Creating a Thriving Work Environment

Creating a Thriving Work Environment - People Development Magazine
Renée Gendron
Renée helps business get unstuck. Through business relationship mapping, conflict resolution and leadership development, Renée helps entrepreneurs and businesses understand their ecosystems, identify underutilised resources and opportunities to engage. Renée works at both ends of the spectrum: from the fun stuff of building excellent teams to dealing with low morale. She helps managers take workplace bullies by the horns, address long standing conflicts, all of the frustrating stuff to harnessing the energy in a conflict to collaborate, innovate, and build better businesses. Renée is a speaker, trainer, coach and consultant.
Renée Gendron

@vitaedynamics

Canada needs 3 million jobs. I help SME create them through consulting, brokering, and speaking. Prosperity through innovation. EN|FR|NLD FB. Also @Peopleplanet
Good article on changing HR needs. Years ago, I cowrote a paper on the dffrnt leadership needs on a similar cycle… https://t.co/JTGDLvm3lX - 16 hours ago
Renée Gendron
Renée Gendron

Is yours a thriving work environment?

Many managers fall into the trap that an employee will always be doing similar things when in fact individuals grow, develop new skills and engage in different interests and hobbies at different times in their lives. Too many people get stuck in the belief that they will always be the way they are today. People change and when their environment supports continued growth and the pursuit of excellence, remarkable things happen. The trick is to get people to realise that they are more than what they are currently. Everyone can become better, deepen their understanding and improve upon their skills. Everyone.

When employees are engaged and unleashing their potential everyone benefits. Here are some obstacles and solutions to create a thriving environment:

Problem -Tunnel vision: Organisations have a tendency to want their employees to know their jobs and nothing but their jobs. When colleagues don’t have a complete picture of a problem or situation, their solutions tend to push a very self-interested position instead of advancing a more comprehensive approach.

Solution – Curiosity: encourage people to interact with one another and to be curious about different facets of the organisation.

Problem – Power-over Thinking: Many companies operate on a power-over approach where management defines career goals and job descriptions. It is important to have a clear area of responsibility and to be held accountable. However, many job reviews exclusively look at the official job description instead of what the employee actually does.

Solution – Power-with Thinking: Coworkers often contribute far and beyond their official job descriptions. The skills and responsibilities are not regularly recognised. In a thriving work environment, job descriptions and compensation are routinely monitored to ensure that the company, as well as the employee, are treated fairly. Both employer and employee negotiate which areas the employee wants to continue pursuing their own career goals and how that can best fit with the company’s strategy and mission.

Problem – It’s only about the money: Companies that measure employee performance exclusively by how much money the employee made or saved the company neglect the overall contribution of the employee. Contributions to the company can’t always be accurately measured in monetary terms. Viewing things exclusively through the lenses of money can drain morale, skew decision-making and limit the ability of employees to truly showcase the range of their skills and abilities.

Solution – It’s about the value: Businesses that focus on the value of the contributions of their employees and that of their products and services change the dialogue. The conversation shifts away from money to the benefits of working with and for the company, the impact the organisation has and the opportunities it generates. Money can often be in short supply creating a mentality of desperation. The value on the other hand can always be produced, can always be enhanced and is recognised by all, including competitors.

Leave a Reply