The best workplaces embody the culture of the organisation that calls it home, support how work is done and provide the right blend of creative, collaborative, private and group settings.
But is your workplace congruent? Is the relationship with your employees a positive and fruitful one? Does the workplace environment support how work is done and the people using it?
We spend approximately 1/3 of our lives at work so the need for this to be a positive experience is particularly important. The relationships we have with colleagues, the sense of worth we get from a job well done and the inherent need to belong are all tied up in our experiences of work and the environments we occupy.
An important component for a congruent workplace is shared values and purpose. Positive, productive and high performing organisations are those that have shared values and an open, friendly and collaborative culture. Make sure employees know and understood the company’s purpose and objectives. This provides the foundation for a strong culture, ensuring that all employees understand the broader business context and the role they have to play within it. It also helps to engender a culture of support between employees too.
Secondly, there must be appropriate facilities and resources on hand. You can’t expect employees to achieve their best if they don’t have the right tools. This should be viewed in a literal and figurative sense for it could just as easily be about internal software, IT support, furniture and appropriate meeting rooms as support from line-managers, access to training and an open-problem-solving culture.
Although obvious, it’s worth reiterating that employees that share the same values as their employer are also more likely to perform to a high standard, enjoy greater job satisfaction and stay in the role for longer. A truly congruent workplace requires a number of factors including work, people, organisational structures, culture, technology and physical environment to align and be mutually supportive. The more congruent these elements are, the better the performance of the business. The better the performance, the greater likelihood of the business delivering it strategy and achieving its goals.
Much has changed concerning the relationship between managers and their employees over the last decade. Employees are increasingly mobile and autonomous and are more likely to ask a potential employer what the company can do for them, rather than what they can do for the company. At a time when there is a much-reported shortage of the ‘best talent’, it’s vital to protect your best assets and ensure a happy, motivated and supported workforce. The importance of harmony in all aspects of your operations should not be overlooked.
To find out more about the war for talent and how to attract and retain the best talent, download our War for talent whitepaper, which is full of guidance and advice: