Creating a purpose-driven workplace where employees are engaged, happy and understand the ‘why’ to what they do, can bring meaning and job satisfaction to the workforce.
Building a company culture that shares its core values with its employees can encourage them to bring their best selves into the workplace and motivate them in a more purposeful way than a pay-packet ever can.
Companies are catching on to the fact that employees perform better if they have a good balance between meaningful work, rest, and play. And leaders are starting to understand the link between the office environment and the mood and motivation of workers.
‘The Best Place to Work’ shows leaders how to build workplaces where people feel content, energised, and engaged. It also shows employees how to be more effective and productive by making the most of their surroundings and taking charge of their own well-being.
Making Company A Great Place To Work
Nowadays, many companies are creating and encouraging fun in the workplace. It has been said that if employers really want their staff to show up, speak out, take chances, and innovate, they have to create cultures where people feel safe.
Employee/employer connection – Talks about the employee/employer connection, and how creating a supportive environment where people feel a sense of belonging, means managers and leaders are more likely to create an intimate connection within their teams. To build this workplace community, organisation needs purpose and meaning, regular face-to-face contact, human connection, and empathy.
A sense of purpose – when employees understand the ‘why’ behind what they do, this will give them more purpose. Taking the time to explain the reason behind each task, why it matters and how it fits in to the bigger picture of the whole organisation, will help the team to connect, engage, and understand the purpose within their roles.
Company culture and core values – finding a company whose core values connect with their own and a culture that fosters empathy, support, trust, recognition, and reward, will give employees the motivation to always do their best, be innovative, share ideas and become more engaged and therefore, be more productive as a result.
Employee support – it is important that the physical, mental, and emotional needs of all employees are being met. HR departments who are less focused on surveys and data, and more concerned with supporting employees as individuals with thoughts, emotions, and relationships, are more likely to see positive results.
Non-monetary rewards – Career progression, professional growth and recognition for work done well are examples of non-monetary rewards that people seek though their employment. There are many other non-monetary perks and rewards that can be used to increase motivation, employee engagement, improve productivity, and incite company loyalty.
Employee recognition is a powerful tool for incentivising productivity and boosting moral. From a simple ‘well done’ to an annual awards ceremony, verbal and peer-to-peer recognition should never be undervalued. Any worker who knows that their efforts and contribution has been noticed is bound to feel a sense of pride in their work and workplace.
