With so much of our time spent at work, it is natural that we’d want it to be a positive experience. Many of us will have worked for organisations that have a positive work culture, and enjoyed the benefits that brings.
These are the type of organisations where you feel valued, the work is enjoyable yet challenging enough to keep you interested, learning and development is encouraged, and there’s a positive team spirit where everyone feels they are working together to achieve a common goal.
In stark contrast are the organisations that promote on their websites, and tell you at interview, that they are positive places to work, where staff wellbeing is their top priority, staff retention is high and they operate as one big ‘family.’
But in reality, staff are overworked, staff turnover is high, you’re not valued in your role, and there is no staff development.
Such environments can be unpleasant to work in at best, and damaging to mental health to the point where staff leave, at worse. Those that actively promote wellbeing, particularly those operating in the healthcare sector, appear to be the worst culprits, in my experience.
And that isn’t just in the UK. Corporate America is little better.
The Importance of a Positive Workplace
It’s an obvious statement – a positive workplace is more than a nice-to-have; it’s a critical component of organisational success. Employees in such environments are more engaged, motivated, and productive.
It will come as no surprise that research consistently links positive workplace cultures to reduced employee turnover, enhanced job satisfaction, and better mental health outcomes.
When employees feel supported and valued, they are more likely to contribute their best work. Organisations with positive cultures often outperform their competitors, attracting top talent and fostering innovation.
Where the organisation exists in the public sector, without direct competitors, it is still crucial to the wellbeing of the employees, and the attractiveness of the organisation as a place to work, that a positive workplace culture exists.
This does not require a workplace to have ping-pong tables and free food on site. While that’s a welcome perk, it is largely the attitude and behaviour of staff members that makes the difference between a positive environment and, at the extreme end, a toxic one.
Leadership’s Role in Shaping Workplace Culture
The behaviour, actions, decisions and communication styles of leaders and managers set the tone of the organisation. A positive workplace begins with leaders who model the values they want to see in their teams.
Vision and Values
Effective leaders articulate a clear vision and align their team around shared values. This creates a sense of purpose and direction, enabling employees to feel that their work contributes to a larger mission.
Empathy and Emotional Intelligence
Empathetic leaders understand and address the needs of their employees. By practicing active listening and showing genuine concern, they create trust and psychological safety within the team.
Recognition and Feedback
A culture of recognition can transform a workplace. Leaders who celebrate achievements and provide constructive feedback empower their teams to grow and excel.
Accountability
Positive workplaces thrive on fairness and accountability. Leaders should lead by example, taking responsibility for their actions and holding others to the same standard.
A rare skillset
It seems fair to say that having leadership skills, advanced knowledge in a specific area of business as well as empathy and emotional intelligence, is a skillset that can be hard to find. Employees at the top of an organisation who do, are more likely to hire senior staff members with similar skills.
But we know that not everyone at the top of an organisation operates in this way. Some will have reached their position by treading on people as they climbed the career ladder, or pushing them out of their way. Others will have succeeded thanks to an air of confidence that may not accurately reflect their level of competence.
Many people will have seen leaders hired as a result of the old boys’ network, earning their place because of who they know not what they know. Anyone who has shown little regard for others and for the importance of a positive work environment on their way to the top, and there are many, are less likely to enthuse this positive way of operating into the organisations in which they work.
Building a Positive Organisational Culture
While leadership is vital, building a positive culture requires collective effort. There is plenty we can do in our immediate teams. Here are key strategies to create a thriving workplace environment:
Foster Open Communication
Transparency and open communication are essential. Encourage employees to voice their ideas and concerns without fear of retribution. Regular check-ins, surveys, and feedback loops can help gauge employee sentiment.
Prioritise Well-being
A healthy workplace promotes physical, emotional, and mental well-being. Implement programs that address stress management, work-life balance, and access to mental health resources. Flexible working arrangements and wellness initiatives can significantly enhance morale.
Crucial, however, is giving staff the time to attend these wellbeing initiatives. There’s no point in holding a mindfulness class if staff are simply too busy to attend. I have seen this happen.
Encourage Collaboration and Inclusion
Create opportunities for cross-team collaboration and ensure that every voice is heard. An inclusive culture values diversity and promotes equity, creating a sense of belonging for all employees.
Promote Professional Development
Investing in employee growth shows a commitment to their long-term success. Offer training, mentorship, and opportunities for career advancement to keep employees engaged and motivated.
Celebrate Successes
Recognising team and individual accomplishments reinforces positive behaviour and boosts morale. Celebrations, whether big or small, contribute to a culture of appreciation.
Overcoming Challenges in Creating Positive Workplaces
Creating and maintaining a positive workplace is not without challenges. Leaders often face resistance to change, limited resources, and deeply ingrained negative behaviours. Overcoming these obstacles requires persistence and strategic planning.
Sometimes it can be the leaders that aren’t prepared to change. It is not the case that those at the top of an organisation will always act for the wellbeing of the greater good. The issue may, in fact, lie with them.
Resistance to Change
Change can be unsettling. To ease the transition, communicate the benefits of a positive workplace and involve employees in shaping the culture.
This doesn’t mean paying lip service to the idea with staff surveys and focus group where little attention is actually paid to points raised. It requires a genuine effort to involve staff members, to work with them, listen to them, fully understand the value of doing so, and take them on the journey with you.
Resource Constraints
Building a positive culture doesn’t always require significant financial investment. Small, consistent actions like regular recognition, open communication, and showing gratitude can have a big impact.
Combating Toxic Behaviours
Address toxic behaviours promptly and establish clear policies to prevent them. Encourage employees to uphold shared values and norms.
Final Thoughts
By prioritising empathy, communication, and well-being, leaders can create environments where employees thrive. But this means that recruiting the right leaders and promoting the right people into these roles is essential.
All too often, in my experience, this doesn’t happen. But others may have had a difference experience. It is likely to depend which sector you work in and a range of other factors – the size of the organisation, for example.
Positive workplaces benefit everyone. Taking care of the people who work for you, means they’ll be happier and more productive.
But all too often not doesn’t happen. There are many organisations that need to do better.
