chance to do the same. If they don’t trust your leadership, they won’t trust your decisions. Perhaps something isn’t working for them. Don’t leave them to struggle. Listen to their concerns and make an effective change. 

These components are not only essential tools for your leadership style, but are also invaluable when it comes to the integrity of the workplace. At the end of the day, you want what you do to be a reflection of your company. By practicing these principles both in your smaller teams and in the business as a whole, you can ensure a smoother, more automatic transition when experimenting with the coaching style. 

2. Be Self-Aware

It’s all well and good recognizing the strengths and weaknesses of your team – but can you do the same to yourself? The best type of leader will know the limits of their own capabilities, and know how to utilize their team to account for these.

It’s all part of your overall leadership development. You need to start from a place of understanding yourself, and being introspective with your research, before you can start ordering around others. 

Purple background with yellow writing: 1. Leadership wisdom 2. Leadership identity 3. Leadership reputation 4. Leadership brand

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3. Adopt A Growth Mindset

Everyone is working to improve themselves in some way. Oftentimes it’s a conscious effort to make a difference. But, even when you’re knuckled down and focusing on a task, you may not realize that you are subconsciously developing and honing important skills. Continuous growth should be a key aim of the coaching style. 

Development isn’t linear. Everyone has setbacks, and everyone fails sometimes. If you want to be an effective leader, you need to recognize that this will happen, and it’s not the end of the world. Give people the chance to fail and get back up again – how else are you going to learn? 

Don’t reprimand failure and make your workers afraid of ever making a mistake. Treat it as an opportunity, and something to watch out for next time. 

Make it your intention to lead your employees to greater heights, and leave them with the skills to coach others in a similar manner. 

4. Involve Your Team In Decision Making

The work environment that you want to create is one of collaboration and empowerment. Sure, you might be the head-honcho coach, but your teammates aren’t mindless drones. Do what you can to involve them in the decision-making process so that they feel more connected to the project and your ideas. 

Obviously, there’s a time and place. Sometimes the project you’re working on might not allow for a great deal of discussion, and you need to combine management styles to make sure the job is done to the specifications provided by your clients. But one of the benefits of coaching your employees rather than strictly instructing them is that the option is always there, if you need it. 

1. Identify the situation, problem, and decision to be made 2. Investigate the course of the problem 3. Think of different solution alternatives 4. Select the best option 5. Analyze the selected option 6. Determine the level of confidence in the decision 7. Report the decision to the leader and/or rest of the team

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5. Be Patient And Flexible

One of the best ways to help employees is to be flexible with them. The majority of respect that an employee offers to their employer comes from a position of mutual understanding. You give what you get, essentially. A stressful, overbearing manager doesn’t help anyone.

Life has a way of throwing curveballs at any given opportunity. If you operate under a rigid structure, a wrench in the works is likely to break your team apart. Instead, offer a degree of malleability. Be patient when times get tough, and have contingency plans to lessen the impact on your progress and your end-goal. 

6. Think And Plan Ahead

Planning ties together every other point. The best way to achieve high performance is to create a roadmap for what you’re going to do with your team. Then, you need to let them see it so they know what’s going to happen and how they will be a part of it. 

In the early stages of managing your team, take the time to speak to people one-to-one to best get a sense of who they are and what assets they can bring to your group. Think about hosting team-building exercises to generate chemistry between participants so they are more willing to work together in the future. 

Having a plan B will make sure you’re well-prepared if you run into any issues further down the line. Consider it like a risk assessment. Be aware of what could go wrong, and have structures in place to lessen that possibility, or work around it if you can’t avoid it. This will inspire confidence in your employees, and in yourself. 

Final Thoughts

The coaching leadership style isn’t for everyone. If you’re a company that’s always pushing people to the limits to deliver fast, no-nonsense results in as little time as possible, this probably isn’t the method for you. 

But there’s always a bit of wiggle room, no matter who you are, to take your employees’ strengths and weaknesses into account and try to help them specialize in a way that suits them – and you – best. 

Employee Satisfaction: 8 Best Practices For A Well-Oiled Workplace

Employee satisfaction is one of those things we all strive for in a workplace. It means contentment, a sense of purpose, and a feeling of belonging. Satisfied employees are more likely to be engaged ones, who do the best they can whenever they can. Although, there is an important difference between the two terms. 

Achieving this warm glow of satisfaction doesn’t happen instantaneously. You need to work at it. Let’s have a quick look at the definitions:

Employee Satisfaction

Employee Engagement

In relation to an employee’s environment and well-being in a workplace

In relation to an employee’s work and connection

Encompasses an employee’s own needs and desires at work, not just those of the company (personal expectations)

Whether the employee has an active role in trying to boost the company forward (company expectations)

Easier to measure (e.g. through surveys and sentiment analysis)

Harder to measure

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Measuring Employee Satisfaction

If you want to get to grips with it, you need to know how to measure it. Fortunately, employee satisfaction is a lot easier to quantify than employee engagement. There are many avenues you could pursue to get the best, most accurate results possible. 

  • Pulse surveys. Does what it says on the tin. These frequent, short sets of questions allow you to keep your finger on the pulse of employee sentiment. They take very little time, and can be easily incorporated into busy work schedules. Our Love Of Workplace Index™ Pulse Validation is a quick, confidential way for you to keep on top of sentiment.
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  • Employee Net Promoter Score (eNPS). This research metric consists of just one survey question, and asks respondents how likely they are to recommend a company (or marketable item) to their friends. Whilst this is often used for customers to rate an item, it can also be a valuable way of quickly gathering intel on how well your employees perceive you. 
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  • Love of Workplace Index™ This researched and validated pulse survey measures the degree of love employees have for your company. It measures your levels of collaboration; how positive workers feel about their future at the company; how much employee values align with employer values; respect at all levels; and career achievement. The Love of Workplace Index™ pulse validation takes employees between 3-4 minutes to complete and is a prerequisite of certification for becoming a Most Loved Workplace®. 

The great thing about these is that since they are reliable and don’t need to vary much to suit different companies, there are lots of templates available for you to use. 

But you could also take a look at:

  1. Employee turnover rates. If your employee retention scores are low, it likely means your satisfaction levels are, too. 
  2. Sick days. It’s true that we can’t exactly help when we’re ill, but, let’s be honest, we’ve all thought about pulling a sickie to get out of work or school. If your employees are genuinely interested in the job they do and are satisfied doing it, you may find that the amount of people calling in sick decreases.
  3. Customer satisfaction. A satisfied workforce is something your customers won’t be able to ignore. Happy employees who enjoy their work will make this known through their interactions with your audience. 

Increased productivity - 202%. Engaged employees outperform companies with disengaged employees. Increased retention - 87% less likely to leave. Increased customer satisfaction - 38% higher.

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It’s always a good idea to measure employee satisfaction, as you can gain valuable insights into your company. It also makes you look like an attentive boss who genuinely cares about the well-being of their workers. 

8 Methods of Achieving Satisfied Employees

There are many ways of boosting the overall satisfaction of your employees. But here are 8 of the most effective methods which will have the most impact, and are the easiest to integrate into whatever organization you run. 

1. Recognize, Reward, and Motivate

Everyone loves something to work towards, something that motivates them to do their best. Recognition is constantly named one of the most important aspects of the employee experience, so it’s definitely something to focus on if you want to keep your satisfaction levels high.

  • Recognize your employees for the hard work they do, or when they accomplish a certain achievement. Then, with their permission, post about it on social media or on a dedicated page on your website which lets your customers know about the great job being done. 
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  • Reward a job well done. This can be for individual examples, such as bonuses or care packages, depending on an employee’s output. Or you could offer wider perks like workplace Christmas parties, day trips out, or additional days of holiday.
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  • Motivate employees by letting them know how valued their work is. Even the smallest efforts make an impact on the bottom line, so highlight that. Verbal motivation throughout the day or in the run-up to deadlines can boost morale. It’s always better to build your team up, not push them down. 
 
From Indeed, a picture of 3 hands cheering. There are 4 bubbles with examples of recognition programs you can use as an employer. These are: 1. Customer service award 2. Years of service award 3. Employee appreciation events 4. Weekly shoutouts on social media

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A final useful thing you could do in terms of motivation and recognition is celebrate employees’ personal milestones, such as birthdays or promotions. This works particularly well in smaller environments where people are encouraged to build closer connections with one another. 

Even a small token, such as a card and a balloon, or more substantial gifts like a day off for someone’s birthday, make people feel valued and appreciated. Show that they’re not forgotten in the day-to-day corporate grind. 

2. Measure Engagement and Collaboration

Keep an eye on how much your employees interact with their work, their colleagues, and with you. Do they:

  1. Ask for your opinion or help? Do they stay away from you?
  2. Get on with their tasks, and extra beneficial things you hadn’t asked for?
  3. Want to learn new things and expand their horizons at your company?

Tracking engagement is finicky. It also takes longer than a simple employee satisfaction survey since you need to track engagement levels over time. By setting milestones such as monitoring progress on day 7, day 30, day 90 – moving in a few-month intervals – you can begin to paint a picture of how your workers are progressing. 

Gif of a calendar with each monthly page being ripped off from January through to December.

 

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High satisfaction doesn’t necessarily lead to high engagement. But this is almost always the case vice versa, unless you’re operating within a culture of punishment and fear which isn’t healthy at all. 

Collaboration between employees is generally a really good indicator. When people work together towards a common goal and a positive vision of the future, you know you’re doing something right. This is what you need to strive for and believe in. If you do, then they will, too. 

3. Provide and Accept Feedback

Knowing that you’re doing the right thing is always a good feeling. 75% of employees believe that feedback is a valuable tool, and 92% think constructive criticism is useful for improving performance.

But the truth is that a shockingly low amount of people actually receive decent feedback from their employers. A recent study by Gallup found that only 21% of US employees believe they have recently received “meaningful” feedback. But this figure has increased from only 19% in 2019.  

A woman sits at a desk pointing to a chart on a computer screen. A man stands behind her pointing and giving out feedback.

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Perfecting employee feedback is a matter of balancing the pros and cons. You need to be encouraging, but you owe it to your business, and the wellbeing of your employees, to be honest if there are issues. Perhaps they’re falling behind and they don’t know it. Or they have personal struggles going on which are impacting how well they perform. Communication eliminates any doubt.

You could either have one-to-one discussions with certain employees, or use your human resources department if there are more substantial concerns that need to be addressed. HR is also a great place for employees to turn to when they need help, or if they want to give feedback or raise concerns about senior leadership. It’s important that all issues are listened to and addressed in one way or another so that employee wellbeing remains a priority for any workplace. 

Providing feedback should be a continuous process, not just something that happens a couple of times a year. It’s no good if employees only know how well they’re doing each quarter. Aim to set aside some time for your workers each week, or every two weeks depending on the size of your company. And let them come to you, as well, by encouraging open communication wherever possible.

4. Co-create Your Culture With Employees

Your work culture should be a place of inclusion and support, where teamwork is encouraged and team members look out for one another. Your culture may be what attracts people in the first place, so the key to maintaining levels of satisfaction is keeping consistent with it. 

A culture that your employees will be satisfied with is one that is welcoming from the get-go and feels more like a family – or, more accurately, a good group of friends (since families can get pretty stressful sometimes!). According to Gallup, developing strong friendships in the workplace can improve satisfaction by 50%

This opens up so many doors. Going to a mandatory workplace get-together can be almost comically awkward. But hanging out with friends, catching up for a drink, or doing an escape room together? Now that sounds like fun. 

By co-creating this culture, you keep your employees at the forefront. They have a say in what happens, so they feel more invested. It’s a self-sustaining cycle whereby everyone is incorporated into a structure they feel benefits them at a core level. 

68% of employees say their business is not doing enough to create a positive culture at work. A happy employees experience leads to 31% boost in productivity, 3x more creativity, and a 37% increase in sales.

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Even if you have a culture that encourages competition, always striving for the best results possible, it’s easy to make this fun when you know how. There’s a big difference between toxic and friendly competition. Leaving room for a little bit of play or silliness means people don’t take things too seriously. 

5. Be Flexible

Satisfaction comes hand in hand with a sense of freedom and autonomy. A study by SHRM found that 47% of respondents said having control over their work was “very important” to them. 

Flexibility in terms of working hours also has a role to play when it comes to job satisfaction. In a post-pandemic era, we have seen how useful working from home can be. So, to account for those who like to come into the office and those who prefer remote working, try offering a hybrid scheme that lets the employees choose what works best for them. 

A blue and green capsule on a yellow background. In the blue half there are two people sat at a desk with a computer and the word 'Mon' for 'Monday' beneath them. In the green half, one of the people is sat at home working remotely with the word 'Tue' above them.

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This is also relevant to the 9-5 working hour structure. Sure, it’s good for some, but there are people who work better in the evenings, or may have a lot going on they need to balance. A flexible, understanding employer takes that stress away and reduces the risks of burnout. Keep an eye on performance to make sure everything’s getting done on time, but if there are no problems, what’s the harm in keeping it?

Have the confidence to trust your employees. They know what works best for them.

6. Offer Development Opportunities

Opportunities for career development help to build a sense of satisfaction and fulfillment, as employees feel like there is direction to their working life. If you’re comfortable staying in one place, that’s fine. But the eagerness to achieve, to do more, to learn, shouldn’t be left by the wayside. 

Development of skills also means that tasks can be completed faster and more efficiently. This enhances a sense of success and gratification, since employees can depend on their own ability to problem solve and perform at their best without assistance. These skills may also apply to the world outside of work, allowing people to experience or do things that would previously have been unachievable. 

A green circle appears on screen with the xbox logo within it. This spins to the left and becomes a trophy, with the words 'Achievement unlocked' appearing to the right

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Try offering webinars, access to knowledge bases, or prepaid enrollment courses that let your employees choose what they want to do and learn in their own time.

A solid career ladder can be an attractive sight for potential new talent, but it also helps retain employees since they know there’s more that they can do at their workplace. A plethora of opportunities inside your company means people will feel less of a need to look elsewhere for new experiences. 

7. Promote a Healthy Work-Life Balance

It seems like we’re always connected to everything, all at once. That can be the joy, and the curse, of the internet. You can increase your employee’s satisfaction by encouraging a good separation of work and home. 

Clear boundaries will help people set schedules and routines. Don’t call on your workers outside of their office hours where possible, and make good use of work emails that deliver concise information at once. 

They might seem cliche, but offering mental health days can greatly reduce anxiety and stress in the workplace. Additionally, employee benefits packages that include things like healthcare services, discounted gym memberships, or vouchers for restaurants in your local area can really improve overall satisfaction. 

Sick leave, child care, health insurance, dental insurance, life insurance, a retirement plan, vision care, fitness, paid vacation leave, personal leave

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8. Maintain High-Quality Working Conditions

There’s a saying that your work environment is a reflection of your mind. Whether that’s true or not, having a clean, bright, organized work environment is far more satisfying to be in than one that is cramped, disorderly, and lonely. 

If your employees are working from home, make sure they have the tools to do their jobs. This may include a complimentary laptop of software download codes. Then, whilst in the office, think about what could make the physical environment more comfortable:

  1. Do you have temperature control so your employees are never too hot or too cold, regardless of the season?
  2. How about ergonomic chairs and tables which encourage employees to stay active and healthy?
  3. Is there a suitable break room that people can go relax in?

If you have doubts about what your employees are looking for, send out a questionnaire. Use the survey results to make informed decisions. This keeps your workers in the loop as well, and allows them to have a direct impact on the company they operate in. 

Final Thoughts

Being mindful of satisfaction levels will help your employees immensely. No longer will the drive to the office be one of turmoil and discontent. The rollout of bed will be met with enthusiasm (well, as enthusiastic as anyone can be getting up) instead of annoyance. 

Help employees help you! Listen to them directly if they have suggestions about what would make them happier. Then you can measure the success of these decisions to make sure you’re keeping both satisfaction and engagement levels at their best.

 

Being a Good Boss: 9 Ways To Become A Leader That’s Loved by Your Employees

The world is overrun by bad bosses—but not the types we see in movies. Instead of screaming and shouting from an office, the traits are a lot more subtle. 

The tips for being a good boss can be quite vague and underwhelming in most guides. However, what if we told you that basing your leadership style on one powerful emotion could have the biggest impact of all?

Great bosses have a deep understanding of their people, how they interact, and how to encourage a positive sentiment between colleagues and their work environment. Those with these leadership skills are few and far between. So, let’s discuss nine tactics you can use to help you meet your full potential to become a leader that’s loved.

How To Be a Good Boss and a Great Leader

You may have seen an image like this that depicts the difference between a boss and a leader. The “boss” demands results from afar, while the leader gets involved in the hard work.

A boss sits at a desk shouting and pointing at three people driving the mission forward. Underneath, a leader is in front of the three people pointing in the direction they're going while pulling.

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Whether you’re a boss, co-founder, or vice president, being a good manager doesn’t have anything to do with your title. It’s about the way you value and nurture your employees and how they view you as a result.

This means displaying characteristics like:

  1. Always inspiring others
  2. Focusing on team interests and needs
  3. Supporting and encouraging everyone (not just direct reports)
  4. Maintaining a high level of enthusiasm
  5. Setting clear goals and communicating them effectively

The best bosses have mastered the art of being great leaders.

1. A Great Boss Leads With Love

Love is an emotion that motivates all of us. Whether it’s for others or a deep sense of attachment to a purpose or project. Leading with love doesn’t mean romantically, but rather, companionately.

Research by Wharton faculty found that companionate love (emotional attachment, compassion, warmth, and empathy for others) in the healthcare industry impacts employee satisfaction and productivity. 

This also applies to other industries—employees who feel loved are 2-4x more likely to remain at a company and produce more (voluntary effort) when they feel loved. So, how can you encourage that kind of loyalty within your organization?

94% of respondents in a recent survey report they are 2-4x more likely to produce more for their organization if they love their workplace.

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Becoming a better boss means respecting and interacting with your employees. Here are a few tips for leading with love:

  1. Avoid micromanaging and build relationships based on trust
  2. Understand your team and each of their personal circumstances
  3. Be prepared for difficult conversations and negative feedback
  4. Constantly work to improve your leadership skills

If you’re the leader of an enterprise-sized organization, you can still put measures in place to find out employee sentiment.

2. Have Genuine (Not Controlling) Conversations

Plenty of managers and bosses think that leadership is about control. When, in fact, it’s the opposite. Controlling conversation means you’re not really listening to what the other person has to say—it’s a one-sided exchange. You’ll also miss out on constructive feedback that could enhance your management skills.

Building self-awareness as a team leader is one of the most critical tasks for building trust and love. That’s why it’s important to encourage open communication with all team members. It’s okay to have clear expectations and big goals but allow honest feedback too. Let go of any ego and strive to have genuine conversations with employees and team leaders.

Instead of shutting down ideas you may not agree with, try asking clarifying questions instead:

  1. “Sounds interesting. How would that idea work?” 
  2. “What resources would we need to make it happen?”
  3. “Is this what you mean? Let me know if I’ve got it right.”

Decision-making is tough but make sure your team is aware of the factors that led you to your choice. If you involve them in the process, they’re less likely to be blindsided and react negatively to any decisions that might affect them adversely.

3. Provide Resources To Align Employees’ Goals With the Company’s

While moving forward as a business is important, personal development for each employee needs to take place in tandem. There has to be a vision and values that management can inspire everyone to get behind. However, you also need to get to know and figure out how to best utilize each employee’s strengths.

To truly get your employees on board, you need to align their goals with the company’s vision. Not only do they need the resources to do their jobs, they also need support for personal growth and professional development.

Personal goals and company goals overlap in two circles to result in employee engagement.

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You’ll want to do a few things as a good boss to make this happen:

  • Revisit your values every so often to make sure you’re still on track
  • Let employees suggest ways they can contribute to the overall mission
  • Make sure your senior management and team leaders are setting a good example
  • Offer upskilling opportunities like temporary leadership roles and career coaching

Ask each employee what their goals are and help them create actionable plans to work towards them. This will involve you or team leaders organizing one-to-one meetings to connect with each person to understand their motivations. It’ll take time, but creating a more engaged workforce that feels valued and respected will be worth it.

4. Good Leaders Encourage a Healthy Work-Life Balance

Every human on this planet has challenges outside of work to varying degrees. It’s a trait we all share. We can’t all do our best work all of the time—good leadership understands that and prioritizes the well-being of all team members to prevent burnout.

81% of 3,500 employees in a recent poll placed importance and value on flexible working. In a post-pandemic workforce, it’s something a lot of prospective hires will expect. It can help those with other commitments, like families that need to work around childcare or school pick-ups and drop-offs. Offering this work style makes it clear you trust your team to manage their own time.

These days, people value time just as much as financial perks. Being a good boss may mean switching to a focus on productivity rather than hours. Introducing a flexible time-off policy for vacations also allows employees from all backgrounds to enjoy events, religious holidays, and celebrations that fall at different times of the year.

You should always encourage employees to prioritize their physical and mental health at and outside of work. You may wish to make it mandatory to turn off email notifications after hours or recommend scheduled breaks. 

Bumble’s CEO gave all employees a fully-paid extra week off in 2021 due to pandemic-induced burnout. Several companies offered something similar as they realized people can’t bring their most engaged selves to work when they’re run down.

5. Create Inclusive Onboarding for New Hires

Starting at a new company is a nerve-wracking experience. While you may have an HR team, being a good boss means creating a system that encourages a sense of belonging from the beginning. Giving new hires an inclusive, welcoming experience can help inspire employee engagement and retention in the long term.

Inclusive onboarding results in employees that are more invested in their work and team. They’ll get to grips with your processes and feel like they “belong” a lot more quickly. This attitude means they are also more likely to stay with your company for longer.

At Google, managers receive a “just in time” email checklist on the Sunday before new employees start. The list involves a few simple suggested steps:

  1. Discuss roles and responsibilities to ensure clear expectations
  2. Match the new hire with an onboarding buddy
  3. Help them build a social network within the company
  4. Set up regular check-ins (once a month for six months)
  5. Encourage open communication and honest feedback

These ideas are meant to help new hires integrate faster and make connections with their colleagues. Managers at Google don’t have to complete the checklist, but a study found the team members of those that did became fully effective 25% faster.

6. Focus on Initiatives That Make People Love Their Workplace

What makes a Most Loved Workplace®? Is it the benefits, compensation, or an office best friend? The answer may surprise you. 78% of employees say they simply want a feeling of value and respect from others they work with.


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Creating a Most Loved Workplace® comes down to making your people happy at all levels. This doesn’t mean bowing down to every demand but asking how you can best make meaningful change and showing you appreciate their input regularly. As a boss, what are some other initiatives you can work towards to help your team love their workplace? 

  1. Encourage creativity in the workplace to develop workable solutions
  2. Involve your employees in identifying and creating your company values
  3. Provide continuous feedback (not just once or twice a year in performance reviews)
  4. Promote teamwork across your organization to create new products and solve problems

Employers that promote sustainability and ethical business operations are valued more too. Studies show employees are willing to give up financial benefits for organizations that practice environmental and corporate social responsibility (CSR). Think about where you could implement and improve CSR policies—or better yet, ask your team.

Ensure all processes are people-focused, and you’ll find it much easier to keep everyone working towards a shared goal.

7. Ensure Employees Are Recognized for Wins Regularly

Many bosses are quick to criticize team members when things go wrong. It’s a demoralizing experience that could make them reconsider working for you if it happens too often. The other side of the coin is underused—recognizing when they’ve done a great job.

Recognizing little wins and achievements takes very little effort but can help employees feel a lot more valued and keen to stick around. Organizations can recognize good employees for things like:

  1. Specific achievements (e.g. hitting sales goals)
  2. Going above and beyond expectations
  3. Mentorship efforts or charitable initiatives
  4. Milestones (e.g. number of years at the company)
  5. Exhibiting desired behaviors or competencies
Customer service award, years of service award, employee appreciation events, weekly shoutouts on social media.

Day-to-day encouragement and appreciation don’t have to be huge gestures. It can be as simple as a sticky note on someone’s workstation to say thank you or a mention in front of colleagues. The level of recognition will depend on the amount of effort that went into the achievement. 

You can choose to reward singular people and whole teams in different ways. Here are some ideas:

  1. Surprise your team with a paid lunch
  2. Celebrate weekly wins at the start of every meeting
  3. Implement a peer-recognition program
  4. Treat employees and their families to an off-site event
  5. Offer a late start or extra time off
  6. Give out a monthly company award to an employee exemplifying your organization’s values

Telling someone they’ve done good work with a high five as you pass them in the hall is nice. Being specific with recognition about what they’ve done well and why is even better. This way, you’ll reinforce the actions they should focus on to stay on track with personal and company goals.

8. Build DEIB Into Your Company Culture

DEIB stands for diversity, equity, inclusion, and belonging. It shouldn’t just be something you talk about in job descriptions, but many do without meaningful policies behind it. 

Developing into a company that prioritizes these practices is a surefire way to build community and trust within the workforce. Being a good boss means creating a work environment where everyone feels included, heard, and offered the same opportunities.

DEIB starts long before hiring takes place and includes everyone, from your most junior members of staff to senior management. It’s a long-term commitment that will need input from a variety of team members if it’s to be successful.

Tips for diversity, equity, inclusion, and belonging. E.g. Keep company language gender neutral, organize inclusion activities, mentor new employees.

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Here are some ideas for DEIB best practices you can start talking about implementing:

  1. Encourage and fund employee resource groups (ERG)
  2. Ensure your work environment and online tech stack are accessible for those with disabilities
  3. Allow candidate names on job applications to be anonymous
  4. Conduct pay equity reviews for a data-based overview
  5. Forget one-size-fits-all uniforms and invest in making your team feel comfortable
  6. Train and engage all employees and management on DEIB practices

Any training or lectures you organize should be thoughtfully designed—not just a checkbox exercise. You won’t be able to “fix” things like unconscious bias, but you can make everyone aware of it. 

A leadership team that’s willing to commit to building a more diverse, inclusive workforce is much more likely to have a widespread sense of belonging. DEIB practices should be woven into the fabric of your company to ensure you stay competitive and creative.

9. Make Sure Everyone Has a Positive Vision for the Future

As the boss, everything at your company begins and ends with you. Collaboration should be at the heart of all your business processes. If there’s no clear goal or mission, it’s easy for any member of your team to become demotivated and disillusioned.

Great managers and leaders follow the SPARK model:

  1. Systemic collaboration: Facilitate an environment where everyone will be deeply heard and work together towards common, shared goals.
  2. Positive vision of the future: Be clear and positive about your vision for the future. Avoid blame and focus on what you can do better.
  3. Alignment of values: Align your core beliefs, goals, practices, and work methods.
  4. Respect: Create a culture where it’s unacceptable to disrespect people, their ideas, or passions.
  5. Killer achievement: When you create a culture where everyone loves the company, killer outcomes are the only outcome.
Systemic collaboration, Positive future, Alignment of values, Respect, Killer achievement.

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A positive vision for the future has to have everyone on the same page. Being a good boss and leader means asking for feedback and adjusting your behavior and actions to get everyone there. 

Ask what you do well as a leader. What could you do better? What could you do more or less of? That’s how to make your future vision collaborative and more effective.

Final Word

“Love” in the workplace is still a fairly new topic of discussion. However, the feeling isn’t. It refers to how we collaborate and feel psychologically safe within an environment. It also relates to the things that we feel we must do vs. the things that we don’t need to do.

Being a good boss has nothing to do with the title. It has everything to do with the emotions and attitudes you instill in your entire workforce. If you want your employees to love you and where they work, you need to base every decision on that emotion and lead with love.

Few organizations can say that they put the love of employees at the heart of their processes and have employees return that love. If you think you’re applicable, becoming a Most Loved Workplace® is a simple, five-step process.

Team Analysis: How To Measure the Effectiveness of the People Working for You

Grouping a bunch of new people together and expecting them to work effectively won’t always work without an action plan. Even if it does, there’s always room to improve. No matter how long you’ve known or worked with your team, there will always be things you don’t know about them.

Each of your team members will have different skills. Sometimes, they’ll be complementary. Other times, they could clash. So, how do you conduct successful team analysis to get an overview of your people and their processes?

This article will explain how to establish these differences to create synergy and a positive work environment where everyone feels engaged and supported.

What Is Team Analysis?

Team analysis means making your organization, specific teams, or subgroups case studies. The goal is to identify and weigh up the strengths, weaknesses, knowledge, and skills of specific groups of people.

It means analyzing each person separately but then understanding how they coexist and collaborate. If an employee is not pulling their weight, it can affect the entire team’s performance. However, if that team works together to regularly communicate, they may be able to prevent miscommunication and find a solution.

Why Should You Analyze Your Team?

You likely analyze your business processes and workplace analytics regularly to optimize efficiency—the same should go for your employees. However, this type of data analysis is more complex as you’re dealing with people, behaviors, and emotions instead of metrics.

Analyzing your team means you’re better equipped to answer questions like:

  1. Why are some team members performing better than others?
  2. Would this prospective hire be a good fit for this team?
  3. Are there any skills gaps within or between teams?
  4. How can we best apply each team member’s strengths to certain tasks?
  5. How can we close performance gaps between these team members?
This involves team analysis to map the skills that are currently present and missing. It should also result in target training programs and performance expectations.

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Knowing these answers means you can make data-informed decisions that lead to meaningful change and results. It can also help you to create processes to optimize the way your team or teams work going forward.

3 Models of Team Effectiveness

Each organization measures team effectiveness and employee engagement differently. So, the model that will be most applicable will vary depending on the size and working environment of your organization. Smaller, office-based teams will work differently than remote enterprise-sized companies.

 

There are plenty of team effectiveness models out there to evaluate how yours works, but here are three well-known versions.

Rubin, Plovnick, and Fry’s GRPI Model

Rubin, Plovnick, and Fry created one of the oldest versions in 1977—the GRPI (Goals, Roles, Processes, and Interpersonal Relationships) Model. They believe teams need these four factors to be effective:

 

  1. Goals: Clearly-communicated initiatives and expectations.
  2. Roles: Acceptance of a leader and individual responsibilities.
  3. Processes: Effective procedures regarding decision-making, problem-solving, conflict resolution
  4. Interpersonal relationships: A healthy culture, good communication, respect, and trust.
Teams need goals, roles, procedures and interpersonal relationships to be successful.

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The Katzenbach and Smith Model

In 1993, authors Jon Katzenbach and Douglas Smith unveiled this triangular methodology in their book, “The Wisdom of Teams”. The three points represent the following:

 

  1. Performance results
  2. Personal growth
  3. Collective work products
A triangular diagram for measuring team effectiveness. Skills, accountability and commitment lead to personal growth, collective work products and performance results.

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To reach these deliverables, teams must have three competencies with certain subfactors:

 

  1. Commitment: Team members share meaningful purpose and a common approach towards specific goals.
  2. Skills: Individual team members should be adept at problem-solving, possess technical skills to do their job, and have the interpersonal skills for team building.
  3. Accountability: Teams must be small enough to communicate frequently and efficiently with personal and mutual accountability.

The T7 Model

Michael Lombardo and Robert Eichinger developed the 1995 T7 Model when they landed on five internal and two external factors that all begin with ‘T’. The internal team factors are:

 

  1. Thrust: A common purpose that motivates you all.
  2. Trust: Knowing your team has your back and you’ve got theirs.
  3. Talent: Collective skills to get the job done.
  4. Teaming: The ability to operate effectively.
  5. Task: The ability to execute tasks successfully.

The external factors are:

 

  1. Team leader fit: Whether the leader is accepted and works well as part of the team.
  2. Team support from the organization: How the rest of the organization enables the team.
The 7 factors (beginning with T) that Michael Lombardo and Robert Eichinger believe measures team effectiveness: Task Thrust Trust Talent Teaming Team leader fit Team support from the organization

 

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For high team performance, all five internal factors must be present. However, the external factors can both assist or inhibit the efforts of the internal factors.

3 Ways to Analyze Your Team Members

Creating team reports will give you a comprehensive overview and unearth the developmental needs of each member to create a plan to transform your team.

 

You may be a large enough enterprise to have a dedicated analysis team, or you may undertake these tasks yourself. Either way, here are three ways to analyze your team to optimize their performance levels.

SWOT Analysis

SWOT stands for strengths, weaknesses, opportunities, and threats. You start with a template that has four blank boxes and fill them in like so:

 

Strengths

 

Tasks you do well and qualities you possess.

Weaknesses

 

Skills you need to work on.

Opportunities

 

Any areas you have a chance to upskill in.

Threats

 

Anything holding your advancement back.

A SWOT analysis gives each team member the opportunity to look at their own strengths and weaknesses subjectively. You can also collate the answers of smaller project teams and see where there’s overlap or gaps.

 

While it’s helpful to self-assess, the results are likely to be biased for those who overestimate their capabilities or judge themselves too harshly.

Interview or Survey Each Team Member

Interviewing team members can allow you to dig more deeply into the nuances. It’s easier to gauge if someone is being truthful about certain topics when you ask them directly. However, make sure it’s more of an informal chat than an interrogation.

 

Stick to the same questions and structure for each person you interview. Record all answers to be able to evaluate them together. Here are some examples:

 

  1. “Can you describe an experience you had of working in a team to accomplish a task? 
  2. “How do you handle conflict when it arises in the workplace?”
  3. “Can you tell us about a mistake you made and how you managed to resolve it?”
  4. “How do you delegate responsibilities when in a position of authority?”

Surveys can work in the same way, but they have the advantage of being anonymous (if you choose). You’re likely to get more honest feedback when someone’s name isn’t attached to their answers.

Team Assessment Tools

If you’d like to try a questionnaire or survey but haven’t got the time to collate all the data, try an automated tool. These will help you collect and organize insights on dashboards to keep track of your team’s effectiveness.

 

Here are a few you may wish to consider:

 

  1. The Five Dysfunctions of a Team: A 42-question survey based on Patrick Lencioni’s book that comes as a color-coded report.
  2. Team Essentials Assessment: An assessment that provides a full measure of the Team Essentials model (based on output, structure, leadership, and more).
  3. 360 Degree Feedback Software: Rich insights into omnidirectional employee assessments based on performance and review reports.
  4. Most Loved Workplace®: Figure out how your team views your company (sentiment analysis) and how that could be affecting performance.
Measuring support, type of team, output, effectiveness, leadership, infrastructure and individual contributions.

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Setting Group Norms

Every team has its own customs, habits, partnerships, and expectations for completing tasks—sometimes called “group norms”. Once you have the data to work out yours, you may wish to bring everyone together to establish a new set of guidelines that everyone can endorse.

 

Setting norms doesn’t mean you regulate and micromanage every aspect of group interaction. Instead, it’s an opportunity for the team to figure out and express its values. It means determining what these will be in a group setting and allowing each person to provide ideas they’d like the unit to adopt.

 

This could include initiatives like:

 

  1. We will listen to each other and not interrupt
  2. We will make sure everyone gets a chance to speak that wants to
  3. We will support our leader’s decisions even when we disagree
  4. We will speak respectfully to each other
  5. We will talk through any concerns that may affect cohesion

It’s important to get everyone on board with each of these. There can’t be any reservations. Otherwise, it won’t work.

Final Word

Team analysis isn’t just about measuring the effectiveness of specific groups. More importantly, it’s about the measures you put in place based on what you find out. It’s important to align your team’s goals as individuals with your organization’s and make sure everyone works as a cohesive unit.

 

Without a positive vision for the future as part of your company culture, it’s easy for any member of your team to become demotivated and disillusioned. Problems will always arise, but putting group norms in place based on analysis can help mitigate these.

 

Happy Employees Make The World Go Round: Why Employee Happiness Is Important In 2023

Everyone wants to be happy in one way or another. We all strive for it on a daily basis, doing what we feel will bring us the most contentment. Which is often why going to work can be a real hassle, as we feel like it gets in the way of what we really want to be doing. 

As an employer, you need to be able to combat these feelings and show that the workplace can bring just as much happiness to your employees as anywhere else. By keeping employees happy in their roles and environment, you’ll be sure to see an increase in productivity, engagement, and employee retention. 

But how do you know where to start?           

Why Is Employee Happiness Important?

Happy workers can make a big difference to the bottom line. If people are actively striving to do their best in an environment that supports and encourages them, you’re sure to reap the benefits sooner rather than later. 

Increased levels of passion, loyalty, attention, and determination can all come from increased happiness in the workplace. It’s a sure-fire way to boost employee morale, as the general outlook will become more optimistic. 

Happiness also has an impact on peoples’ well-being, and studies have shown that happier people are generally more resilient, and vice versa. According to Gallup, happy employees also take fewer sick days than their unhappy counterparts.

- Employees are 12% more productive when happy - Happy workers are less stressed, less worried, more well-rested - $2 spent on fruit and chocolate will raise productivity by almost 20% during a short burst of work - Happy, engaged employees take on average 3.9 sick days per year. Disengaged, unhappy employees take 10.7 - Disengaged employees are unhappiest on Tuesdays (74.7% happiness) - Engaged employees are consistently happy all week (94.7-95.5% happiness)

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Negatively Contributing Factors

Situations change from person to person – there may be more going on behind the scenes that contribute to why someone is unhappy. And, unfortunately, there’s not a whole lot you can do about that. 

But what you do have an impact on, is your company. So here are a few things to watch out for which can have a negative impact on employee happiness. 

  1. Burnout is a huge contributor to unhappy employees. And the effects leave much to be desired. If people are stressed due to their workload, uninspired, or mentally exhausted, this can lead to absenteeism. Eventually, if this pattern continues, you can find yourself facing high rates of employee turnover. 
  2. Feeling undervalued puts a massive dampener on how we view the workplace. When employees are not listened to, taken seriously, and are taken advantage of, happiness levels plummet. 
  3. A poor work environment is not a good place either physically or mentally to be a part of. Unsanitary conditions which are uncomfortable, dirty, or the wrong temperature can have a direct impact on our health. 
  4. Stressful managers and co-workers are a nightmare to work with. They create a toxic breeding ground for a company that stops people from doing their best, or use threatening tactics rather than encouragement to get results. Argumentative behavior, passive-aggressive comments, and unreasonable deadlines are some of the traits to watch out for!

 - Gossip roams freely - Employee turnover is high - Poor communication - No motivation - Little to no growth - Constant conflict

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How To Boost Employee Happiness

It’s not too hard to create happy workers who are proud to be a part of your workforce. Here are some key examples of how it’s possible to achieve happier employees.

Improve Company Culture 

Your company culture is very important when it comes to employee happiness. No one wants to work for a place that has bad morals or intentions, or doesn’t care for their workers in any significant way. 

A positive culture is clear to see from outside of the business as well. You’ll find that when you start investing time into building a happy, healthy culture, you will see a rise in overall customer satisfaction. Your employees will be driven to help, friendly, and passionate about what they do. Not to mention that happy people are far more approachable, which helps the customers feel at ease.

Furthermore, a good company culture will help to attract people from a wide variety of diverse backgrounds. And, when a workplace more thoroughly considers their DEIB responsibilities, studies have shown that workers develop a stronger sense of belonging. Moreover, overall production increases because people feel secure in their social group and know that their thoughts will be listened to by their peers.

Have A Good Work-Life Balance 

Appreciating and supporting a healthy work-life balance can alleviate a lot of stress and increase happiness levels for employees. This helps to encourage the prioritization of a worker’s mental health and reduce levels of burnout. 

Giving more employees control over their own work schedules builds a feeling of trust and autonomy. Flexibility is often more valued in a workplace than the pay, as people feel able to fit their lives around their work more suitably. This is particularly important for people with families or people they are caring for who might need more freedom in their schedules. 

Neil Patrick Harris in a bathtub full of soda cans, laughing and pointing fondly at a red book that says 'work life balance'

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This is particularly pertinent in the wake of the covid pandemic and all the restrictions that followed. Many people may be shielding still, so look at what you can do to help ease the transition back to work for your employees.

The option for hybrid or remote working also cuts out a significant cost of traveling from home to work. You stop for gas less frequently, and don’t have to factor in extra costs like going out for lunch if your company doesn’t have a food-token scheme. 

Another contributing factor to improved happiness is the amount of time your employees get off work. Consider the flexibility of your vacation schemes. How much time a year do people get off to be with their loved ones, completely disconnected from work? People need proper time to completely detach and relax, allowing their brains to rest and recuperate. One or two days a year for Easter or Christmas isn’t going to cut it. 

Train Your Managers to be Better Leaders

Managers are there not only to make sure work gets done on time, but also to support their staff whenever they need it. It’s vital that your managers maintain a positive attitude when it comes to work, or their dissatisfaction might be taken out on their team. 

On the other hand, overly passionate, bossy managers who constantly micromanage can be equally as frustrating. Good training is required to help managers accurately allocate tasks, and have enough trust in their team to get the work done without someone constantly looking over their shoulder.

Work on Team Building

A well-oiled team who works efficiently together can have a positive effect on the happiness levels of the employees involved. When team members work well together, stresses are alleviated and burdens of workload can be shared. 

It’s immensely satisfying seeing a project come together. It’s even better when that happens faster than you anticipated because of good communication and teamwork. 

To encourage this, try integrating team-building exercises in the form of puzzles, days out to escape rooms, or just allowing them to spend quality time together to create strong interpersonal relationships. Forbes reports that employees with a “best friend” at work are 7 times more likely to be properly engaged in their work, and their satisfaction levels are boosted by 50%.

Admittedly, this is easier with small businesses where people are already familiar with one another. However, even larger corporations can offer group days out by splitting the office into teams and having their employees engage in various team-building initiatives. 

Four cartoon people each holding one letter of the word 'TEAM', against a pale blue background

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Encourage Positive Feedback

If you don’t know what you’re doing wrong, how are you ever going to succeed properly? Additionally, if all the feedback you ever get is passive-aggressive comments or criticisms, you’ll feel demoralized and unmotivated to work.

Employers should make sure that the feedback their workers receive is worthwhile and constructive. If something is the matter, don’t belittle your employees. Have a talk with them and communicate properly what the issues are, and create a plan together on how you’re going to solve them. 

It’s a huge confidence boost when employees know just what they need to do in order to succeed. And you don’t have to take it all on by yourself. Consider encouraging peer reviews, giving employees the chance to interact with one another’s work and offering constructive feedback.

It shares the load, and builds essential analytical and editorial skills that means, over time, work will be delivered automatically to a higher standard as people will know what to watch out for next time. 

Continuous feedback leads to... Employee engagement leads to... Manager-employee collaboration leads to... Increased productivity leads to... Employee motivation (which continues the circle back around to continuous feedback)

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Recognize and Appreciate 

Happiness comes through acknowledgement of a job well done. If an employee has been exceptional in some way, then think about rewarding them for it. This could be:

  • Praise and recognition privately in the office, or publicly on social media or a corporate website. 
  • Financial rewards like a bonus or gift card.
  • Corporate perks like time off, or greater flexibility in the following days – i.e. “take the morning off tomorrow.”

Your incentives need to balance the requirements for quality and quantity. It’s all well and good meeting a quota, but if the work is subpar in some way, rushed for the sake of meeting a deadline, it won’t reflect well on your company. 

Frequent, meaningful recognition is self-sustainable. The more you do it, the more people will feel encouraged to continue working hard. You give as good as you get. If you, as an employer, appreciate your employees, you’ll find that they appreciate you more as a result. 

82% of workers say that they are happier when they are recognized at work. Why would you want to ignore that? 

An infographic from HRmorning. "82%" is shown in purple in a pie chart. To the right are five cartoon people dressed in black, purple and grey, all cheering and celebrating around a table with one another.

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It’s not hard to do, either. Spreading a little bit of positivity each day, even through a “Well done”, or a “That’s looking good, keep it up”, takes no time at all, and perpetuates a friendlier environment.

Managing Happiness Going Forward

Once you feel as though your workforce is happy, you need to do your best to make sure they stay that way. Happiness is a very loose term that can cover many and all aspects of someone’s working life. You need to consider employee engagement and employee satisfaction – a combination of the two will lead to elevated happiness. People will be actively trying to do their best for your company, because they like to work there and want it to succeed. 

Keep on top of job satisfaction levels through surveys. These are easy to find or produce, and take minimal effort on the part of the employee. They’ll let you see which areas people are most dissatisfied in, which can lead to lowered happiness. 

Additionally, make sure you have a strong human resources committee. This should be a place where both employers and employees alike can turn to in times of need. HR isn’t just damage control for when things go south: they are there in the first place to stop that from happening. So make this department as welcoming and well-structured as possible and thoroughly in-line with your business’s core values to make sure complaints are dealt with swiftly and correctly. 

An open suggestions box can help manage happiness levels, as you can see what the most requested changes are. Whether that’s a better break room, more financial subsidies for food, or better environmental conditions, these are important things to be aware of. By giving your employees a voice and acting on their concerns, it shows you care about what they have to say. 


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Finally, performance reviews will allow you to keep on top of who may need additional help. Frequent employee metrics that are gathered several times a year at the least can begin to create a chart of how productivity can rise or fall. If someone you know to be a good worker has begun to slip, don’t punish them for it without cause. Instead, talk to them to see what the problem may be. 

Final Thoughts

Happiness shouldn’t be a hurdle, but a goal. Every small thing you do in the workplace will impact an employee’s mood in one way or another, and it’s impossible to please everyone all of the time. But actively striving to make your work environment a more open, enjoyable place to be in will never not be worth it. 

Employees who look back fondly on where they used to work talk about the people there who made every day a laugh. The perks, the benefits, the things that made their life easier and allowed them to focus 100% on their work. The managers who supported them and listened in times of crisis. 

By valuing the happiness that your staff get from your company, you’re sure to find people saying that you are a  Most Loved Workplace ®. 

Workplace Analytics: The Important Stats Most Guides Aren’t Focusing On [+ Tools]

Workplace analytics provide insights into your enterprise based on meaningful data. For some companies, that’s knowing how often your employees are logged on and communicating. For others, the fluctuating level of employee motivation and satisfaction takes priority.

 

Your business is unique, and the way you work will have an impact on the data you want to visualize. However, it can be difficult to know exactly what you should be tracking and the best way to do this to ensure team productivity isn’t affected.

 

This article will define workplace analytics and give business leaders an insight into the truly important metrics to track. As your organization has grown and evolved, how you measure employee experience has likely shifted. However, the exceptional level you hope to achieve shouldn’t have.

What is workplace analytics?

Workplace and workforce analytics are rich, actionable insights into your organization and employees. They can help executives set benchmarks, unearth inefficiencies, and make informed decisions based on data.

 

Enterprise analytics allow you to study individual departments’ functionality and effectiveness, resulting in a high-level perspective on how efficiently your organization is running.

An example dashboard that shows charts, graphs, and other data.

 

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You may wish to track your literal workplace, from real estate renting costs to meeting room occupancy and space utilization. Whereas a Most Loved Workplace® is dependent on one main KPI—measuring a mutual feeling of love between employees and leadership.

What are the usual types of tracked workplace analytics?

There are four main types of workplace analytics:

 

  1. Descriptive: Describes the current state of things or past events.
  2. Predictive: Anticipates future outcomes and values to optimize operations.
  3. Prescriptive: Suggests what to do based on predictions and past occurrences.
  4. Diagnostic: Shows the underlying cause to help focus your efforts.

The data used to visualize these can accurately indicate the employee experience you currently provide. This begins from the time a prospective hire reads your job posting to the moment they leave. It’s not a singular state or attitude, it fluctuates based on daily factors in and out of work, and it’s directly linked to performance.

 

The types of workplace analytics enterprise-sized companies track can vary but usually covers the following: 

 

  1. Employee engagement
  2. Absence
  3. Team collaboration and communication
  4. Employee productivity
  5. Retention and turnover

Remote and hybrid work organizations will track slightly different analytics due to the setup with online workspaces instead of office space. For example, Microsoft Teams allows you to run different reports to get insights into how employees are using the program. Whereas Microsoft Viva Insights is an add-on to Office 365 enterprise plans that helps track productivity and creates real-time well-being experiences to prevent burnout.

The Microsoft Viva Insights Home dashboard with a popup from mindfulness app Headspace saying "Bring out the innate focus within you through a quick mindfulness exercise."

 

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If your enterprise uses Zoom for remote work, the analytics dashboard and graphs can allow you to monitor and analyze key usage data and performance information. This can highlight an organization’s online workplace experience if team members rarely meet face-to-face. So, it’s clear where your company may vary.

The truly important workplace analytics you should be tracking

During the pandemic, the future of work quickly shifted to the present as many companies were forced to adapt their current workplace strategies. Since then, online workflows and automated tools have become a necessity over paper-based processes.

 

Our focus on mental health and well-being has never been more prevalent. While there are apps specifically designed for these, caring about your employees can come in other forms too.

 

All the truly important metrics you should be tracking are based on employee experience and a love for your team:

 

  1. Love of workplace
  2. Sentiment analysis (how employees are feeling)
  3. Employee training
  4. Sense of belonging (DEIB)
  5. Performance management
  6. Career development
  7. Employee feedback
A screenshot of Workplacely's Sentiment dashboard showing total responses and sentiment score (positive/negative/neutral) filtered by average, team, and topic.

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Your goal is to provide a workplace where everyone feels that they belong. They’re given the resources to align personal goals with professional development and the company’s mission. Employees know that leadership cares about them as people, not just because they want them to provide a good customer experience.

 

These particular workplace analytics can help you assess your current level and allow you to make meaningful changes based on real data.

What workplace analytics apps/companies should you be using?

The best workplace analytics software is interactive and aggregates all the data you need into one easy-to-use dashboard. Others on this list are companies that dig into your data manually to give you an overview of certain processes.

 

These are a few of our favorite analytics platforms and the metrics they track:

 

  1. Most Loved Workplace®: Sentiment analysis pulse surveys that result in certification.
  2. WorkRamp: Measures the effectiveness of training programs.
  3. Workday: Measures the sense of belonging amongst team members.
  4. BambooHR: Creates personalized employee data reports in minutes.
  5. Lattice: Connects performance management, employee engagement, and career development in one tool.
  6. Workplacely: Collects employee feedback with sentiment analysis.

Most Loved Workplace®

Few organizations can say that they put the love of employees at the heart of their processes and have employees return that love. If you think you’re applicable, becoming a Most Loved Workplace® is a simple, five-step process:

 

  1. Fill in some details and automatically receive a customized white-label Love Of Workplace Index™ Pulse Validation to send directly to employees
  2. It only takes 3-4 minutes to complete and is confidential (with no personally-identifying information required)
  3. We tabulate all responses (including the written application and additional research) and will consider all certified companies for the annual Top 100 Most Loved Workplace® issue of Newsweek Magazine
  4. You become officially certified as a Most Loved Workplace® and can take advantage of additional badging licensing rights for marketing usage for a fee
  5. Promote your certification to the world and appear on our site
Get employer brand exposure, build trust in your team, discover areas to improve and build a stronger culture.

WorkRamp

WorkRamp’s all-in-one tool helps businesses to design impactful learning programs for employees (and customers). Empowering your team members to learn and develop professionally is a big driver of satisfaction.

 

WorkRamp lets you measure the effectiveness of training programs, analyze trends, and measure team performance. As well as furthering your employees’ skills, the platform encourages you to deliver ongoing improvements.

 

You can track specific metrics, such as:

 

  1. Course completion rates
  2. Active learners
  3. Course ratings
  4. Instructor ratings

Then use the feedback to improve engagement levels and the knowledge your employees are gaining from each course.

WorkRamp's Searches analytics dashboard that displays top search terms and missed searches.

 

Workday

DEIB (diversity, equity, inclusion, and belonging) practices should be written into your employee experience. Workday focuses on the ‘B’ that measures the sense of belonging team members feel when their workplace accomplishes the three other factors.

 

The VIBE Index™ (value, inclusion, belonging, equity) takes into account everything from hiring and promotions to find out how your people feel and where you stand. It may bring up some tough questions, but these are critical for accelerating progression and taking action to make meaningful changes.

 

Here are a few of the elements the tool helps you to offer:

 

  1. Personalize experiences to recognize individuality and make sure employees don’t feel like just a number
  2. Nurture a culture of belonging with pulse surveys and feedback
  3. Connect employees to mentors, forums, and resources for personal and professional development
Showing the value, inclusion, belonging, equity score amongst different categories of employees with an average displayed.

Bamboo

Without analytics software, HR professionals can spend roughly 17 hours per week on average creating reports. With Bamboo, it only takes minutes, and the platform is so effective as it allows each user to choose and arrange targeted insight widgets on their homepage.

 

This means personalized dashboards that will differ for executives, HR, and managers:

 

  1. Recruiters can focus on time-to-hire data
  2. Managers can see which employees have been without a pay raise for the longest
  3. Executives can keep tabs on every part of the company’s growth

This visual data is compiled into charts and graphs to ensure strategic, impactful decisions at every level.

Filtered by department, showing the amount of "time off used" in a bar and pie chart.

 

Lattice

Deep insights into your team are one of the most powerful ways to make confident decisions. Lattice connects performance management, employee engagement, and career development all in one tool.

 

It gives executives and HR the ability to track behavioral trends and support employees throughout their careers through simple dashboards. You can choose the categories that matter most to your company and see how each employee measures up, such as:

 

  1. Leadership
  2. Potential
  3. Empathy
  4. Engagement

Lattice even includes research-backed suggested actions and real-time tracking to help you drive strong cultural outcomes and improve your employee experience.

Q2 employee engagement survey showing a score of 32 for the statement "In the last six months, someone at my work has spoken to me about my progress."

 

Workplacely

Workplacely is a plug-in for larger human resources platforms like SuccessFactors and Workday. This new SaaS tool focuses on workforce analytics like sentiment analysis and thematic analysis (identifying and interpreting patterns in data) to assist companies in becoming a workplace employees love.

 

The process can be broken down into four easy steps:

 

  1. Import your feedback through a .csv file, textbox, or customizable survey
  2. Analyze sentiment and filter through both positive and negative emotions
  3. Receive personalized recommendations tailored to your organization/team
  4. Choose and share your most positive comments on social media
The first stage of adding data to the app, showing a .csv file that's been successfully uploaded.

Final thoughts

Plenty of workplace analytics tools can make measuring these important metrics a much simpler process. However, there’s something you can do personally to make a difference on top of all this. Whatever the size of your organization, consciously place love for your employees at the center of your business model to ensure every decision is based on the best interests of your entire team.

 

While others are tracking the amount of time team members spend working, dare to be different and focus on the experience you’re providing and the results that come from valued, respected employees.

 

7 Key Drivers of Employee Engagement: Your Vehicles For Success

Employee engagement is a topic employers come back to again and again. And why wouldn’t it be? Your employees are the life-force of your business. Without them, everything would grind to a halt. 

It’s important to keep them engaged and actively participating in trying to make your company the best it can be. But how do you go about that?

There are many factors to consider when it comes to driving your employees to excel. These cover every aspect of their working lives, and are all used in conjunction with one another to keep engagement (and, hopefully, achievement) as high as it can be. Relationships, diversity, well-being, communication, career development – each has its role to play. 

Let’s take a look at some of the top drivers of employee engagement, and see what you can do to help keep your teams performing at their best.

Mental and Physical Health

We are not machines. We can’t keep running forever without breaks or with very little maintenance. It’s important that we take the time to prioritize both our mental and physical health, as this will help us in the long-term. 

A man sits at his desk with mountains of paperwork around him in disorganised piles. He is visibly stressed. Across from him is a robot with an orderly stacked pile of files and folders.

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A big part of engagement is motivation. Burnout affects three quarters of employees at some point during their careers, which can have a host of unpleasant side effects. Stress, depression, and exhaustion are common afflictions, with many issues going on to cause physical issues as well. The effects of prolonged stress are well documented, and something you as an employer need to watch out for.

Burnout is also very bad for business. It can lead to:

  1. High levels of absenteeism
  2. Low employee retention
  3. Decreased productivity 
  4. A hostile or unfriendly working environment
  5. Lower quality of work

All of this incurs additional costs for your business, as well as a reputation amongst employees as not being a healthy or supportive place to work. So it’s best to get ahead of burnout before it can become a problem. 

How to improve workplace wellbeing 

As ever, communication is key. Right from the get-go, make sure that you build a culture of open communication where your employees can go to someone if they have concerns. You need to know when people are starting to feel burnt out before it becomes a major problem, so consider doing semi-regular check-ups, or incorporate them into your performance reviews.

One of the leading causes of stress in the workplace comes from workloads. 76% of employees state that it is one of the largest problems they face. Comparatively, the next highest issue is lack of control (35%).

Excessive workload - 76% Lack of control - 35% Lack of support - 26% Senior staff - 25% Peers - 18% Insufficient training - 16% Job security - 13% Working from home - 11% Commuting - 8% Other factors - 18%

Data taken from Champion Health

So, encourage positive management of workloads. Where possible, assign work to teams of people rather than individuals. This will lessen the strain, as employees will have an immediate support network of coworkers to turn to, and people to share the effort with. 

And be reasonable with your workloads. This falls on your shoulders as a manager to correctly plan ahead and set a schedule for when things need to be done. Check in with employees to make sure they’re not leaving everything to the last minute, too

Sure, dealing with clients who take forever to get back to you can be immensely frustrating. But you should try to lessen the impact this has on your employees as much as possible, or give them advanced warning that there is a spanner in the works. This helps them keep a healthy work-life balance.

Clarity

If you want your employees to stay engaged, you need to make sure they know exactly what they’re supposed to be doing. Clarity in the workplace will help give them a sense of direction, and offer more chances for autonomy and expression. 

Communication

Clarity of communication means:

  1. Regular updates
  2. A strong chain of command (everyone knows who to report to)
  3. A clear calendar that is accessible to everyone
  4. A good email service with concise, clear newsletters for wider news

Communication is always key. Without it, everything falls apart. Your workers have a right to know what’s going on, and keeping them informed keeps them engaged. 

Purpose

A sense of purpose doesn’t only refer to what an employee’s job is within the company, but, moreso, what the purpose of the company itself is. 

  • What does your business hope to achieve? 
  • Why are they there? 
  • What does it mean to work for them?

By making this clear you give your employees direction – something to work towards. Of course, you want to make a profit, but why did you choose this business direction in the first place? 

A simple purpose statement that you can include in any onboarding materials will make this explicitly obvious. Get your employees on board with the original intention of your brand, why it is the way it is, to give them a deeper understanding and appreciation. 

A wall made of words inside bricks. The bottom brick says: Corporate social responsibility. How do we help protect the world? The two bricks above that say: Vision. Where are we going? and Mission. How are we getting there? There are two arrows leading up. The top brick says: Purpose. What is our positive impact on the world?

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Role and Expectations

Before you hire an employee you should make it clear what their role will be within your company. On the job listing you advertise, you should include as much relevant information as possible so people know what they are getting themselves into.

This prevents issues such as when an employee steps into their role and realizes the job isn’t what they were expecting. 

You should have a contract, portal, or knowledge base that allows your employees to refer back to their role and the expectations that come with it. It also means that employees can manage these expectations so they don’t end up taking on unnecessary workloads or fall behind in their current tasks.

Another thing to consider is how well-suited a person is for their role. Of course, interviews and screenings are done to assess this, but situations can change even after a person has been employed for a while. Having real passion for their job will help rocket employee engagement levels to new heights, so be sure to hire employees for where they’re best suited and won’t feel out of place.

Recognition and Feedback

Good recognition and frequent feedback about an employee’s work are some of the most important factors relating to engagement. Without acknowledgement, efforts can seem meaningless. The bare minimum becomes the norm in terms of output. 

Constructive feedback keeps your employees motivated. Being shown where they are doing well and where things may be lapsing allows them to amend mistakes and prevent it from happening again. This works doubly as well if you or your HR department are there to support them when they need help. 

When asked what the most important thing their manager/company did to encourage great work, employees from O. C. Tanner voted overwhelmingly (37%) that recognition was the driving motivator. The next highest option, at only 13%, was ‘Nothing. I am self-motivated’. 

This gives some idea of just how necessary recognition is to drive engagement. And it’s not just O. C. Tanner employees that agree. SHRM found that 82% of human resources professionals reported increased levels of employee happiness when their companies incorporated recognition programs. 87% agreed that recognition has a very positive effect on a workplace in general, meaning higher retention rates of employees. 


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Recognition and reward for a job well done is huge for employee happiness and morale. But it doesn’t just have to come from upper management. Your employees will be working alongside one another, and may want to commend someone in particular for either their performance, or how they improve the atmosphere of the office. 

An employee recognition form is a fantastic way for a workforce to nominate teams or individual employees who they think deserve praise for what they’ve done. Things like “employee of the month” add a sense of fulfillment, as it’s a challenge to work towards which therefore keeps people engaged.

Finally, remember to give your workers a voice as well! Employee feedback forms can let you see where you may also be falling behind, which can have a significant impact the overall engagement of your workforce.

Relationships

Even in remote positions, we all have to interact with people at some point in our careers. Therefore, it’s a good idea to build up a strong relationship with your peers so that you can work effectively together as a team, have each others’ backs, and be a source of encouragement and support. 

Coworkers

Employee relationships built in the day-to-day work environment can make or break a team. A sense of camaraderie and shared experience can create strong connections and “support psychological resilience” which can greatly benefit all parties involved.

Mutual trust, respect, and a sense of equality all helps to create a positive workplace. It’s always more fun to go to work with friends. That’s the type of culture you, as an employer, want to foster. 

Also be sure to consider how diverse your employees are. Are you making an effort to strive for inclusion? How good are your DEIB practices? A range of people from various backgrounds and walks of life leads for new insights and ideas to circulate. And did you know a diverse workforce is more likely to perform better, be a more positive workplace, and reduce employee turnover rates? What’s not to love?

The 4 principles of DEIB in the 4 corners of a square. There is a circle in the middle with small words around the outside. Starting from the top and going in clockwise order: Equity quadrant: Access, equality, justice Inclusion quadrant: Justice, values, allyship Belonging quadrant: Allyship, purpose, acccountability Diversity quadrant: Accountability, ESG, access

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Managers

As a leader, you need to be an example for your employees and be there for them when you are needed. An absent employer, one who sets tasks and then abandons their workforce, can be a major source of stress and low motivation.

Then you get the managers who belittle, who micromanage, who don’t respect your boundaries outside of work. The organizational analytical firm, Gallup, reported that “managers account for at least 70% of variance in employee engagement scores” – an enormous proportion. 

Positive relationships between employees and their senior leadership will lead to improved engagement, as workers will feel valued and supported. Remember that respect is a two-way street. Take the time to appropriately train your managers on how to be good leaders who can bolster their team, not drag them down. 

The Workplace

Environment

There’s a lot to be said for a pleasant work environment, both in terms of its physical attributes and the people in it. No one wants to work in cramped, stuffy little cubicles, but sometimes it’s unavoidable. So do what you can to make the area people will be spending a lot of their time as comfortable – and as accessible – as possible. 

Think about where people commune, where they like to go when not at their desks or on-call on the shop floor. These areas should be open, where people can relax together on their breaks or at lunch. Facilities such as a break room or cafeteria with nice decor and comfortable seats do well in this regard. Just little things that make the workplace a more enjoyable space to be in. 


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Always keep your DEIB principles in mind. Is your area accessible for people with disabilities? If not, what can you do to change it? This also includes those who are neurodivergent. Is your environment welcoming for them so that they can perform at their best?

And in online, remote environments, these principles still apply. Chat rooms and team group areas combined with easy-to-use knowledge bases keep people connected and help them be more productive. 

Culture

There are many types of company culture, so it’s useful to know which one you fall into, first and foremost. Then, you can take a look at how you can improve your culture, and watch out for any warning signs that might lead to lessened engagement with your employees. 

An engaged workforce will feel connected to what they do and where they are. It’s an important challenge, but once you get the ball rolling you’ll find yourself attracting more people who are naturally suited to your culture already. 

When people are happy and feel welcome in their workplace, they’re more motivated to do their best and stay where they are. Their overall employee experience is better, so they’ll be in the right mindset to stay engaged.

Values

This is one of those nifty points that underpins everything else your company does. As with your purpose, highlight exactly what you wish to uphold. These will be relevant to the internal workings of your company, but may also be relevant externally as a part of your branding. It’s important that your employees believe in what you’re saying, otherwise you open yourself up to issues.

The values of your employees need to align with your company values. If there is a disconnect in objective then it can feel alienating and discouraging. 

By advertising your most attractive values, you’re more likely to attract the top talent available. It helps to pre-emptively filter out people who may not work well with you.

1. Make values meaningful and memorable 2. Practice what you promote 3. Self-select and self-correct 4. Remember to measure

Source: In Great Company, by Louis Carter

Development

A stagnant job leads to a stagnant mind. Employees won’t be engaged if they’re stuck in a dead-end cycle with no prospects and no upwards trajectory. 

We have a desire to make meaningful work – something that makes a direct impact, and not just to the bottom line. The opportunity for professional development helps us to achieve that. And it’s a self-sustaining cycle. Generally, engaged employees will want to develop anyway. By giving them the routes to do so, you help yourself in the long run.

Career growth plays an important role in an employee’s life. Clear, consistent progress leads to higher levels of job satisfaction as people can look back and see how much they’ve progressed. 

The opportunity for learning development is also a great promoter of engagement, since you’re providing access to knowledge that will help employees outside of the workplace as well. This can build a sense of empowerment and increase feelings of support. Online programs that cover a wide range of skills, or company-specific ones that team members can enroll in make for a more versatile, well-rounded person. 

A cartoon man stands on a red arrow that shoots upwards into the air. He confidently holds a golden trophy above his head.

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Correct Tools

It’s always beneficial to have the right tools for the job. If something’s missing, everything can grind to a halt. 

When budgeting and planning, make sure that you include everything an employee might need, including software, physical resources, and personal assistance such as training programs or tutorials. There is always a time and a place for initiative and creativity when it comes to tackling problems. But don’t force your workers to rely on these assets if you have neglected to provide the tools necessary for effectively completing their workload. 

You’ll also need some tools to keep track of and measure how well these strategies are performing. Employee engagement surveys can give you some sort of indication, but they are not always reliable as they require analyzing metrics over a longer period of time. Instead, consider Gallup’s employee engagement model which looks at the most important areas to focus on as an employer.  

A triangle in different shades of green. From base to top: Basic, Individual, Teamwork, Growth.

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Final Thoughts

If you’re still feeling a little unsure about how best to motivate and drive your employees to be more engaged, don’t worry. There are lots of resources available to help. And, trust us, your employees will thank you for it. 

Becoming a most loved workplace isn’t as hard as it may sound. You just need to be willing to listen to what your team has to say, and always keep in mind that you’re all working towards the same goal. Your responsibility is something to be proud of. Your employees are something to be proud of. Don’t shy away from either. 

Embrace the passion you have for your work, and your employees are sure to feel it, too. 

9 Ideas for Creating a Good Work Environment That Breeds Positivity

  1. A Positive Work Environment Starts With Onboarding
  2. Let Your Employees Co-Create Company Culture
  3. Ensure Regular Check-Ins and Allow Honest Feedback
  4. Regularly Recognize Small Wins and Big Achievements
  5. Provide Resources for Personal and Professional Development
  6. Make Sure Employees Feel Valued and Respected
  7. A Positive Workplace Emphasizes DEIB Practices
  8. Team Members Must Be Allowed a Work/Life Balance That Reduces Burnout
  9. Make Sure Your Workplace Environment Is Comfortable and Accessible
  10. Final Thoughts

It’s such a shame when employees dread coming into work. Not only that, it’s emotionally draining for them as well. 

What you need to do is create a positive work environment that your employees will love being part of. This comes about through a cocktail mixture of physical practices and policies, an appreciation of mental wellbeing, and a strong DEIB practice that creates a sense of belonging.

If you’re looking for a way to improve your work environment, then take inspiration from these 9 ideas and implement them into your organization’s structure. 

A Positive Work Environment Starts With Onboarding

A positive environment starts from the moment new employees enter a company. This can either be physically in an office, or digitally on a platform like Slack, if you work remotely. Or both, for hybrid workers. 

But the groundwork for this positivity should be in the forefront of your mind in all that you, as an employer, strive to do. You should make sure that everything is in place for your new hire’s arrival to ensure their onboarding process is as stress-free as possible. 

Research found that an employee’s first month was the most high-risk period for turnover rates, accounting for 40% of resignations. Not only will this be your new hire’s first taste of your organizational culture, it may be their first ever job. You need to be ready to accommodate and welcome them.

1 - Improve your job postings 2 - Manage expectations right from the start 3 - Assess relevant skills and competencies 4 - Look for cultural fit 5 - Be transparent about career opportunities 6 - Pre-board your new employees 7 - Build an effective onboarding process 8 - Provide continuous support 9 - Build a healthy workplace 10 - Ask new hires for feedback

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Here are some pointers and tips to keep in mind which will help with employee retention:

  • To save time, try creating a video showcasing your work, what you do, and what a new employee can expect upon joining your company. This will help manage their expectations and give them an idea of how to prepare.
  • Their first day shouldn’t be too much work. Think of it as a “welcome to the team”. Pace your onboarding over the space of a week, or try a probationary period to see how your employees do. 
  • Don’t patronize them with overly easy work, but also don’t throw them into the deep end without warning. 
  • Organize a buddy system to help introduce a new hire to the team and learn from who they will be in contact with the most. You don’t have to instruct the onboarding process  all by yourself. Teamwork makes the dream work.

Let Your Employees Co-Create Company Culture

A positive work culture helps to encourage people’s best work. A sense of community, togetherness, and support alleviates common stresses that may pile up if you feel isolated or overwhelmed. 

To do so, you need to know what type of culture you hope to achieve. There are several types of company culture which all come with their own expectations. Smaller businesses tend to adopt a clan-like culture, whereby everyone feels like a family and there is a strong focus on employee engagement and satisfaction. Larger businesses may have a hierarchical culture which follows a strict chain of command and is very focused on results.

1 - Clan culture: common interests, seen as a dynamic and interested family 2 - Adhocracy culture: risk takers, adaptable 3 - Market culture: competitive dynamics with tangible results 4 - Hierarchy culture: structure and control

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You can’t develop this all by yourself. It takes active employee engagement for everyone to come together and build a culture you can all be proud of. But you need to be the one to set an example and steer people in the right direction. 

Communicate your ideas by clarifying your core values. Make everyone aware of the type of culture you wish to foster, so that everyone can have an active part in working towards it. Stay consistent in your goals, and praise those who do a good job in promoting this positive culture. This maintains the feeling of community, where everyone has a shared responsibility in making a loveable workplace.

Ensure Regular Check-Ins and Allow Honest Feedback

Whilst autonomy and being trusted to get on and get the job done are essential to a positive work environment, it’s still important to provide direction and feedback when necessary. Don’t leave your employees floundering. Make sure they know what they’re doing, and then provide regular check-ins to ensure they’re staying on track. 

Open communication is necessary across the board, especially when it comes to decision-making. Sure, you may be a manager to your employees, but they can also be stakeholders in your business who have a right to be heard, and have a role to play when it comes to policies that will affect them. 

This works both ways. You need to communicate with them, but they should also feel able to communicate with you. Listening and reacting to employee needs gives you an idea of how satisfied your workers are, or what their main concerns may be. Everyone has struggles once in a while, whether they be internal in terms of workload or coworker disagreements, or external in terms of personal struggles with family, loss, or injury. 

A good HR department will be a cornerstone of creating a positive work environment. A dedicated team where your employees can turn to in times of need is vital.

1 - be specific 2 - focus on observed behaviour 3 - keep it impersonal 4 - link it to goals 5 - prioritize 6 - make it well-times 7 - ensure understanding 8 - make sure it is controllable 9 - make it constructive 10 - tailor it to the employee

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Regularly Recognize Small Wins and Big Achievements

Employee recognition is one of the main drivers of engagement and happiness in the workplace. You should always be on the lookout to reward your employees for their hard work, successes, dedication, and achievements.

If employees know how their work directly contributes to the bottom line, they will feel more motivated to impact it. This not only boosts employee morale, but promotes collective contribution towards a common goal. Everyone has a role to play, and no one feels left out.

Make sure you recognize both the achievements of individual workers and entire teams of employees. Whilst their objectives may be different and impact different sectors of the company, the overall outcome will still be positive in furthering business potential, so don’t favor one achievement over the other. The last thing you want is for people to not feel encouraged to do their best.

In terms of rewards and incentives, you could opt for a variety of methods, such as financial benefits like bonuses, or verbal/written praise. If you wanted to include the opinions of the entire company, you could develop an employee recognition form which gives everyone a voice in the decision, and might make you aware of who has gone above and beyond in ways you weren’t expecting.

Also, a dedicated area on your website for recognition and achievements of both your workers and your company as a whole helps to inform your consumer-base of the hard work everyone puts in. It’s also a useful way for new hires to see what may be expected of them, or what they can also hope to achieve.   

Helps motivate employees, enhances employee happiness, promotes a positive work culture, better relations with superiors, and increased customer satisfaction

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Provide Resources for Personal and Professional Development

In business, the aim is to employ people who you think have the potential to make a positive impact on your company. You then train them to make sure that vision becomes a reality. This not only adds to the skill sets your business operates with, but also increases an employee’s personal skill set which will help them, moving forward. 

Upskilling employees not only makes the most of their current talents, but allows them to develop new ones. It means that your employees can perform to a higher standard, gives them the opportunity to do more, and allows them to visually chart their progress to see how far they have come. 

Also, take the time to make sure your employees’ personal goals and core values are aligned with the company’s values. This means there will be no conflict of interests, and helps people to feel more connected to your business. 

1. Make values meaningful and memorable 2. Practice what you promote 3. Self-select and self-correct 4. Remember to measure

Source: In Great Company, by Louis Carter

Make Sure Employees Feel Valued and Respected

One of the most frustrating things in the workplace is being micromanaged in everything you do. As an employer, you need to learn how to step back and trust your employees to carry out your instructions. There has to be a level of autonomy and respect to create a positive work environment, or your staff will feel suffocated.  

Instead of micromanaging, make use of clear communication. Use templates, a list of instructions, or even just a decent one-to-one chat to ensure your employees know what they’re doing so you don’t have to look over their shoulder every minute. Not only will this free up your time, it also allows team members to state directly if they don’t understand or may have difficulty. Knowing in advance is always better. 

24% - compensation 28% - great benefits 76% - organization lives the values and ethics it espouses 78% - feel valued and respected

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Remember that respect works both ways. You need to earn it by proving yourself to be a good employer and a champion of a positive workplace mentality. Don’t be that one boss everyone groans about!

People want to feel heard. A good way to show you respect and value your employees is to take the time to listen to them. If they have problems, then make meaningful changes. 

Sentiment analysis surveys are a useful tool if you want to get an accurate look at how valued your employees really feel. And when 79% of people who leave their jobs report it’s due to a lack of appreciation, these are things you really want to consider. 

A Positive Workplace Emphasizes DEIB Practices

Your workplace should be a welcoming environment for anyone and everyone. We all want to feel connected to where we are and what we do. One of the best ways to help cultivate that feeling is through practicing DEIB (Diversity, Equity, Inclusion, and Belonging). 

This isn’t just a shallow matter of fulfilling a diversity quota. This is about incorporating DEIB into the very core of your business and standing by these values no matter what.

We don’t get to decide what unconscious biases we are brought up with as children, but we can make an effort to recognize them as we grow. Having a diverse workforce brings new ideas to the table. People from all walks of life will all have different assets to contribute. 

Furthermore, an inclusive, equitable workforce has been shown to reduce rates of employee turnover as it creates a more welcoming environment. This means employees are more likely to perform better as they feel supported in their work, and have the opportunity to explore new ideas. And, overall, that’s a lot better for business. 

Team Members Must Be Allowed a Work/Life Balance That Reduces Burnout

It’s practically impossible to be on top form every single day. Even high-performing employees will struggle on certain days. “Nose to the grindstone” 24/7 simply isn’t sustainable. 

Prioritize your employees’ well-being. Stress and burnout can cause both mental and physical health issues, so it’s important to be aware of the signs. Take time to research well-being initiatives, such as how to manage workload and stress levels. 

But remember that it won’t be a one-size-fits-all operation. People work in different ways, and bring different assets to the table. What works well for someone might be entirely the wrong direction to take for someone else. Make sure you’re flexible in how you allow your employees to manage their stress levels. 

Particularly in the wake of a global pandemic, some people may be on edge about certain aspects of work. Try to be as accommodating as possible in order to make people feel comfortable when returning to the workplace, as long as their requests are reasonable. 

A drawing of a business man looking sad as he stands at his desk. A grey semi-circle looms over head with statistics: 68% say technology has them "always on" 48% say the success of their business rests on their shoulders 46% say their company demands a high number of hours 10% say they need the job to be perfect, not just "good enough" 73% say the blame rests on an unsupportive or unhealthy boss

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Make Sure Your Workplace Environment Is Comfortable and Accessible

The physical aspects of an environment are equally as important. Whilst it’s possible to turn even the most boring of office spaces into a positive environment with a good business culture, the extra creature comforts don’t hurt. 

Natural light, community areas such as a coffee lounge or cafeteria, and indoor greenery are all extra details that can help to promote a positive work environment. 

Here are some more specific items you could include to spruce up your workspace:

    • Ergonomic chairs. 65% of people who work at a desk experience some sort of musculoskeletal issue, which can be caused by bad posture, extensive periods of sitting down, and also stress (which can cause tension across the body). To counteract this, try investing in some ergonomic, adjustable chairs that encourage better seating positions. 
  • Standing desks. Whilst the idea of standing at your work station for several hours may seem like hell on Earth, the health benefits are numerous. Studies have shown that standing to work for as little as one hour a day can reduce back and neck pain by 54%, improve energy and activity levels, burn more calories (thus lowering the risk of obesity), and lowers the risk of developing blood clots in your legs. 
  • Correctly adjusted monitors. The top of your monitor should be at eye-level, directly in front of you. Whilst laptops are very useful, computers come with the benefit of separate keyboards, meaning you decrease the risk of eye strain by having the freedom to sit further away from the screen. Small issues can add up in the long run, even innocuous issues that don’t seem important – how you hold your mouse, for example. Keep these things in mind! 
  • On the left: a person hunched at their desk. There are red markers across their body indicating pain points. These are at the neck, shoulders, hips, knees, and ankles. On the right: a person sitting correctly at their desk. They are at a 90 degree angle with their feet flat on the floor. All of the pain points are green thanks to the new and improved angle.

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Take time to map out your office space. Will people be cramped next to one another? Is there enough space to accommodate people with disabilities, such as those in wheelchairs who may require extra space? An added benefit of adjustable desks is that it makes it easier for people with mobility issues, as they can move the table height to a desired position. 

Also consider how accessible your entrances and exits are. Do you have stairs that require either an accessible ramp or an elevator? Do you have the necessary toilet facilities to cater for everyone? Tap into your DEIB practices to fully assess all elements of your workplace. Make sure you’re facilitating a comfortable work environment for everyone.

Final Thoughts

It’s everyone’s responsibility to contribute to creating a positive work environment. A strong team who aligns their values with those of the company will build an amazing place to work, where people feel respected and listened to, able to share ideas freely and receive solid feedback on what they do. 

Employee happiness is a very valuable thing. By developing a good work space you are allowing your employees to give it their all and improve not only your business, but also their own personal skill set.

Types of Company Culture and How You Can Improve Yours

What is Company Culture? 

Simply put, company culture is the way that a business or organization operates. It includes the values, beliefs, and behaviors that make up the organization’s identity. Company culture can be a powerful tool for attracting and retaining employees, motivating them to do their best work, and helping the business achieve its goals. 

There are many different types of company culture. Startups, for example, often have a very different culture than more established businesses. They may be more informal, with a focus on teamwork and initiatives rather than hierarchy and formal processes. 

Workplaces that are results-oriented may have a different culture than those that prioritize employee engagement or new product development. And companies with different core values will naturally have different cultures as well. 

But regardless of the type of company culture, there are some common elements that can help make it more effective:

1 - alignment with business's goals and mission 2 - clear communication to employees 3 - reinforced through policies, practices, and rewards

When company culture is strong, it can lead to many positive outcomes for the business, including increased productivity and profitability, better customer satisfaction, and an all around improved employee experience. In other words, culture matters – and it can have a real impact on the bottom line.

What Are Some Common Types of Corporate Culture? 

Organizational cultures can be split into several categories depending on the size and purpose of the business. In 1999, researchers Kim Cameron and Robert Quinn, from the University of Michigan, created a Competing Values Framework that aimed to display the four main types of corporate culture that they had previously identified. 

A diagram with intersecting x and y axis that splits the diagram into 4 sections. Top left: Clan culture - flexibility and internal focus. Bottom left: Hierarchy - stability and internal focus. Top right: Adhocracy - flexibility and external focus Bottom right: Market - stability and external focus.

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The chart shows these types of organizational cultures in terms of the focus ( internal or external) and rigidity (flexible culture or stable culture). And, whilst this is an incredibly useful diagram for visualizing where the priorities of each culture lie, we are also able to see that there’s a great deal of opportunity for overlap. A company doesn’t have to exactly fit into one area: it can contain elements of several all at once. 

Without further ado, let’s go into more detail about these types of workplace culture, and see which businesses have adopted them. 

Clan Culture

Clan cultures typically arise in smaller or family-owned businesses, where the company works on creating family-like values and close relationships between employees. These types of cultures often have a strong focus on employee engagement and satisfaction. 

A clan culture is excellent at building a strong sense of togetherness and loyalty amongst employees, as everyone feels valued at an individual level. The lines between roles can become quite murky, as everyone has a say, and the traditional hierarchical structure breaks down somewhat. 

In larger companies, clan culture emerges when employees are given ample opportunity to have their say and give feedback to their managers and employers. A sense of trust and cooperation is built between them, creating an all-round more supportive work environment. However, this doesn’t always last, and the initial values of a clan culture can become lost as the company grows.

Clan Culture Examples:

    • Tom’s of Maine is frequently called an example of a clan culture workplace due to the strong connection between employees. This extends to everyone they work with – from suppliers, to their customers, to the very environment that they derive all their products from, keeping sustainability at the heart of what they do. 

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Hierarchy Culture 

Hierarchy cultures are what you would expect to find in many larger companies, where the lines of authority and chain-of-command are both well established and clear. Everyone knows who they are reporting to and where their responsibilities lie. 

These organizations often prioritize results over employee satisfaction, but there is a strong sense of ‘doing the right thing’, making sure everything is done according to the rules, and generally being risk-averse. Also, because of its streamlined nature, there is usually a clear line of promotion available.

Hierarchy Culture Examples:

Because of this focus on rules and regulations, hierarchy cultures are commonly found in physically demanding or technical jobs such as healthcare, construction, or government organizations like the military. 

    • Amazon has developed a hierarchical culture simply because of its sheer size. Everyone has someone to report to, and there’s little room for creativity as a worker.

    • The financial mogul Goldman Sachs employs over 40,000 people worldwide, meaning they also need a strict line of command when it comes to operating. 

A pyramid made of purple, blue and green blocks with figures standing at each level. Everyone is looking up to the level above them.

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Market Culture

Market cultures are very competitive, with a strong focus on winning, achieving results, and turning a good profit. A key aspect is the company’s external appearance: their relationships, their stakeholders, their profitability, etc. How do their consumers and peers in the market perceive them? 

These workplaces can be high-pressure environments where employees are constantly striving to outdo both each other and their competitors. Whilst this is good for business and driving success, it can often lead to high cases of burnout and an unhealthy work life.

Market Culture Examples:

    • Amazon fits this bill as well, as the company is extremely competitive, performance-driven, and has a high turnover of employees (a leaked document by Engadget estimated Amazon’s turnover to be 150% annually, but Amazon were quick to respond and state that none of these results “had been fully vetted or approved”). You could say that Amazon has a market culture, but operates with a hierarchical structure.

Adhocracy Cultures

‘Ad hoc’ is a Latin phrase which has come to mean ‘as necessary’, or ‘as needed’. In this sense, an adhocracy culture refers to a more flexible and adaptable culture, with a focus on innovation and creativity. These organizations often encourage risk-taking and allow employees to take initiative in their work. 

Companies that thrive from an ad-hoc point of view tend to have a great deal of adaptability, constantly changing with the times to suit the ever-changing needs of their consumers. Products are treated as disposable. Newer models can always be found. A constant sense of expansion. High risk, high reward. 

Adhocracy Culture Examples:

    • Internet and tech conglomerates such as Meta (Facebook, Instagram, Whatsapp), Apple, Google, Samsung etc. all operate with an ad hoc culture. The products they create are never usually around for long as they constantly strive to one-up themselves and their competition. 

    • Car companies such as Tesla may also be considered as ad-hoc cultures, but, as with Amazon, there is often overlap. Tesla specifically has a strong marketing drive, as well as being heavily involved in updating their car models (pushing for hybrid, electric, and self-driving cars).

A person stands drawing on a whiteboard. "Change" is written inside a large box at the top. Going around clockwise in a circle are the words modify, transition, transform, shift, adjust - the word 'adjust' loops back to 'change' but also splits off into a new branch labelled 'new'.

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What Are the Benefits of Having a Strong Company Culture? 

It is strongly advised that you put time and effort into building a healthy company culture that suits both the needs of your business and your employees. 

Frequently observed benefits include:

  1. Increased productivity
  2. Higher employee retention rates
  3. Better customer satisfaction
  4. Improved financial performance
  5. More attractive to more qualified and talented job-seekers 
  6. Better employee satisfaction and experience  

You also need to make sure that your work environment is as defined as your culture. If employees are operating within a degrading or toxic environment with their colleagues, they will feel less motivated and therefore won’t perform well. It’s important to take their wants and needs into consideration, and balance their satisfaction and engagement to deliver best results. 

How Can You Create a Strong Company Culture? 

There is no one-size-fits-all answer to this question, as the best way to create a strong company culture will vary depending on the type of business you have and the workforce you’re trying to attract. However, there are some general tips that can help. 

Define Your Core Values: 

Clarifying your core values is an important first step in creating a strong company culture. They are what the entirety of your business is built upon. They are your principles, your morals, the things you stand for.

Make sure everyone knows what these are. If your employees either do not know your values, or do not believe in them, then there are bound to be issues. Company leaders should make sure that the people they are hiring are willing to take part in fostering these ideals and uphold them in everything they do at work.

Communicate Your Culture: 

Once you’ve defined your company’s values, it’s important to communicate them to all employees and team members, from the very top of the chain to the bottom. No matter the overlying shape of your organization’s culture (i.e. market or clan), do your best to also incorporate a collaborative culture – one that promotes everyone working together in tandem. 

Communicate that your values need to be reflected in everything you as a company does, from the way you operate to how you treat your customers. 

Exchange, discussions, information, technology, advice, teamwork

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Reinforce Your Culture: 

Your company’s values should be more than just words on a piece of paper – they should be reflected in everything you do as an organization. That means living up to them in your day-to-day operations and rewarding employees who exemplify them in their work.

It’s important to recognise and reward employees who do well, as this helps to boost morale. If you notice people falling behind, be there for them. Perhaps you need to introduce a mentoring scheme to help train and elevate new workers. Take initiative when it comes to your employees’ wellbeing and reinforce your culture by leading by example. 

Be Consistent: 

Company culture is something that should be built slowly over time. It won’t happen overnight. But if you’re consistent in your efforts, you can create a strong culture that will benefit your business for years to come.

At times it may feel like no progress is being made. At times like these, it’s important to conduct internal reviews and surveys. Speak to people, get their opinions. Make sure your employees feel satisfied with their work, and that your customers feel satisfied with your business and branding

Final Thoughts

There are certainly more types of company culture than the four listed here. In 2018, Yo-Jud Cheng, Boris Groysberg, Jeremiah Lee and Jesse Price published a report in the Harvard Business Review which examined eight more culture characteristics. These were plotted against a graph similar to Cameron and Quinn’s Competing Values Framework, but with different axis names: how people interact plotted against how people respond to change. 

Clockwise order, starting top right: Purpose, caring, order, safety, authority, results, enjoyment, learning. These points are plotted across an x axis of 'how people interact' which ranges from independence to interdependence, and a y axis of 'how people respond to change' which ranges from stability to flexibility.

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Perhaps if your organization doesn’t fit neatly into one of the culture types proposed by Cameron and Quinn, these additional characteristics may suit you better. 

You need to understand your current culture before you can work on changing or improving it. It’s not an easy process, especially for larger businesses, but it is possible to make actionable, realistic changes that will benefit both your employees and your profit margins. As ever, communication is key. Make your ideas known so then they are easier to bring to life. 

Even the largest businesses can feel like a family when everyone gets involved. 

Employee Recognition Form: Show Your Employees How Much You Value Them [Template]

The amount of people working from home has tripled the last couple of years and it often feels as though there is a disconnect between the work employees do and how often they are recognized and commended for it.  

It’s vital that you show your employees how much they mean to your organization. A great way to do that is through an Employee Recognition Form (ERF). 

An ERF allows people from a workplace (either employer or employees) to nominate a worker who they believe has performed exceptionally to some degree. These are usually held over a certain period of time: for example, “Employee of the Month/Year Award”. 

But how do you go about setting it up? What do you need? And why is recognition important in the first place?

If you’re just here for the template, click here to view and download.

3 cartoon employees celebrating one of them being awarded employee of the month.

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Why is Recognition Important?

Recognition and appreciation is one of the largest drivers of employee motivation and satisfaction. It is a fantastic way to highlight outstanding work, or exceptional behavior in the workplace. 

A survey conducted by The Society for Human Resource Management (SHRM) found that:

  1. Employee recognition programs helped over half of the companies surveyed improve retention rates by 68%
  2. Recognitions programs were more effective when tied to a company’s core values
  3. They helped to create a more positive work environment

Gallup and Workhuman partnered for an investigation that studied the effects of recognition in different industries. They reported:

    • Only 18% of healthcare workers reported being recognized in their organization

  1. If healthcare employees had been recognized and praised within the past seven days of work, there was a “significant decrease in patient safety issues”
  2. A meager 11% of manufacturing employees said that their place of work had a way of recognizing the efforts of their workers (which led to feelings of disconnect from the business, a lack of community, and a lack of “connection and collective work toward a common goal”)
  3. A major lack of recognition amongst retail employees led to higher turnover rates, lowered satisfaction, and a low feeling of fulfillment

Employee experience (89% surveyed agree) Employee relationships (87% agree) Organizational culture (86% agree) Engagement (84% agree) Humanity of the workplace (84% agree) Organizational values (82% agree) Happiness (82%)

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Of course, managers aren’t always around to monitor everyone at every point of the day. And those who are about are often called micromanagers, which is something you want to avoid. Therefore, it’s important to get insight from those closest to an employee – their fellow co-workers and team members. 

Scheduling the frequency of your recognition awards allows your employees to submit their responses with advanced warning. Make sure that everyone you are responsible for is aware that award nomination forms are available, as well as what the criteria is for responses. After all, you don’t want a situation where only half of your workforce was made aware of the initiative and therefore people miss out on the opportunity.

Elements of a Recognition Form

Recognition or award forms can change shape depending on your company, what sector it’s in, and what aspects of an employee’s work you wish to highlight. Here is a list of commonly found features, but this is by no means exhaustive.

  1. Nominator’s name and department (this prevents people nominating several times)
  2. Who the nominee is (an individual or a team) and their department
  3. Award categories (reason they’re nominated)
  4. Their teamwork
  5. An innovative idea
  6. An action or significant contribution 
  7. Their behavior and ability to make the work environment a better place
  8. Something pertaining to a customer
  9. Something community or volunteer-oriented they orchestrated/were a part of
  10. Give specific examples of what they did in order to be nominated, so this can be checked against eligibility of entry
  11. How has this positively impacted the company? 

There are more selective details, such as if you use employee IDs, but below we have tried to create the most inclusive form possible that all companies can adopt. For companies where this data may be used in other situations, such as in marketing or analysis, make sure to include an enlightened consent form. Your employees should always know exactly what is being done with their data.

How to Get People Involved

Any company initiative needs the backings of employees behind it to get it off the ground. Get your workers involved with the scheme through actionable steps.

    1. Raise awareness through company emails and give people somewhere to contact with queries or inquiries. Remember to have communication in the forefront of your mind. 
    2. Showcase the effectiveness of similar policies from other companies. If you can demonstrate how successful these plans have been elsewhere, then your workers may be more inclined to adopt the same initiative.
    3. Set a clear deadline. That way, people can work around or towards it and it won’t come as a surprise. It would be gutting for people to realize that after all the hard work they’ve put in they have missed the deadline.
    4. Be realistic with your criteria and set clear parameters. No one appreciated unreasonable expectations – reward your employees for their current capabilities and reach and focus on how it is benefitting your company now. There’s always time to push for further greatness, but success and growth don’t come overnight.  

You need to be aware of the attitudes within your company, such as your previous levels of engagement. Make sure that this system is one that your employees will be enthusiastic about and will actively participate in. If you find that engagement as a whole is low in your workplace, you should look at helpful guides that offer structured advice for boosting engagement. 

29% of employees are actively engaged. 26% are actively disengaged. 45% are not engaged.

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Things to Consider

You want to make sure that your employee recognition nomination forms maintain a high degree of accessibility. Everyone should have a fair and equal chance of being nominated for their efforts. It may be that the same few people are nominated over and over again. That’s alright, as long as you create an environment of equal opportunity, it is up to the employees themselves and their personal performances to decide the outcome. 

Although the process of selecting an award recipient should be fairly democratic, make sure that your staff members remain unbiased. If they are involved with the administrative roles of tallying forms then they should remain impartial. A dedicated employee recognition committee branch of HR would be a good idea.

Establish a set of criteria before nominations open that your employees can refer to. You don’t want to make this list overly strict, but you might be accused of sending mixed messages if an employee is simultaneously having disciplinary action taken against them whilst being nominated for an award.

Final Thoughts

Recognizing your workers doesn’t necessarily mean constantly praising them. You risk becoming inauthentic over time as a result. It can be found in the smaller things, such as celebrating an employee’s birthday, listening to concerns or advice and acting on it, or hosting end-of-year parties.

A large part of feeling recognized is feeling valued. A survey of 175 companies across the world found that 78% of employees think feeling valued and respected is the main reason why they love their workplace. 

78% of participants for this survey reported that a feeling of value and respect from those in the organization was the main reason why they love their workplace. 76% reported this was because the company lives the values and ethics it espouses.

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Take the necessary steps to ensure that your employees know how much you value them, not only as workers, but also as individual people. Recognize their efforts for your company and reward that loyalty. Then you can foster a more enjoyable and supportive work environment for everyone to love.