![]() ![]() In this post, we take you ahead with exploring some of the core elements for effective communication. In fact, Workhuman provides Social Recognition ® or Service Milestones ® solutions to help you make the most out of justified positive reinforcement in your work culture.In our last post, we spoke about what are the possible impediments, or barriers to effective communication. Keep in mind that recognition can come in many forms, including appreciation posts, work perks, and promotions. So, recognizing people for their achievements and efforts-no matter how small-can light up your organization’s culture. You’d be surprised at how positive reinforcement transforms productivity for the better, especially with aspects like engagement and retention.įor one, you have four times the odds of achieving employee engagement with proper recognition, according to Gallup. Rather than keeping your recognition rites for special events, it’s better to entrench the element in your work culture. Try Workhuman’s Moodtracker – for free – today! Recognition and appreciation Just make sure you actually listen to their feedback and act on it. ![]() It can provide you with insights into what the staff is thinking and what they need. One way to know if you’re current culture is giving employees the freedom they desire is by consistently asking for feedback through tools like Moodtracker ®. ![]() Providing your team members with a sense of autonomy and accountability shows that you recognize them as human beings with minds and responsibilities. Giving people the autonomy and opportunity to be accountable is one of the key elements to companies with great cultures. People just aren’t meant to be cogs in a wheel. Alienated and dehumanized employees are the last thing your organization needs. Ideally, you want your team members to have a voice and a sense of independence. What’s more, it connects people who would otherwise be strangers and motivates them to perform better. Of course, this doesn’t mean that they’ll work on the same project, but having a purpose should go beyond differences in departments and tasks. Your people should be on the same page about what they’re here for and how it matters in the big picture. Purpose, in short, is the articulated “why” behind your organization. After all, none of us wants to work on meaningless projects we all want to be part of something larger than ourselves. Unified sense of purposeįor a productive work environment, a united purpose is what adds focus and motivation to all individuals. They won the top company award for the happiest employees two years in a row because their founder and CEO Eric Yuan put an emphasis on paying attention to workplace happiness. Take, for instance, Zoom’s employee reviews regarding their leadership. This is challenging, but if you get it right, the employees will respond positively. All in all, they should set an example for employees and act ethically. A good leader should be supportive, motivate others, and embody the core values of the organization while remaining approachable. Good leadership may seem obvious, but oddly enough, a lot of organizations can get this element wrong. In short, you want your core values to be actionable and observable. This way, even the new employees will be able to pick up on the organization’s identity in no time. You can even blend the concepts into informal meet-ups after work. You can do this by incorporating the values during team-building exercises. Instead, leaders should be able to reflect the core cultural values on every level in order to build the culture you want. Core valuesįirst and foremost, your core values shape how employees will act, from small tasks to large projects.Īlong with a mission statement, almost every company has these, but your organization’s values shouldn’t be limited to the leaflet or the employee handbook you provide to newcomers. Now that we’ve got the list, let’s take a closer look at the key elements that lead to great culture and a sense of belonging. That said, the most important elements of company culture to keep in mind are: ![]()
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