Creating 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 their skills. Everyone can contribute to creating a thriving work environment.
Obstacles and solutions to a thriving work environment
When employees are engaged and unleashing their potential everyone benefits. Creating a thriving work environment means there will need to be a complete mindset adjustment needed. Identifying the barriers in this respect are key. Here are some obstacles and solutions to create a thriving environment:
1. 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.
Replace Tunnel vision with a curiosity mindset. Encourage people to interact with one another and to be curious about different facets of the organisation.
2. Power-over thinking
Many companies operate on a power-over approach where management defines career goals and job descriptions. However, many job reviews exclusively look at the official job description instead of what the employee actually does.
Replace power-over thinking with power-with thinking. Coworkers often contribute far and beyond their official job descriptions. 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.
3. It’s only about 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.
Replace money with 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. When an organisation lives and demonstrates its core values every day, it positively impacts employees and customers alike
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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.