How to Foster High Performance by Creating the Right Workplace Culture

workplace-culture

Having the right workplace culture can make all the difference, in regards to your company’s success. As a company executive, you’ve probably wondered about the things you can do to boost the productivity and performance of your organization. While nothing can change how your employees feel about their duties and responsibilities or who they work for, organizational culture can boost engagement levels and improve the day-to-day experience of your employees.

Culture is defined as the collective mind and heart of an organization. There are a lot of things that affect the attitudes of your employees about their duties and responsibilities and who they work for. When most managers conduct culture assessments, they find that most mechanisms, activities, and processes connected to the experience of employees affect their attitude toward their work and organization. The biggest influence on the experience of an employee is their managers. Let’s discuss how managers can create the right workplace culture to foster high performance.

1. Create meaningful values and communicate them

Organizational values are not philosophical principles. Values help in guiding employees on how they should interact with customers, the community, and with each other. Your organization should have no more than five values to make it easier for employees to understand and remember what’s important to the organization.

Leaders should communicate the values and the expected behavior linked to each value. This will help employees to know what’s expected of them thus reducing uncertainty and ensuring that everyone’s behavior is aligned with the values of the organization. The best way for managers to communicate values to their employees is by setting a good example. Values do not just apply to frontline staff but the entire organization including senior management. For organizational values to have meaning, leaders should adhere to them every day.

2. Proper selection is key

workplace-culture

Most of the time, managers rush to fill a vacant position in the organization without asking the right questions. And this leads to poor hiring decisions. Most managers look at the experience of a candidate to determine their employability. But according to essay reviews, successful leaders, on the other hand, look at how well the individual will work with others. It’s important to ensure that the candidate fits with the values and culture of the organization.

Human resource managers should consider using questions that have been tailored around the core values of the organization to know their candidates and make the right hiring decision. Another great way to conduct proper selection is by using a behavioral-interview approach. This method ensures that candidates engage in an activity during the interview process. This activity will help in pushing candidates out of their comfort zone and provide an opportunity to assess behaviors instead of asking a lot of questions.

3. Enhance the onboarding and orientation process

Research studies have shown that close to thirty percent of new hires quit within the first three months of working. To prevent this from happening to you, you should ensure that new hires receive an engaging and effective orientation during the first few days on the job together with an excellent onboarding process. It is important to set up success for new hires during this period to ensure that they feel connected to their team, job, and organization.

You can do this by establishing the right priorities from the first day. Ensure that all employees are happy and feel welcomed from the first day. By creating an organized training program and testing the comprehension of new hires, you will reduce turnover and boost the productivity and performance of your organization.

4. Communicate with all employees

The one thing that leads to poor engagement levels, low productivity, and an increased turnover rate in most organizations, according to a pro essay writer, is poor communication. Most managers are usually surprised when employees or teams report that there is ineffective communication because they think they communicate with their employees regularly. The key issue is not the quantity but the quality of communication transmitted within an organization.

Business leaders can improve communication in the organization by keeping their words short and simple, using their tone and body language effectively, and communicating in a timely fashion. Using the right channels to communicate and reinforce a message is also important. Keep in mind that communication is a two-way process. Checking on your employees regularly to ensure that they understood your message is important.

5. Recognize your employees

workplace-culture

Recognition is a great way to reinforce good habits, make employees feel appreciated, boost engagement and retain the best talent. However, most employees don’t feel appreciated in the workplace. A research study found that 63 percent of employees don’t feel like they get praised enough in the workplace. Every employee learns and processes information differently. Therefore, managers should ensure that they recognize their employees effectively.

Managers should use different methods to recognize their employees. And they should be based around writing, saying, or doing something. The best ways to recognize your employees include writing thank you cards or emails, mentioning their achievements in meetings, or coming up with a fun recognition program. Employees are different. Therefore, recognition should be tailored to meet the needs of every person.

6. Coach your employees

Informal feedback is one of the best ways to help your employees understand how their behaviors measure up to your expectations. Research studies have shown that 32 percent of employees wait for at least three months to get feedback from their managers. This makes it harder for employees to measure their performance and link it to the expected results. Informal feedback can be effective by ensuring that it is timely, fair, and balanced. You should explain why specific behaviors are important and include a gesture of appreciation.

7. Show employees that you care about the workplace culture

Showing your employees that you care about them individually and you’ll do whatever it takes to improve the culture of your organization. You can do this by listening to their needs and supporting them as much as you can. As you listen, make sure that you listen attentively and try to understand the perspective of your employees.

Conclusion on Workplace Culture

Successful leaders are always on the lookout for areas that need adjustments or improvements. While workplace culture is complex, the tips that we’ve shared here will help you foster high performance in the organization.

Author Bio:

Leon Collier is a blogger and academic writer from the UK. He likes trying new subjects and is always focused on proving his worth as a writer in new and challenging writing areas. His hobbies are reading books and playing tabletop games with his friends. You can reach him via Twitter @LeonCollier12.

How to Foster High Performance by Creating the Right Workplace Culture

workplace-culture

As a company executive, you’ve probably wondered about the things you can do to boost the productivity and performance of your organization, which includes the state of your workplace culture. While nothing can change how your employees feel about their duties and responsibilities or who they work for, organizational culture can boost engagement levels and improve the day-to-day experience of your employees.

Workplace culture is defined as the collective mind and heart of an organization. There are a lot of things that affect the attitudes of your employees about their duties and responsibilities and who they work for. When most managers conduct culture assessments, they find that most mechanisms, activities, and processes connected to the experience of employees affect their attitude toward their work and organization. The biggest influence on the experience of an employee is their managers. Let’s discuss how managers can create the right workplace culture to foster high performance.

How to Create a High-Performing Workplace Culture

 

1. Create meaningful values and communicate them

Organizational values are not philosophical principles. Values help in guiding employees on how they should interact with customers, the community, and with each other. Your organization should have no more than five values to make it easier for employees to understand and remember what’s important to the organization.

Leaders should communicate the values and the expected behavior linked to each value. This will help employees to know what’s expected of them thus reducing uncertainty and ensuring that everyone’s behavior is aligned with the values of the organization. The best way for managers to communicate values to their employees is by setting a good example. Values do not just apply to frontline staff but the entire organization including senior management. For organizational values to have meaning, leaders should adhere to them every day.

2. Proper selection is key for improved workplace culture

workplace-culture

Most of the time, managers rush to fill a vacant position in the organization without asking the right questions. And this leads to poor hiring decisions. Most managers look at the experience of a candidate to determine their employability. On the other hand, successful leaders look at how well the individual will work with others. It’s important to ensure that the candidate fits with the values and culture of the organization.

Human resource managers should consider using questions that have been tailored around the core values of the organization to know their candidates and make the right hiring decision. Another great way to conduct proper selection is by using a behavioral-interview approach. This method ensures that candidates engage in an activity during the interview process. This activity will help in pushing candidates out of their comfort zone and provide an opportunity to assess behaviors instead of asking a lot of questions.

3. Enhance the onboarding and orientation process

Research studies have shown that close to thirty percent of new hires quit within the first three months of working. To prevent this from happening to you, you should ensure that new hires receive an engaging and effective orientation during the first few days on the job together with an excellent onboarding process. It is important to set up success for new hires during this period to ensure that they feel connected to their team, job, and organization.

You can do this by establishing the right priorities from the first day. Ensure that all employees are happy and feel welcomed from the first day. By creating an organized training program and testing the comprehension of new hires, you will reduce turnover and boost the productivity and performance of your organization.

4. Communicate with all employees

The one thing that leads to poor engagement levels, low productivity, and an increased turnover rate in most organizations is poor communication. Most managers are usually surprised when employees or teams report that there is ineffective communication because they think they communicate with their employees regularly. The key issue is not the quantity but the quality of communication transmitted within an organization.

Business leaders can improve communication in the organization by keeping their words short and simple, using their tone and body language effectively, and communicating in a timely fashion. Using the right channels to communicate and reinforce a message is also important. Keep in mind that communication is a two-way process. Checking on your employees regularly to ensure that they understood your message is important.

5. Recognize your employees for better workplace culture

Recognition is a great way to reinforce good habits, make employees feel appreciated, boost engagement and retain the best talent. However, most employees don’t feel appreciated in the workplace. A research study found that 63 percent of employees don’t feel like they get praised enough in the workplace. Every employee learns and processes information differently. Therefore, managers should ensure that they recognize their employees effectively.

Managers should use different methods to recognize their employees. And they should be based around writing, saying, or doing something. The best ways to recognize your employees include writing thank you cards or emails, mentioning their achievements in meetings, or coming up with a fun recognition program. Employees are different. Therefore, recognition should be tailored to meet the needs of every person.

6. Coach your employees

workplace-culture

Informal feedback is one of the best ways to help your employees understand how their behaviors measure up to your expectations. Research studies have shown that 32 percent of employees wait for at least three months to get feedback from their managers. This makes it harder for employees to measure their performance and link it to the expected results. Informal feedback can be effective by ensuring that it is timely, fair, and balanced. You should explain why specific behaviors are important and include a gesture of appreciation.

7. Show employees that you care about the organization’s culture

Showing your employees that you care about them individually and you’ll do whatever it takes to improve the culture of your organization. You can do this by listening to their needs and supporting them as much as you can. As you listen, make sure that you listen attentively and try to understand the perspective of your employees.

Conclusion on the importance of workplace culture

Successful leaders are always on the lookout for areas that need adjustments or improvements. While organizational culture is complex, the tips that we’ve shared here will help you foster high performance in the organization.

Author Bio:

Leon Collier is a blogger and academic writer from the UK who works with professional writing services and BrillAssignment. He likes trying new subjects and is always focused on proving his worth as a writer in new and challenging writing areas. His hobbies are reading books and playing tabletop games with his friends. You can reach him via Twitter @LeonCollier12.

How Co-working Spaces Enhance Employee Performance

In both freelancing and traditional labor, co-working spaces is the newest trend. It is a sort of office arrangement that lets employees work together within a common location, but not necessarily on the same project. The workers are mostly self-sufficient, yet they can always counsel, encourage, and motivate one another when the situation calls for it. Is this, however, having a positive effect on productivity?

How co-working spaces enhance performance

co-working spaces

The flow of ideas that are continuous

When you work with like-minded individuals, some of whom have highly distinct skills and capabilities, you can draw on their expertise anytime you feel stuck. You won’t need to leave the office for expert guidance, empowerment, or inspiration because there are enough people to consult within the co-working space. This cuts down on wasted time.

Co-working also entails daily brainstorming and acquiring new skills from your diverse teammates. In the long run, you’ll develop into a competent, creative, and industry-leading expert. That knowledge will come in help later in your career—by leveraging the abilities you’re learning now, you’ll be able to complete assignments faster than usual.

When ideas flow effortlessly amongst specialists working on the same project, everyone is able to focus completely on the areas in which he/she is suitably trained. As a result, the odds of committing costly mistakes drop, therefore less time is lost in rectifying errors and addressing problems.

People who are happier are more productive

About 30% of America’s workforce today is made up of millennials. These are employees who place a premium on friendships and tight working ties. According to studies, between 75 and 90 percent of employees enjoy the personal relationships that coworking allows them to build, they are more engaged and motivated at work, and they are less lonely. All of these positive responses add together to make coworking the key to employee satisfaction, which leads to increased productivity.

Co- Working Spaces Can Humanize employees

When employees work in cramped cubicles, they can lose sight of the fact that they are part of a larger team and that their coworkers are also people. That is why a boss on a high horse will set unattainable goals for his subordinates and expect them to work like programmable software. When employees work in an open office, however, even the bosses can see the pains and struggles that their employees face in order to make ends meet. Employees, on the other hand, recognize that their superiors are people like them, with feelings and expectations.

This understanding allows CEOs to assist their employees in developing professionally, while employees, on the other hand, sense the need to work harder in order to impress their superiors. At the end of the day, everyone is at their most productive.

The good news is that a life coach can always help you obtain the clarity you need to overcome the issues you’re facing at work, whether it’s amongst coworkers or between an employee and their supervisor. Of course, ideological disagreements exist among people who work or live together, but these issues are easier to manage in the workplace when a credible professional coach is hired.

Enhances work-life balance

If you’re a freelancer who works from home, you know how tough it can be to strike a decent work-life balance. You may wish to focus on your work responsibilities at times, but your children or pets have other ideas. People who work in small cubicles are more likely to have work-life interactions that are distracting. They find themselves thinking about the difficulties they left at home as a result of loneliness and boredom, lowering their overall productivity.

Because of the high-intensity brainstorming involved in co-working, there is no room for negative home thoughts. That’s a step in the right direction toward achieving the much-needed work-life balance.

Flexibility With Co-Working Spaces

Companies and professionals can rent a fully serviced office with dedicated work spaces, amenities, and furnishings on flexible lease terms ranging from monthly memberships to short-term and longer-term leases. Also referred to as flex space.

Here are just a few examples of common flexible space solutions:

Co-working: At its most basic level, co-working spaces provide a communal working environment where people from various businesses can come together to work. Co-working spaces frequently include the same services as a regular office, such as Wi-Fi, printers, conference rooms, HVAC equipment, and desks, as well as bonuses such as social areas, refreshments, and snacks.

Many co-working and flex space providers provide “hot desks,” or “hot desking,” where all desk space is shared and customers can work wherever they like on a first-come, first-served basis.

Dedicated desks: Some co-working spaces and flex space providers offer dedicated desk space where a member can effectively lease a private desk. These spaces typically offer professionals a level of consistency — and the ability to leave things at their leased desk (like a computer monitor or notebook) (like a computer monitor or notebook).

Private Flexible Offices: More and more flex space providers are offering completely furnished private office suites. These allow businesses to carve out dedicated space inside a flexible work environment, including dedicated offices and conference spaces, while still taking advantage of the shared flexible workspace facilities.

Co-working spaces

For example, there are a variety of amazing co-working spaces to choose from, each with its own culture, workspace, and amenities. It can be time-consuming and complex to locate and secure a co-working or flex office in the correct location and at the correct pricing. Some places are better for impressing clients, hosting events, attracting IT talent, or finding creative inspiration, while others are better for networking and collaborating. To find an appropriate office location you can consider U.S. cities, like Denver, Atlanta, Seattle, since the cities have been named among the top coworking cities to run a business. For example, Atlanta has recently become one of the top places for starting a tech company as it was ranked number 1 tech hub in the U.S by Business Facilities magazine. Atlanta Tech Village established in 2012 opened its doors to many tech-related businesses. By considering coworking office space in Atlanta or in each of these cities you will also get many benefits in terms of low expenses and convenient transportation. The city has a low cost of living which is a crucial fact for every business, especially for ones with limited budgets.

Conclusion

Adaptability is one of the most prized qualities in today’s workforce. Companies benefit greatly from the ability to be flexible in how, where, and when work is completed without sacrificing the quality or usefulness of that work. This flexibility is enabled by co working spaces, which allow a larger percentage of the workforce to react to shifting demands. Read this article about managing remote workers.

The Ultimate Manager’s Guide For Leading Remote Employees

remote employees

Ultimate Manager’s Guide For Leading Remote Employees

It’s no secret that remote employees are profitable for business. There is both a reduction in office maintenance costs and an opportunity to choose the best employees without being tied to a specific location. But how to get people you’ve never seen in your life to work effectively is a mystery to many leaders. Unfortunately, in such a situation, classical managerial skills are not enough. Soft skills come to the forefront in this system.

Confidence

Remote employees need to be trusted much more than the team that sits with you in the same open space. To be able to trust your employees, select future remote employees as carefully as possible, taking into account all the features of your company. 98% of leaders of remote employees fall into the trap of distrust. Usually, this disease is cured by the first emotional burnout or the first dismissal of a subordinate. Then, either you learn and rebuild, which is always painful, or realize that remote management is not your strong point and change your career priorities.

Carefully select remote employees for the team and lower the level of expectations. The result will please you very much.

Communications

The bad news is that a person assimilates up to 60% of information through non-verbal. The team loses this valuable 60% working remotely, which means they need to be replenished through an accessible and coherent communication system. It would be best if you found a task manager that is convenient for everyone. It is essential that tasks are not confused, lost, or duplicated. Everything should be transparent and straightforward. Next, create a single information space where public documents and everything necessary for comfortable work will be posted. It is also your team’s responsibility to know what technology tools to use to exchange information and how to send large files. And, the most crucial rule, always ask remote employees to talk about how they understand the task – this will save you a lot of time, effort, and nerves.

The most challenging thing is to drive the entire team into a single task manager and require all participants in the process to use it all the time. Here only time and consistency will help you, and then a habit will develop. A single information space and summaries of accepted tasks will help you make sure that everyone speaks the same language – the language of your business.

Motivation

Unfortunately, not everything depends on the salary. To get a person to work with a cozy and warm sofa with Facebook, and TV shows nearby, you need to give the team a little more than just a salary. The remote team needs common motivational meetings: all project participants must understand where the company is coming from and where, the difficulties, and what will allow the team to be even more effective. Be sure to support and implement employee initiatives. Try to praise and be grateful – more and more often than we are all used to.

Practice shows that only an employee who believes in and shares the mission and values of the project can work effectively remotely. Define and clearly articulate your goal, mission, and objectives. Please make sure everyone knows, understands, and shares them. And don’t forget to praise and support employee initiatives.

Rules

Unfortunately, all the skills indicated above will not help you if you do not have clear and unambiguous rules followed by all team members. Creativity and self-organization are great, but not where you do business. Achieving goals requires a system and regulations that are easy to read and understand. Build an organic and stable system out of everything. With your personnel selection use clear criteria and assessment systems.

Motivation

Establish Key Performance Indicators with a transparent reward system. The rules must be uniform and equally valid for all team members.

This point can be a revelation. After all, it seems that if you trust your remote employees in your team, everything is in order with communications and motivation, then the puzzle has solved. But no! It is important not only to define sane boundaries and clear rules of the game but also to reinforce the boundaries with all employees. The situation when everyone is equal before the standards precludes many contradictions and disagreements.

Summary

For the effective work of a remote team, you need to mix in equal proportions trust, intelligible communication, and clear motivation, and then season it all with rules. Congratulations, your remote team is ready to be managed!