If you have noticed that your company operates something of a revolving door when it comes to staff, with someone new taking over the role of the last new person who were themselves new to the role just this last year, the issue may be the lack of a positive working environment.
Work isn’t something you can easily spend the lion’s share of your cognisant hours doing for every five days out of seven without realising that your workplace is either somewhere you enjoy being or whether it’s really somewhere you would prefer to escape permanently. In brief, people are wise to what’s going on, and if they don’t like what they see, you won’t see them for dust.
That’s why we’re going to look at how to build a positive working environment.
Naturally, you could be an employee researching the topic to pass on a few suggestions to your line manager. Accidents are another reason people leave jobs, and a high rate of accidents might lead to you needing a lawyer dealing with personal injury. Remember, you should never have to face an unsafe working environment that could lead to injury. So, we’ll keep all of this in mind when diving into working environments…
Health and safety
Recently, there was an episode of one of those ‘secret boss’ shows on TV, where the employees had to climb high up inside a warehouse to apply fixes to machinery. The boss was astounded to see what was required of staff, and the boss also understood why so many employees left the company. A safe working environment should be a basic staple of building your positive working environment.
Clear lines of communication
Nothing is more frustrating to an employee than a vague chain of commands that leaves a lot of things regarding working practices and output expectations open to interpretation. This void also leads to much finger pointing among middle managers who wish to deflect responsibility when the big questions start to be asked.
Clear lines of communication are therefore intrinsic to a robust chain of command that makes sense to employees – this also serves to highlight routes of career progression within the company, which can spur workers on to rise up through the ranks.
Show trust and listen to ideas
Workplace roles can become static and repetitive where trust is not shown in allowing workers to implement their ideas in updating working practices in a way that makes sense to both their own physical and mental wellbeing as well as to company output. This means that managers may need to recognise where they have been micromanaging certain individuals or teams – which at times can be necessary when dealing with specific tasks that must be completed in a certain way, but should not be the norm of the workplace.
Lastly … show leadership
Showing leadership speaks for itself. Without it, there is no basis for a workplace culture. If your staff do not know you and if they have no idea how you might react to a given work related scenario, you cannot expect them to magically mirror your work ethic when they don’t know it even exists.
© New To HR