Creating a Positive Workplace Culture: A Manager's Guide

Positive organizational culture – Overview

In a positive organisational culture, the employees are surrounded by an environment of accountability, trust, collaboration and accomplishment. It is the work of a manager to help the employees with the overall decision-making process and assist them in attaining the goals necessary. No company have ever made it the easy way when they are not transparent with the employees, and both are always complaining about the other.

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Steps toward generating a positive organizational culture

As a manager, you will always be expected to act as a mediator and maintain peace among all. You cannot just fool around, allowing your employees to fight and bully each other. There is a pace that you should follow, and here the steps below are going to help you with the same:

Pay attention to the prevailing culture:

Before you get all decked up and start fighting for peace, you must recognise the present culture prevailing in the organisation and then act accordingly. Think from the shoes of a manager and avoid indulging in small affairs.

Your take shall be to visualise and act towards the bigger goal. Also, in the process, you are the one who is going to encourage the employees and make them work in sync. Make pace for open discussions with your employees and seek their feedback about the company culture.

Create a sense of trust:

Your employees must be able to put their faith and trust in you as a leader. Make an image of yourself they can trust and get back to under alarming situations and too many approaching deadlines.

Keep lines of communication open and focus on quality and values more than anything else. Feed your employees with the truth bomb from time to time and make them take charge of important actions. Also, when you are at fault, dare to acknowledge the same without playing the unnecessary blame game.

Set an example by defining the actual workplace culture:

Before shifting the pre-existing workplace to a refined version, ensure your employees have the right standards. Your organisation is unique from the rest, so you cannot just inflict someone else’s idea into the same.

One needs to be patient and considerate when making important decisions that comprise many people at once. Observe, understand and think before taking the final call or making your employees reason for everything that went wrong.

Convey workplace-appropriate goals and expectations:

You cannot change your employees’ personal lives or force them to act a certain way. Workplace-appropriate goals are the most necessary. It defines the rise and fall of a company.

When your employees are happy with the way they are getting treated and, most importantly, their voice is getting heard, they start acting differently. However, it takes time for the entire process to be in place gradually, which will begin with you.

Measure the goals achieved and give feedback at regular intervals:

Some companies do not share their goals and missions with their employees, which creates a gap between them. The company needs to keep their employees thoroughly informed about the various ventures the former is planning or already has planned to invest in.

As a manager, your goal is to make your employees realise the perks of the bigger picture and what type of job role you are assigning them to take care of. Also, make them realise how the work experience of individual employees will finally add together to create the future they had always wanted. This level of transparency makes it easy for all to create an atmosphere of positive culture in the company.

Recognize and reward promising talent:

The workplace culture depends on the employees’ overall motivation, and motivation comes from the rewards and recognition they get. When an employee gets accredited for their performance, it creates a feeling of pride and a sense of belonging within themselves. They know their place in the organisation and will contribute towards a better future.

As a manager, you should have a bias-free reach towards all and encourage them in the best possible way. Make them feel they are wanted, and the ideas they have in mind are considered with the ultimate motivation.

Invest your time in employees:

The most valuable thing that you can give someone is your time. And as a manager, it is your duty to work and invest in each employee. Help them with suggestions for new skills and assist them in learning the relevant facts as applicable.

Also, set examples in front of them. Share your own life story and the outcomes as well. The more you will open up to them, the better they will feel. There have been instances of employees getting thoroughly motivated by the speech of their manager and offering some positive contribution to the organisation they are working in.

Focus on creating harmony between employees:

An organisation will have employees from multiple strata, castes, races and ethnicities. So it is your duty as a manager to make everyone feel safe. No one shall bully the other or make fun of someone else’s lifestyle.

Caste-based discrimination shall not be entertained between colleagues, and it is your lookout to solve issues if any. Also, make sure not to get involved in anything like this as a manager.

Final Thoughts

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