Tag Archive for: work culture

The Ultimate Guide to Building a Resilient Workforce

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As HR managers, the health and productivity of our businesses rely heavily on building a resilient workforce. And while resilience is often praised as an invaluable characteristic for weathering disruptions, cultivating such strength within a team isn’t always easy. From market fluctuations to shifting consumer behavior, various factors can impact business operations, and it’s essential to have a resilient workforce that can adapt and thrive during these times. Building a resilient team that can balance short-term agility with long-term strategic vision can be the key to success.

From identifying employee obstacles to developing a supportive culture, we’ll explore what it takes to create an adaptive team that can better withstand turbulent environments with ease. With our expert advice, your team will become more organized, productive, and collaborative while also remaining strong through tumultuous times – allowing your business to succeed in any environment.

1. Prepare for the Future

Preparing your workforce for the future can sound like a daunting task. However, building resilience through strategic planning can be greatly beneficial. Analyzing current trends and implementing forward-thinking approaches ensures that your business remains competitive in the long run. It can also help you anticipate potential challenges and prepare your team to tackle them effectively. Emphasizing adaptability and resiliency has the potential to create a culture of continuous learning and growth. With the right strategies, your workforce can be ready for whatever the future holds.

2. Foster a Supportive Workplace Culture

A supportive workplace culture is crucial for building a resilient workforce. To nurture this type of environment, it’s important to prioritize team collaboration and communication. When employees feel connected and part of a team, they’re more likely to enjoy their work and face challenges with a resilient attitude. With the support of their team, they are more likely to face challenges head on, rather than feeling alone or overwhelmed. A supportive culture empowers them to share their thoughts and ideas, embrace diversity and inclusion, and fosters an environment of trust. When employees work together towards a common goal, they can achieve more and create stronger relationships with each other. This not only promotes a positive work environment but also helps employees develop the necessary skills and qualities to be resilient in the face of challenges.

As a leader it’s important to lend a listening ear when needed, show empathy, and demonstrate that you genuinely care about your employees. By doing so, you’ll not only create a culture that fosters resiliency but also a workforce that’s equipped to face any challenge with a positive mindset.

3. Address Workplace Stress

In today’s fast-paced work environment, stress can creep up on anyone. While a certain level of stress can motivate us to achieve our goals, when left unchecked, it can lead to serious health issues and a decrease in work productivity. That’s why building resilience in the workplace is so important. By addressing employee stress, businesses can create a culture that promotes mental well-being and allows employees to bounce back from challenges.

Common employee stressors often stem from a heavy workload, long hours, lack of control, and poor relationships with colleagues or supervisors. These factors can exacerbate feelings of helplessness and anxiety, significantly impacting the overall well-being of employees. Businesses can address these concerns by cultivating a culture of teamwork and collaboration. Encourage employees to work together, share the load, and communicate openly about their challenges. This can help reduce the feeling of being alone in struggles and provide a support system for coping with stress.

Offering mental health resources is another way to help employees deal with stress. This can include providing access to counseling services, promoting self-care practices, and encouraging employees to take breaks when needed. A workforce that’s equipped with the necessary tools and resources to manage stress is better prepared for any challenge that comes their way.

4. Invest in Training

Developing employee training to build resilience is a crucial endeavor for any organization. With the ever-changing landscape of the workplace, it has become essential to equip employees with the necessary skill-building tools to handle any situation that may arise. By focusing on resilience, employees can develop the ability to adapt, bounce back, and thrive in the face of adversity. This is why it’s important to include training sessions that cater to skill-building programs that can help employees develop resilience. From effective communication to time management, these programs can provide the necessary tools that allow employees to not only grow in their professional lives but also in their personal ones. The benefits of resilient employees are endless, from increased productivity to happier employees, translating to better customer service and higher profits for the company. So don’t hesitate to invest in training programs that build resilience in your employees, it’s undoubtedly a vital element to success in today’s competitive business world.

5. Welcome Feedback

A strong workforce culture is essential for any organization to thrive. One way to build resiliency in your company is by welcoming and facilitating employee feedback. This means creating a safe space where employees feel comfortable sharing their thoughts and concerns. It’s important to actively listen to what your employees have to say and to take their suggestions into account. By valuing their feedback, you not only make them feel heard but also have the opportunity to identify potential areas of improvement. Encouraging employee feedback can help to create a more collaborative and positive work environment, which ultimately leads to a more resilient team. So, don’t be afraid to start the conversation and create a culture of open communication.

6. Meaningful Work

Meaningful work is a significant component in building a resilient workforce. When employees perceive their work as purposeful, they are more likely to exhibit higher levels of motivation and commitment. This sense of purpose often comes from having autonomy in their roles, enabling them to make decisions independently, thus fostering a feeling of control and competence. This sense of autonomy, intertwined with meaningful work, not only enhances job satisfaction but also bolsters resilience in the face of challenges. In such an environment, employees are more likely to view obstacles as opportunities for growth rather than setbacks, thereby enhancing the overall resilience of the workforce.

In summary, cultivating a supportive culture is instrumental in fostering a resilient workforce. A culture that emphasizes teamwork and collaboration, listens to employee feedback, and offers meaningful work can equip employees with the necessary tools to handle work-related stress and enhance their overall job satisfaction. By addressing workplace stress, investing in training, and providing autonomy, organizations can create an environment where employees view challenges as opportunities for growth. This resilience within the workforce not only leads to increased productivity and happier employees, but also to a company that thrives in the competitive business landscape.

Interested in fostering a resilient workforce within your organization? Make sure to view our services and begin your journey towards a more resilient and productive workforce today

The Importance of Meaningful Work: A guide to creating an engaging culture that ensures employee longevity and satisfaction

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There are a wide variety of aspects that make for a good job. Of course, fair pay, good benefits, a supportive boss, and great coworkers are important. But nowadays, with so many companies offering those things, they’re no longer the only things that matter. What employees are really looking for is meaning in their work.

A study by the Harvard Business Review found that 50% of workers would take a pay cut to do work that’s more meaningful. And another study found that employees who find meaning in their work are more than three times as likely to stay with their current employer.

In today’s work world, it’s easy to get caught up in the hustle and bustle of deadlines and meetings and lose sight of what’s truly important. We often forget that we are working to make a difference in the world, and our jobs should reflect that. However, meaning is one of those things that is hard to define but, once discovered, has far-reaching benefits.

Therefore, discovering meaning is important. It gives us a reason to get out of bed in the morning and face the day. It makes us excited and energized, and as a result, we are more productive at work. We feel like we are part of something bigger than ourselves and that our lives have a purpose. According to one study by the Gallup organization, when we have a sense of meaning in our lives, we’re more resilient in the face of adversity. We’re more likely to bounce back from setbacks because we know our lives have a greater purpose.

Creating a work culture that is focused on meaningfulness is essential to keeping employees engaged and motivated. When people feel like their work is purposeful, they are more likely to be productive and innovative.

What is Meaningful Work and Its Importance

The majority of Americans spend the majority of their waking hours at work. And while some people love their jobs and find them deeply fulfilling, others see their work as a necessary evil. They wake up every day, go to a job they hate, and then come home to collapse in front of the TV. But it doesn’t have to be this way! But regardless of how you feel about your job, one thing is certain: how you spend your time at work can profoundly impact the meaning and purpose you feel in your life.

So, what is meaningful work?

Meaningful work—a job that isn’t just about paying the bills, but is connected to purpose, that makes you feel fulfilled and valuable.

As we have all experienced, work can be a source of great meaning and fulfillment, or it can be a major source of stress and anxiety. It all depends on how you approach it. If you see your work as a way to make a difference in the world and use your unique talents to contribute to something larger than yourself, you are more likely to find it fulfilling. On the other hand, if you see your job as a way to pay the bills and nothing more, you are likely to find it unfulfilling. And this can lead to all sorts of problems, both at work and in your personal life. According to one study, people who don’t find meaning in their work are more likely to experience anxiety, depression, and other mental health problems.

It’s not surprising, then, that more and more people are searching for jobs that offer a sense of purpose. A study by Deloitte found that 78% of millennials (people aged 18-34) want their work to have a positive impact on society. And another study by the IBM Institute for Business Value found that 86% of employees would leave their job for one that offered them a sense of purpose.

So, what can you do to create a work culture that is focused on meaningfulness?

In a recent paper in the Review of General Psychology, psychologists Login George and Crystal Park from the University of Connecticut identified the 3 most commonly referenced pillars of a meaningful career:

1. Purpose:

How much does an employee feel directly motivated by life goals that they value?

2. Engagement:

How able are you to understand and make sense of your life experiences and weave them into a coherent whole? In other words, how easy is it for you to see your own life story?

3. Social Impact:

How much does an employee believe that their work is significant and valued?

These pillars were found to directly predict job satisfaction and overall well-being. Of the three, Purpose was found to be the strongest predictor of satisfaction, followed by Engagement and then Social Impact. The authors suggest that finding a career that is purposeful, engaging, and has a positive social impact is key to achieving a sense of meaning in one’s work.

The Deception of High Pay Hiring Strategy

In today’s labor market, many Twin Cities companies use the promise of high pay to lure in new employees. They advertise starting salaries much higher than the industry average, hoping to attract talented workers looking for a raise. However, we’ve seen this strategy often backfire.

A new study has shown that offering high salaries to people who are already employed is not an effective hiring strategy. The study, conducted by researchers at the University of Toronto, found that people who are offered high salaries are no more likely to accept a job than those who are offered lower salaries. The findings challenge the common belief that high salaries are the best way to attract top talent. The study’s authors say that companies should focus on other factors, such as company culture and work-life balance when attracting new employees.

The above study’s findings add to the growing evidence that challenges the wisdom of using high salaries to lure workers, which can cause a multitude of issues, including:

Increased internal resentment:

It can create tension and resentment among existing employees who are not being paid as much. This can lead to decreased morale and motivation and a higher turnover rate. This was most apparent with The Great Resignation of middle managers, office staff, and skilled-trades personnel leaving their jobs due to feeling underpaid because their organizations were offering higher salaries to new hires in order to attract top talent.

While it’s important to attract top talent, businesses need to be mindful of the impact that unequal pay can have on their existing workforce.

Creating a “bid up” mentality:

It’s no secret that salaries have been on the rise in recent years. In fact, according to a recent study we performed, salaries have increased by 18% to 21% over the last two years. This is good news for employees but is having a negative impact on companies because they are unable to keep up with the high salaries being offered.

As a result, this can create unrealistic expectations among employees. For example, if an employee sees that their salary has increased by 21%, they may expect a raise or bonus that the company is unable to provide, which is leading to greater turnover as employees become dissatisfied with their compensation.

In order to avoid this, companies need to be transparent with their employees about their compensation philosophy and how they plan to keep up with the rising cost of living.

A loss of organizational focus

While it is important to attract top talent with competitive pay in the race to find employees, we have seen many companies lose sight of their core values and mission, which allow for greater retention of their current employees.

Organizations that focus on their mission and values are able to create a stronger sense of purpose for their employees. When people feel part of something larger than themselves, they are more likely to be engaged and motivated to do their best work.

We have seen firsthand how companies that focus on their mission and values are able to create a more engaged workforce. For example, our company’s core values of “people first, mission always” have helped us create a culture where our employees feel like they are part of something larger than themselves. This has led to higher employee engagement and retention rates without having to pay top dollar to stay relevant in the hunt for talent.

What does this all mean for your organization?

Don’t be fooled by the lure of drastically increasing pay rates to drive candidate flow for your open positions. In fact, according to a recent Gallup poll, it takes more than a 20% pay raise to lure most employees away from a job where they feel engaged, and unsurprisingly next to nothing to poach most disengaged workers.

Instead, focus on creating a work culture that is meaningful and engaging for your employees. This will not only lead to greater employee satisfaction and retention but will also be more attractive to potential candidates. And, as an added bonus, it will save you a lot of money in the long run with hiring.

Characteristics of Meaningfulness in Work

One of these most, if not the most common decision that we hear as to why people are looking for work is for better pay. While candidates will tell you that pay is the sole reason, it is not the case. All pay does is get someone engaged with your opportunity.

And while a stable and livable wage is important, it is not the only factor that contributes to meaningful work; actually, it is one of the last items when it comes to finding meaning in our work.

A study by the University of Michigan found that people who placed high importance on salary were less likely to find their work meaningful. The authors suggest that “the quest for ever-higher salaries may crowd out opportunities to experience the more profound benefits that work can offer.”

So, what are some of the other characteristics of meaningful work?

Holistically, meaningfulness in work is an elusive concept, and articulating what are the finite characteristics that make work meaningful is difficult. However, a 2020 study by the Brookings Institute conducted a 10-year study that found 12-factors that make individuals more likely to experience work meaningfulness. These characteristics from most critical to least are:

  1. Relatedness: the feeling of social connection to others in the workplace.
  2. Autonomy: the feeling of control and independence in one’s work.
  3. Location: the physical work environment.
  4. Career Advancement: the opportunity for growth and development in one’s career.
  5. Industry: the sector or industry in which an individual works.
  6. Competence: the feeling of being good at what one does.
  7. Job Insecurity: the feeling of job stability.
  8. Occupation: the specific job or role an individual has.
  9. Hours Worked: the number of hours worked per week.
  10. Year of Interview: the year in which the individual was interviewed for the study.
  11. Income: the financial compensation for the work being done.
  12. Benefits and Performance Pay: the feeling of being rewarded for good work.

Brookings’ analysis shows that relatedness, which is about relationships at work, is the most important determinant of work meaningfulness. The study found that “people who feel a strong sense of relatedness to others at work are 2.5 times more likely to find their work meaningful than those who do not.” Diving deeper into this, workers desire to feel related if they experience genuine care from their bosses or colleagues and care about their superiors and coworkers in return.

In general, Brookings discovered that relatedness, autonomy, and competence are almost five times more important for perceptions of having meaningful work compared with compensation, benefits, career advancement, job insecurity, and working hours (Figure 1).

Again, despite what job seekers may articulate, work is more than a paycheck; it is a critical aspect of the human experience, providing identity and individual self-esteem. Since most adults spend half of their waking hours in a work environment, it is essential to make sure that the work environment is one that is conducive to finding meaning.

As business leaders, it is vital to understand what factors make work a life-enriching and dignifying experience so organizations can help design policies to enhance workers’ well-being and boost organizational performance.

Creating a Culture of Meaningful Work

As the world of work continues to evolve, it’s more important than ever to create a culture of meaningful work. Employees who feel their work is purposeful and valuable are more engaged, productive, and satisfied with their jobs.

So how can you create a culture of meaningful work in your organization?

Not every company is going to produce life-saving medical devices where the lineage to meaningfulness is explicit. However, every company can operationalize meaning by doing the following:

Work that’s engaging

In order to have a sense of meaningfulness at work, individuals need to feel like their work is valuable and has a purpose. This means that employees should be engaged in their work, not just going through the motions to complete tasks. One way to achieve this is by giving employees opportunities to work on projects that interest them and using their skills to make a difference.

Work that helps others

People often find the most meaning in their work when it helps others. This could be as simple as being part of a team or working on a project together. Or it could be something more significant, like developing a new product or making a sale. Whatever the task, employees should feel like they are contributing to something larger than themselves. When people feel like their work has a purpose, they are more likely to be engaged and motivated. And when they are able to see the impact of their work on others, it can be even more fulfilling.

Work employees are good at

When people feel like they are good at their jobs, they are more likely to find meaning in their work. This is because they feel competent and valuable, which are two important factors in job satisfaction. Employees should feel like they have the opportunity to use their skills and abilities to make a difference. When they feel like their work is a waste of their talents, they are less likely to be engaged or motivated.

Work with supportive colleagues

Employees should also feel like they are part of a community at work. This means creating an environment where people feel comfortable collaborating and working together. One way to do this is by promoting team-building activities and encouraging employees to get to know each other on a personal level.

It’s also important to create an environment where people feel supported by their colleagues. This means having open lines of communication and providing opportunities for employees to give and receive feedback. Additionally, managers should be accessible and approachable, so employees feel comfortable coming to them with concerns or ideas.

Lack of major negatives in the work environment

Of course, no job is perfect. But employees should feel like the negatives are outweighed by the positives. This means having a fair and flexible work schedule, reasonable workloads, and a healthy work-life balance. It also means providing employees with the resources and support they need to do their jobs well. When employees feel stressed or overworked, they are less likely to find meaning in their work.

Work that fits with the rest of your employee’s lives

Finally, it’s important to remember that employees have lives outside of work. Their work should fit into their lives, not the other way around. When employees feel like their work is a priority, they are more likely to find it meaningful. On the other hand, when they feel like their work is taking over their lives, they are less likely to be engaged or satisfied.

Creating a meaningful work culture is essential to the success of any organization. It is the foundation upon which all other aspects of the business are built. A meaningful work culture is one that values employee contributions, offers opportunities for professional development, and provides a sense of purpose. It is a place where people feel motivated to do their best work and are proud to be part of the team. Creating such a culture requires commitment and effort, but it is well worth the investment.

When employees feel valued and engaged in their work, they are more productive, creative, and loyal. They are also more likely to stay with the company, reducing turnover costs and increasing morale. A culture of meaningful work is the key to unlocking the full potential of your workforce. With it, you can create an organization that is not only successful but also fulfilling for all who are involved.

Hiring for Meaningful Work

The most essential aspect of creating a meaningful work culture is hiring the right people. The right person should not only fit within your organization’s mission and goals, but actively enhance it. This is essential to creating a cohesive and productive environment where everyone finds a sense of purpose and belonging.

Every organization is different, so it’s important to tailor your hiring process to fit your specific needs.

However, there are five general principles that you should keep in mind when searching for meaning-minded employees:

1. Hire for passion

First, look for people who are passionate about their work. This doesn’t necessarily mean that they have to love your company or product, but they should be excited about the role they would be playing in the organization. They should also be enthusiastic about the prospect of learning and growing in their career.

When you’re interviewing candidates, ask some of these questions:

  • What attributes do you look for in a company when you want to apply for a position?
  • What does your ideal role look like? Elaborate on the type of environment in which you would function with enthusiasm and contribute positively to our team.
  • Why did you choose your current field of work?
  • What are some of the things you’ve learned in your career so far?

Pay attention to how they talk about their work. Do they seem excited and passionate about what they do? Or do they seem bored and uninterested? Look for candidates who have a passion for what they do and who are excited about the opportunity to make a difference.

2. Hire for purpose and values

Second, look for people who are committed to making a difference. This means they should be interested in more than just a paycheck. They should want to use their skills and talents to make a positive impact on the world.

When you’re interviewing candidates, ask some of these questions:

  • What motivates you to do your best work?
  • What are some of the things that are important to you in a job?
  • What did you find most fulfilling about your previous work?
  • What is your purpose?

When hiring new employees, make sure to look for candidates who share the same values as your organization. This will help ensure that they are more likely to find purpose in their work.

3. Hire for potential

This means looking for people who have the ability to grow and develop in their careers. They should be proactive and always look for ways to improve their skills. They should also be open to new challenges and willing to take risks.

When you’re interviewing candidates, ask some of these questions:

  • What are some of your long-term career goals?
  • How have you grown in your current role?
  • What has been your favorite mistake?
  • Describe a challenging situation you have faced recently at work and how you tackled it.

Make sure to look for candidates who have the potential to grow and develop in their careers. This will help ensure that they are able to adapt and change as the needs of your organization change.

4. Hire team players

The goal of hiring the right people to create a meaningful culture is to enhance it, not fix it. This means that you should look for team players who are willing to work together to achieve common goals. They should also be respectful of others and able to handle constructive criticism.

When you’re interviewing candidates, ask some of these questions:

  • What are your thoughts on teamwork?
  • How do you handle conflict with co-workers?
  • What are some of the things you like and don’t like about working in a team environment?

Therefore hiring team players is essential to creating a meaningful work culture. The ability to work towards a common goal as a team is important to creating a productive and cohesive environment. This means employees will be happier which ensures their longevity.

5. Hire for diversity

Last but not least, look for people who are diverse in their backgrounds and perspectives. This will help ensure that your company culture is inclusive and that everyone feels like they belong.

When you’re interviewing candidates, ask some of these questions:

  • What are some of the challenges you have faced when working with people from different backgrounds?
  • How do you create an inclusive environment in your workplace?
  • What are some of the things you have learned from people who are different from you?

When hiring for diversity, keep in mind to look for employees who can bring different backgrounds and perspectives to the table. Understanding different cultures can also benefit your business in the long run, as you will be better able to cater to a global audience.

Creating a work culture that focuses on meaningfulness is essential to keeping employees engaged and motivated. When people feel like their work is purposeful, they are more likely to be productive and innovative. The best way to create a work culture that is focused on meaning is to hire the right people. Look for candidates who are passionate about their work, have the potential to grow and develop in their careers, are team players, and are diverse in their backgrounds and perspectives. This will help ensure that your company culture is one that is focused on meaningfulness and that everyone feels like they belong.

The Long-Term Benefits of Meaningful Work

We are operating in a talent-driven environment, which means that the war for top talent is only going to get more heated in the years to come. So, in order to attract and retain the best employees, organizations need to focus on creating a work culture that is focused on meaningfulness. When people feel like their work is purposeful, they are more likely to be productive and innovative.

There are a number of long-term benefits that organizations can enjoy by creating a work culture that focuses on meaningfulness. In a study conducted by the Harvard Business Review of workers across five generations, researchers discovered that there were 3 statements that were regularly used by all groups to describe the lasting impact of meaningful work:

Meaningful work is intrinsically motivated:

Intrinsic motivation is a powerful engine of success. It’s what drives people to do their best work, even when no one is watching, and there’s no external reward. Simply put, it’s the desire to do something because it’s personally meaningful, not because of any external pressure. Of course, not all work is intrinsically motivated.

Most jobs involve at least some tasks that are drudgery, and it’s unrealistic to expect that every aspect of our work life will be perfectly aligned with our personal values. However, research has shown that when people have a greater sense of control over their work and feel that it is meaningful, they are more engaged and productive.

Intrinsically motivated workers are often more creative and proactive, and they are more likely to stick with a task even when it becomes challenging.

Meaningful work creates lasting relationships:

Most people spend the majority of their waking hours at work. So, it stands to reason that our jobs have a big impact on our lives. As we discussed earlier in regard to research conducted by the Brookings Institute, one of the most important factors in job satisfaction is whether or not we feel connected with coworkers.

The most successful relationships are built on a foundation of trust and respect. And while there are many ways to build trust and respect, one of the most effective is through meaningful work. When we work together on something that is important to us, we naturally come to rely on and appreciate one another. We learn about each other’s strengths and weaknesses, and we develop a deeper understanding of one another’s perspectives. As we work together towards a common goal, we create stronger bonds. These relationships are built on trust, respect, and a shared commitment to making a difference.

Meaningful work helps others:

One of the most rewarding aspects of meaningful work is that it helps others. When we feel like our work is making a difference in the lives of others, it can be a powerful motivator. It can also help us to feel more connected to the world around us.

In a study of over 2,000 employees, those who felt their work was positively impacting society were more engaged and productive than those who didn’t. They also reported higher levels of satisfaction with their jobs.

Meaningful work can also have a ripple effect, positively impacting the lives of those we work with and those we serve. When we feel like our work is making a difference, we are more likely to be motivated and innovative. We are also more likely to stick with it, even when times are tough. And as we discussed earlier, this can lead to lasting relationships.

Partnering With Us Creates Meaningful Work

Creating a work culture that is focused on meaningfulness is essential to keeping employees engaged and motivated. When people feel like their work is purposeful, they are more likely to be productive and innovative. The best way to create a work culture that is focused on meaning is to hire the right people. Look for individuals who are passionate about what they do and who have a strong desire to make a difference. Then, give them the autonomy and resources they need to be successful. With the right people in place, you can create an environment that is focused on meaningful work and that leads to lasting relationships, increased productivity, and overall satisfaction.

In today’s competitive job market, it can be difficult to find the right employees. But, with the right staffing strategy, it’s possible to create a work culture that is focused on meaningful work. It’s because of this that we at Award Staffing have a Core Focus of “Connecting People Through Meaningful Work.” We take the time to get to know each of our employees and what they are passionate about. We also work with our clients to ensure that we are placing our employees in positions where they can do the most good. We believe that when people are doing work that is meaningful to them, they are more likely to be productive and engaged. And we believe that this leads to lasting relationships, increased productivity, and overall satisfaction.

If you are interested in creating a work culture that is focused on meaningful work, we would love to help. Contact us today to learn more about our staffing services and how we can help you build an engaged and productive workforce.

8 Astounding Ways to Spark Friendly Accountability in Your Workplace Culture

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Yes, company performance is a strong indicator of their success, but company culture is what makes a company great.

Creating a strong team culture is essential for the success of any organization. It’s not just about performance and productivity, but rather creating an environment where team members can collaborate, support each other, and take pride in their work. A team culture built on accountability is key to reaching team goals and staying motivated throughout the process.

Our Southeast Account Manager, Brandon Fernandez advises, “Friendly accountability is when employees take responsibility for both their performance and business outcomes instead of playing the “blame game” when something goes wrong. Companies that hold employees accountable are outcome-focused. They meet their goals, experience higher employee engagement, and continually grow.”

While team leadership is certainly important for setting team goals, fostering team accountability involves everyone in the organization. Every team member has a responsibility to their team and each other to stay on track and make sure that the team stays focused on their objectives. It’s important to understand that team success is also individual success — when one team member succeeds, the team succeeds.

Here are 8 ways to create a culture of friendly accountability in your workplace.

1. Establish Clear Team Goals

The foundation of team accountability is rooted in the team’s agreed-upon goals. Establishing clear team goals allows team members to have a common understanding of the team’s purpose and objectives. This understanding helps define roles and responsibilities within the team, as well as establishes a sense of ownership for each team member. Team goals should be specific, measurable, achievable, relevant and time-bound (SMART) and should also include short-term milestones to keep team members motivated and on track.

Establishing clear team goals provides an essential layer of transparency in any organization. It helps to develop a team mindset and encourages team members to work together towards a common purpose. This also communicates a clear future plan, which informs employees of the direction the company is headed. Developing team goals provides steps on how to achieve those future plans. This ensures that long-term goals are successfully accomplished.

The team leader should then involve all team members in creating the plan, ensuring that their interests are considered too. Team cohesion is achieved when every team member is involved in setting tasks and developing strategies to complete them. This can also create an environment where collaboration between different departments is encouraged — leading to increased success.

2. Set Reasonable Team Expectations

Setting reasonable expectations encourages friendly accountability within your team. Rather than expecting perfection from yourself or your team members, it’s important to take a step back and evaluate if your team’s goals are in line with what is both achievable and fair. This mindset also helps encourage open dialogue, allowing feedback to be given safely and effectively without fear of judgment or retribution. This also encourages interdepartmental communication and collaboration when assistance is needed. Establishing clear boundaries and expectations upfront allows everyone involved in the process to better understand their roles within the task at hand, creating an atmosphere of accountability that fosters trust and collaboration.

On the other hand, unattainable goals and expectations can create unnecessary pressure, leading to a decline in work quality. Pushing team members too hard to reach these lofty objectives can be counter-productive and lead to burnout. This can ultimately affect the quality of the work produced; when working excessively long hours with unrealistic goals, mistakes are more likely to occur. Being realistic about what they can achieve will help reduce stress levels, allowing for a healthier and more productive environment where goals are attainable yet still challenging enough to push everyone forward.

3. Lead by Example

Leading by example and taking responsibility for actions are the most effective ways to encourage accountability in the workforce. Leaders have the power to set a strong example of excellence, which can motivate their team and encourage accountability. By demonstrating a commitment to personal and team success, leaders can show their teams that everyone’s individual work matters. Additionally, by giving constructive feedback and promoting open communication, leaders can further foster a culture of friendly accountability where employees feel empowered to take initiative and make decisions with confidence. When teams understand that their successes are interconnected, they become more motivated to be accountable for their commitments as well as those of other team members. With this in place, your team’s objectives will be consistently achieved, leading to a perpetual growth of success for your business.

4. Be Trustworthy and Trusting

Trustworthiness is a vital ingredient in fostering team accountability and workplace success. It means not just following through with your commitments, but also being willing to relinquish control and delegate certain tasks. Building trust encourages team members to be more open to taking ownership of their projects and successes. When team leaders are trustworthy, employees feel more secure in their roles, and they can rely on the team to be supportive. It encourages them to take initiative and hold themselves accountable for their actions which improves employee engagement. For team leaders, trustworthiness also serves as a reminder of the importance of respecting team members’ autonomy while staying engaged with team dynamics.

5. Assign Clear Ownership of Tasks and Projects

Assigning clear ownership of tasks and projects is essential to create a successful atmosphere of accountability in the workplace. This drives the success of any team or organization. Leaders must clearly define team expectations and goals, as well as assign team members or specific departments to respective tasks with specific responsibilities and deadlines. This will give them a sense of ownership over their responsibilities and help them to develop a sense of confidence and initiative. Additionally, team members should be encouraged to solve problems on their own and collaborate to better understand the team’s overall mission. By implementing these practices, teams can create an environment of accountability, resulting in improved team success.

6. Promote Collaboration Between Departments

Promoting collaboration between departments is key to encouraging friendly accountability between employees. By working together, everyone can become more invested in the success of the team as a whole, in addition to individual successes. This is especially important for larger organizations and projects, where it’s necessary to have multiple departments working together. It also ensures that everyone feels valued and appreciated, which will help to create an environment where feedback is given constructively and freely. Each individual’s efforts should be rewarded and recognized. This reinforces that one person’s success is reflective of the success of the team.

Collaboration between departments, when done properly, can be incredibly beneficial for team success. Not only does it create a sense of accountability and team-wide commitment, but it also allows for unique skills and experiences to be brought together to reach team goals. Different departments offer varying perspectives that can help to identify potential problems or areas of improvement. For team-wide goals to be met, team members must come together and work collaboratively.

By recognizing the power of team collaboration, organizations can reap rewards for both individual team successes as well as team-wide achievements. Moreover, team accountability helps to ensure that everyone is held responsible for their performance and contributions. This helps to foster a culture of cooperation between different departments within your organization to ensure projects are completed on time and to specification.

7. Encourage Feedback & Open Dialogue

Encouraging feedback and open dialogue between departments is essential for team accountability and reliability. It’s important to create a welcoming environment where team members feel comfortable expressing their thoughts and opinions, as well as giving constructive criticism in order to improve team performance. Having a space where team members can discuss problems and offer solutions helps to foster a collaborative and open environment.

A well functioning team should be able to lean on each other for support and guidance. This will ensure employees feel valued and appreciated, which in turn creates an atmosphere of trust and cooperation. Finally, team members should hold each other accountable for their commitments. This reinforces the idea that personal triumph leads to team victory. With team accountability and reliable communication in place, organizations can better ensure their projects are organized, quality, and on schedule.

8. Reward Employees Who Demonstrate Accountability

When team members go above and beyond to show accountability, it’s important to recognize their efforts. Rewarding team members for their exemplary performance increases team motivation and shows that you value their contributions. This can include verbal recognition, added benefits, or tangible rewards. Whatever you choose, keep in mind the reward should be tailored to what your employees value most. Without proper execution, your effort will fall flat and be undervalued. To make an impact that lasts it should be meaningful to each individual, demonstrating that you value those who take responsibility for their actions. This not only encourages team members to strive for team success but will also create a cohesive team culture.

 

Therefore, the success of any team or organization depends largely on team accountability. It involves team members ( in different roles or departments) working collaboratively, not only to achieve team goals but also to foster an environment of trust and cooperation. Leaders must create clear expectations and boundaries while allowing employees to take ownership of their work and make decisions on their own. Additionally, individuals should be encouraged to give feedback and hold each other accountable for their commitments. By creating a collaborative team atmosphere and culture of team accountability, organizations can ensure success in the workplace.

Check out our services to see how we can help improve your workforce.

Finding an Employee-Centric Company

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When most people look for a job, the first factor they consider is compensation. While that’s totally understandable, and definitely one of the most important pieces of choosing a job, there are other key aspects that often get overlooked. If your goal is to stay at your next company for a good amount of time, intentionally seeking out an employee-centric organization is a good idea. When you know that a company cares about you, you are more likely to be engaged, excited to go to the office, and produce your best work.

An employee-centric company is a company culture that welcomes ideas, feels like a genuine safe space, and offers employees more than just the usual benefits and competitive pay.

Although a company may initially seem like “the place” because they offered you a decent salary, you have to take into account whether: you want to move up in the company, if atmosphere is important to you, and if you want benefits outside of the traditional health and retirement plans.

Here are a few things you can look for to determine if a company is employee-centric:

1. Non-Traditional Benefits

It really shows that a company cares about their employees when they offer benefits related to time, health and family. Some examples are: a stipend for gas, lunch, etc., shorter days near the holidays, and paying for a gym membership. Obviously, the bigger corporations are able to offer more of these perks than smaller companies. However, even the smallest of companies can offer conveniences like having a stocked fridge, paid breaks, and massage/chiropractic vouchers.

2. Culture

Everyone knows that company culture is more important than ever in today’s workforce; however, it goes beyond an organization’s core values and the personality of the company. Having traditions such as friendly competitions for a small prize, weekly fun meetings that aren’t about work, and company parties are all examples of what can create a great company culture. This shows that a company wants their employees to enjoy where they work and understands the importance of taking breaks and making personal connections.

3. Trust

This is a big one. Autonomy is something that all people want these days and that goes for their personal and professional lives, and companies that offer perks like unlimited PTO, flexible schedule, no set hours, and mental health days (separate from sick days) are the ones with the happiest employees. Knowing that your company trusts you to put in all of your hours and not abuse the time-off policies is a good indicator that you will also be trusted to make the right decisions, solve problems, and produce the best results.

 4. Fairness

Especially when you plan to stay at a company for years to come, you want to make sure it’s a place that treats everyone equally. This means that all employees have access to the same opportunities and that regardless of position, all team members get equal recognition and rewards. A company can demonstrate this by: offering two way performance reviews, promoting from within, and giving all employees access to the same perks regardless of position or salary. This shows a company truly works as a team and understands that all roles are crucial despite the amount of skill or experience an individual has.

If you or someone you know is looking for a job, we at Award Staffing are here to help. We update our job boards daily. Check out our latest opportunities here.

How to Demonstrate Employee Value

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Yes, it takes commitment, but the challenge isn’t as tough as you might expect. Employees who have confidence in the company leadership, share the vision and feel valued are more engaged and stimulate positive company morale. Here are 5 ways to make a great start.

Communicate:

From introducing a new employee to your company’s mission, values, and purpose to creating and keeping engagement among your staff, communication is essential. And, it’s more than making sure the memos and updates about logistics go out. It includes:

  • • Ensuring that everyone connected to a project receives all the pertinent information.
  • • Putting some fun and creativity in memos, notifications, etc. Why not add a cartoon to the bottom of updates?
  • • Stopping at cubicles to say hi and ask how an employee’s day/week is going.
  • • Seeking, listening to, and respecting your employees’ feedback concerning projects. (Employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work, and 40% of highly-engaged employees receive weekly feedback.)
  • • Listening. Listening. Listening. It’s an essential component of great communication.

Create Connections:

Develop a mentor program within the ranks and encourage fun work relationships among your employees. Take time to “play” a little each day. Sure, some companies have workout rooms, table tennis tournaments, and other large scale options, but that isn’t a prerequisite for fun. “Play” is an attitude or mindset.

  • • Share a company trivia site. Put the names of employees who participate in a once/week drawing for a token gift card to your local ice cream shop.
  • • Have a small stuffed company mascot. Hide it in a department. If they find it, it’s their job to hide it in another department. Whichever department ends up with it on Friday . . . well, make it a fun “penalty.”

There’s a multitude of simple, inexpensive ways to create fun on the job and encourage employee engagement.

Express Appreciation:

Recognizing your employees’ attitudes, contributions, innovativeness, and daily commitment, etc. is vital.  Express your appreciation in words – both written and verbal– as well as intangible thanks will give a boost to employee engagement and morale. Some ideas include:

  • • Verbal appreciation – in person or via a phone chat. Be genuine, personal, and specific.
  • • Written appreciation – send an email, text, or better yet a thank you card. Once again, be genuine, personal, and specific.
  • • Gift cards, an occasional early leave on Friday, free food – from a snack tray to a department lunch . . . There are many ways to express appreciation.

Recognize Employee Value:

Recognizing your employees’value -their talents and contributions is a key factor. (27% of employees who leave, do so because of lack of recognition) Substantiate your recognition with:

  • • Opportunities to learn new skills and move upward within the company. (42% of employees say learning and development is the most important benefit when deciding where to work)
  • • Increased responsibilities – without micro-managing. Letting them rise to the task expresses your confidence and trust in them and encourages innovation and creativity.
  • • Assign responsibilities that align with their interests and abilities.

Make Giving Back a Company Thing:

Your employees want to make a difference – especially within the community, but also globally.  Make giving back ad “team project.” Nothing boosts morale like knowing you have helped someone else.

  • • Get involved in a local work project: For example, plan a Saturday where your team participates in a habitat for humanity. One company built a pavilion along their local river greenway. The company supplied the lumber, and the employees supplied the labor.
  • • Sponsor a little league team or a dream team for handicap children and encourage employees to attend a game, treat the players, or sponsor an end-of-season picnic.
  • • Join in a global charity drive like the Marine’s Toys for Tots.
  • • Hold a company bake sale to raise funds for a charity – let your employees vote on which charity.

Employees who believe that management is concerned about them as a whole person and values who they are, as well as what skills and input they bring to the table are productive, find increased job satisfaction and are more loyal to their employer. In other words, they are engaged employees, and company morale is up, which all adds up to increased profitability.

At Award Staffing, we recognize the value of our staff and our temps. Because we do, you can count on the talent we place in your business. Our mantra is work hard, have fun, and be nice. It makes a difference you can’t get along without. Contact us today.

Employee Value and Company Morale

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“Success in business is all about people, people, people. Whatever industry a company is in, its employees are its biggest competitive advantage.”   – Sir Richard Branson 

Winning with your customers/clients begins by winning with your employees. Your employees are your pipeline to customer engagement, positive reviews, and word of mouth advertising, and a prosperous bottom-line. The more your employees feel valued, the higher and more profound than your employee engagement is; the greater your employee engagement, the more positive and stronger your company morale will be. It’s a domino effect that begins with a company’s decision to recognize the value of their employees.

Employee value begins with taking the time to ensure that every employee understands:

  • • The company’s mission statement and purpose and their role and input in attaining that purpose. In fact, a 10-year study by Grow Author Jim Stengel reveals that companies with a high sense of purpose outperform others by as much as 400%.
  • • That their attitudes, efforts, and accomplishments are recognized and appreciated. Only 12.4% of workers who are recognized for their work have interviewed for a potential new job switch in the last three months, while more than 21% of workers who don’t feel recognized have been exploring new opportunities. (TINYpulse)

When employees are appreciated and valued as the asset they truly are, they are much more likely to be engaged employees. Engaged employees contribute to tangible returns for your business. The numbers speak for themselves. Valued, engaged employees:

  • • Take their tasks seriously and be self-accountable for their responsibilities –ensuring that they complete their part of a project well and on time, and going above and beyond their required tasks for the company’s benefit. (Studies reveal that companies with highly engaged employees improved operating income by 19.2% over 12 months)
  • • Stay with the company, reducing turnover. (Engaged organizations have reduced turnover by as much as 87%)
  • • Become a brand ambassador for their company. (78% of engaged employees would recommend their company’s products and services)

When employees are engaged, company morale – employee outlook, attitudes, satisfaction, and confidence – climbs. Employees are positive about their work environment and confident that they are in a place where their career can grow and dreams are attained.

Susan M. Heathfield points out that, “Feeling part of the goals that are bigger than themselves (and their job) contributes significantly to positive employee morale. Many employees want to feel as if they are part of something important and contributing to success for the greater good is a real morale booster.”

So, what gives employees a sense of personal value within the workplace? What builds company morale? While there are multiple angles, it boils down to 5 essential pillars.

  • • Purpose: As we already mentioned, it’s vital for your employees to connect with the company’s mission and purpose – to know that their tasks contribute to a big picture.
  • • Well-being: Creating an atmosphere that says your employees matter to you – that you care about the whole person – including their emotional, social, and mental health — a sense of camaraderie among their coworkers.
  • • Appreciation: Nothing contributes more to a sense of purpose and well-being than knowing that your contribution is recognized, respected and appreciated.
  • • Growth opportunities: Providing the encouragement and provision to learn and grow in their knowledge, abilities, experience, and career opportunities.
  • • Freedom: A chance to be innovative, creative, and even take a risk without fear of repercussion if an idea doesn’t pan out.

Focusing on these five pillars to bring value to your employees, engage them in your culture, and build overall company morale pays a significant ROI. Studies have shown that companies who place value on and invest time in their employees are:

  • • 53% more likely to have highly engaged employees
  • • 29% more likely to have employees innovating and performing great work
  • • 27% more likely to have increased in revenue last year

With numbers like those, who can afford not to place value where value is due?

At Award Staffing, we recognize the value of our staff and our temps. Because we do, you can count on the talent we place in your business. Our mantra is work hard, have fun, and be nice. It makes a difference you can’t get along without. Contact us today.

Ways to Improve Company Culture to Increase Employee Engagement

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A company’s culture directly correlates with its employee engagement, so when one is lacking, the other has hindered success. There are numerous solutions that, when implemented, cultivate a strong culture to ultimately improve overall employee engagement. It can be as simple as defining core values, providing proper training for leaders, and implementing tech-based tools. Below are a few tips to enact these factors into a company’s organizational strategy to maintain a strong and engaged workforce.

Define Your Company’s Culture and Values

Only 12% of executives believe their companies are driving and defining the ‘right culture.’ Employers need to start with their core values or, in other words, the building blocks that determine how a company operates to reach predetermined goals. Core values help construct a workforce that aligns with the overall mission and vision of an organization. Employees who connect with their work and find purpose in their daily tasks have a better chance of remaining focused and motivated toward company goals. This engagement ultimately results in higher productivity and retention. 71% of employees interviewed for a recent study stated that communicating clear expectations was the key to improving engagement. Employers need to document core values in writing, whether in a handbook or digitally, to ensure they’re digestible and easily accessible to employees at all levels as the company grows and evolves.

Implement Tech-based Solutions

Employee engagement needs constant attention, making the implementation of tool-based solutions useful when maintaining information regarding engagement-related practices. A performance management solution within a human capital management software is a lucrative tool that allows employees to track their goals and progress on an ongoing basis. Tech-based tools, like instant messaging applications or social channels for company announcements, should also be adopted within an organizational strategy to allow open communication throughout all levels of a company. Strong, efficient communication allows employees to interact with one another regularly and creates the opportunity to recognize achievements. Peer-to-peer recognition often leads to higher engagement, motivating employees to strive for continued success in their role. Implementing tools to support this creates an open, appreciative, and connected workforce, all factors that construct a strong company culture.

Offer Leadership Training

Harnessing a culture that enforces positive employee engagement lies partly within a company’s leadership structure. Leaders who encourage and model engagement set an example and demonstrate a clear understanding of company values. A recent study found that 86% of employees within organizations that promote a strong culture feel their senior leadership listens to employees, compared with 70% of employees at organizations lacking strong culture. Leaders need to keep their employees involved, with their feedback providing viable glimpses into daily operations. Conduct employee surveys to get their unfiltered feedback and translate it into action, focusing on the largest pitfalls as well as successes relating to leadership in the organization.

Employers should seek new-leader feedback on the training process, with employee engagement applying to leaders as well. If they feel overwhelmed, ill-equipped, or unmotivated in their new role, it could cause poor performance for an entire team or department. Proper training is lucrative to leaders being able to properly support culture and gear the company towards success.

Ensure long-term success

Set quarterly goals to maintain, improve, and benchmark progress in relation to culture. Benchmarking makes it easy to see pain points more efficiently and helps employers determine what needs improvement as the company evolves and changes. What new values need to be devised to match changing demands internally and externally? What is working within the company’s culture strategy that sustains positive employee engagement? What is hindering it from being sustainable? With these questions routinely answered, actions can be taken to ensure continuous improvement.

Make routine feedback a quarterly goal as well to ensure right-from-the-source information regarding engagement amongst employees. Culture needs to evolve to align with changing employee demands and goals. Ensure feedback initiatives cover all levels of the organization to get a full scope of how the company can grow forward in order to remain relevant, keep employees engaged, and stay connected with their workforce.

If your business is in need of help of improving your company culture with quality talent? Reach out to Award Staffing’s account management team today!