Google, Facebook and Apple are, according to their staff, great places to work. The managers of these businesses have created a fun culture which employees want to be a part of – but how do you create this in your business, however small?
I am going to share 7 steps to creating a great workplace culture and motivated workers…
Step 1
Know and transfer your vision
Before you can create a great working environment you as the owner or manager must be aware of what you are trying to achieve. Know what is important to you. Do you want quality, speed, fun, vibrant, silence, professional or colloquial? You may want more than one or all of these things!
Once you know what atmosphere you want to create you should recruit on that basis. Of course it’s key that the people you are paying to do a job are able to do that job – but as the saying goes, ‘Recruit for attitude and train for skill’. If you have existing employees, think about them as if you were setting up a blind date and hire people that will naturally gel or compliment any existing team. One person can upset morale and damage a working atmosphere.
Step 2
Invest in your staff and they will invest in your business
Treat your staff like a garden, the more you prune, water and feed your garden
the more you can enjoy it. The same applies to your staff. Pay them well, train them well and let them know that they are valued. No employee should leave your business the same way they came in. They should leave with more experience, skill and knowledge, this way they will not want to leave at all. More importantly they will do great work in your business.
Step 3
Set clear boundaries and expectations
This starts before you hire staff. It starts in your advertising campaign and transcends through the interview and should remain clear in employment. Be sincere, telling potential staff what it is you are looking for. Make sure that this is communicated in all of your literature.
Step 4
Concise documentation
There is a legal requirement to provide terms and conditions of employment within 8 weeks of employment but I suggest doing it sooner if possible. Contracts not only help staff to feel secure it also tells them that you are serious employer. It sets the tone for how work will be conducted. If you as the manager or business owner provide documentation in a timely manner you will be setting a precedent for how you expect work to be done. Issue handbooks and job descriptions to all staff so that they are aware of what is required.
Step 5
Pull out the weeds before they takeover
Always nip problems in the bud. This is not the same as ruling with an iron fist – it is keeping the boundaries clear. If someone is not pulling their weight then you should tell them and document it somewhere. Do not be afraid to take staff through the disciplinary procedure. Not all disciplinary meetings result in dismissal some end with first warning and some no warning at all. Failure to do so may result in low staff morale because those employees who work well will sense injustice. However, do not be afraid to remove destructive or unproductive staff from your business.
Step 6
Appraise and encourage
Take time to let staff know what they are doing well. This can be done in a team meeting, by email or one to one. Find out what other skills your workforce have, you may have hidden diamonds which you are not using.
Step 7
Laugh
You may be the boss but don’t be afraid to laugh. Laughter is good for everyone and it shows that you are human.
Jemma Fairclough-Haynes is Director of Orchard Employment Law