How To Design Employee Centric Working Culture To Motivate Them
The desire to work for any organization is determined by the business’ work culture. How it treats its employees, what restrictions it applies, its incentives, the level of content of its existing employees, and the openness of the business towards the worker’s opinions, suggestions, and ideas, are some of the factors that combine to form the organization’s work culture.
The business has the option to choose from among a variety of work cultures, depending on their vision/ mission statements and their near goals. Among all the different variations of the work culture that an organization can choose from, one of the most popular is employee centric work culture.
It might be pretty evident from the name that this work culture is the one that revolves around the goodwill of the manpower of the organization.
With the Millennials and Gen Z forming the latest population of the workforce of any organization, this variation of modern work culture is being accepted like hot tea!
However, the biggest misconception about the same is that the organizations need high-tech equipment to implement this work culture in their organization. Well, that is not entirely true. Simple changes in the business’ regular practices can bring an employee centric workplace into the company.
What Is Employee Centric Working Culture?
Environs where the ideas, opinions, suggestions, creativity, hindrance-free connections, and innovations are uplifted within the entire organization is termed as an employee centric work culture. When the organizations follow this, the employees feel free to give suggestions and assist in creating a better working space.
Under this culture, the staff is at liberty to work and connect with their teams to build a strong professional bond among them. Centric employees are the proudest stakeholders of their business. The privileged nature of this culture brings more opportunities of growth along with more respect and value towards the organization.
Building An Employee Centric Work Culture
Many small organizations do not have enough budget to afford fancy-schmancy tools that boost employee productivity. In fact, almost all enterprises use the following steps to attain an employee centric work culture that also boosts their motivation.
#1. Acknowledge The Boffo Employees
I always use this one statement when I’m guiding my colleagues in employee management: A little appreciation goes a long way.
Although it sounds like a weak effort, it actually has deep-rooted effects. Even a small pat on the employees’ backs can encourage them to contribute more to the organization.
There are many achievements that the workers may accomplish while working for the organization. As an employer, you must not let go of even the tiniest opportunity to appreciate them and show how grateful you are to them.
There are numerous ways to do it, and one of the easiest ways to do it is for the employer to recognize the employees from among the team and thank them in front of the entire office.
The workers can be shown appreciation by being rewarded with presents. They can provide such achieving workers with coupons to their favorite restaurants, or in exceptional cases, a family trip sponsored by the organization.
The benefit of this step is that without a doubt, the staff feels motivated to work for the organization; in addition to that, the employees with less productivity aspire to be recognized in a similar way, and hence, they start working with newfound dedication and vigor.
By appreciating the boffo employees, the organization hits two targets with one arrow – an increase in the output of both the productive and non-productive employees.
#2. Water The Communication And Alliance Plants
If communication in an organization is pizza, the collaboration is the pepperoni that makes it irresistible. For the workplace environment to be healthy (we are talking about psychiatric health here), employers need to have a proper communication channel set between the departments in the organization. This enhances the alliance between them.
The organization can arrange formal or informal events that allow the staff from all the units to get to know and become more comfortable with each other. Besides this, the businesses can set up an open working space that allows the workers to sit in the same office without any partition to allow better communication.
Having a mixed sitting arrangement or a rotating sitting arrangement works well for this purpose too. However, the free workspace – where the employees can sit anywhere in the office that they want – is becoming popular by the day.
Allowing the departments to contact each other allows them to feel equally important in the organization. With clear communication channels established between various heads, it becomes easy for the staff to have clear understandings about the assignments and projects. Such ease of understanding allows the staff to work in harmony.
#3. Impartiality Is The Best Policy
Scolding one employee for being a few minutes late while ignoring the other one who was equally late is just as biased as it looks. Every person must be held equally responsible for their actions.
Although the intent of the manager might not be to discriminate, the workers take notice of how many times you gave a tough assignment to a particular employee and how many times you took a specific worker to an official dinner. There are certain ways in which managers can ignore practicing favoritism in the workplace.
One of them is as simple as making a list – a list of which employee received what jobs and whom he took out for a meal. This way, they can maintain a balance among all the employees. Another way to maintain unbiasedness is to find a common interest with the worker to make understanding each other better. Transparency is also a key to an impartial workplace.
When everyone is treated equally, the level of trust between the personnel and the employer increases, thereby affecting the employee output positively.
#4. Promote Incentives
Incentives are like a key that frees two birds from a cage. It keeps the workers hungry for appreciation and makes them feel valued.
This method of changing the workplace is so engrossing that sometimes, the employer may get too carried away without realizing it. Like mentioned in the first point, giving coupons to the workers who were outstanding performers is a way to incentivize them and make them feel valued and cared for. The organization needs to keep in mind that such rewards are something that their staff can enjoy.
When the employees are well rewarded and well appreciated, they consider the organization as their own and do not hesitate in giving them a hundred percent.
Why Should An Organization Build Employee Centric Work Culture?
As the name suggests, this is an employee centered culture where the manpower is the center of everything. With all attention on them, it is evident that the employees will be happy. And it is no secret that happy workers generate more output. Once they are happy at their workplace, they invest more time and effort into bringing the company ahead in the competition.
Removes The Mismatch Of Skills And Project
Once the employer gets to know his employees, he can identify their skills and talents and assign them the task that suits them the best. This way, the employees enjoy the tasks they get and do not feel pressured about the projects.
Makes The Organization An Employee Magnet
When the existing employees tell their positive work experience to the public in general, the organization becomes a hot target for all the prospective candidates. Besides, your existing employees stay a hundred percent loyal to the company that treats them so well. When the company is so praised by their existing employees, then despite less pay, the organization will never run out of prospects to choose from.
Wrapping It Up
The focus of the industries has shifted from the profits to products, to consumers, and now finally to the employees. The business owners have started realizing that they may have all the technology, investments, infrastructure, and raw materials in their hands.
Yet, without a single worker, all of these are of no use. For this reason alone, the companies have started investing not only their money but also their attention and focus on their employees.
Suppose an organization does not have an employee centric work culture in their workplace. In that case, they may end up dealing with a higher employee turnover ratio as the workers choose a business with better workplace culture over theirs.
Companies understanding the advantages of perfect company culture – its outcome and effects on the workers’ happiness index – have started to implement such employee centric policies.
Although it may completely contradict with the statement – the boss is always right – the employee centric work culture unleashes the new angles of the circumstances that the management may have never encountered, giving them more options to resolve the HR issues.
Maybe this blog is enough to clear the fog around the misconception of the employer being always right. It is probably time to get used to the new statement – employees have the solution to everything.