Leading a positive work culture: A manager’s guide to success
Published by: LifeWorks,
The culture of an organization is critical to its success and as the definition of well-being expands, organizations now see well-being not just as an employee benefit or responsibility, but as a business performance strategy. In its 2018 Global Human Capital Trends survey, Deloitte found that 43% of respondents believed that well-being reinforces their organization’s mission and vision, 60% reported that it improves employee retention, and 61% said that it improves employee productivity and bottom-line business results and can even reduce stress.
Author and workplace culture expert, Chester Elton, who will host the Total Well-being Keynote on December 13, notes that 20 years of research has shown that the financial performance of organizations with high employee engagement is 44% higher than those with low engagement and people who are engaged at work are 150% more likely to be happy in their personal lives.
“How can I help promote a positive work culture as a manager?” we hear you ask. It depends on how well you manage workload challenges both for yourself and for the people you supervise. Recognizing and managing work overload requires paying attention to everything from how the work gets done to how people feel about their workload.
Here are some useful tips:
• Start by spending time with your people. Open and effective working relationships with individual staff and the wider team are essential. Show an interest in their lives outside work, care about their welfare and share funny or positive stories or ideas. These will help create camaraderie and lighten the mood.
• Listen and support employees. Nothing can dampen someone’s spirits more than feeling that they are not being heard or their opinions are not valued. Offer to help someone who is having a difficult time with a project or customer. Show that you appreciate everyone’s hard work during periods of overload.
Did you know?
In work environments where there are trust and respect and where employees feel connected to one another, people tend to feel less overloaded even when the workload is very demanding.
• Reward. Reward. Reward. Give recognition at a meeting, send an email to an employee to say, “thank you,” or use tools – offline and online – to call attention to your team’s good efforts.
• Celebrate achievements. Look for opportunities to have informal group get-together and celebrate what has gone well. When people are overloaded, they sometimes resist taking time out for fun. Encourage them, but don’t force them.
• Encourage work-life balance. Asking people to work late or on weekends or sending them emails outside of work hours can create expectations of constant accessibility. Lead by example and set reasonable working hours for everyone – and stick to them yourself.
Learn more from a panel of experts including the SVP of HR at Nestlé
Alastair Macdonald, Senior Vice President of HR at Nestlé Canada and special guest at the Total Well-being Keynote, said: “We know that when people go off work for mental health related issues they go off for a long time. So, if we can intervene before a crisis situation, in terms of prevention, intervention, or restoration, it’s money well spent.”