Creating a Positive Workforce Culture Post-COVID. Companies that Flow Together Grow Together.

There’s certainly no one-size-fits all approach to creating a great workplace culture, but there’s no doubt that a company with a positive one is more inclined to grow and achieve continued success.

According to McKinsey & Company, companies with a strong, clearly defined identity and sense of belonging see anywhere between 60% and 200% higher returns to shareholders. The bottom line being, everyone knows and understands the company’s primary goals.

Building high-performing teams often depends on the team atmosphere you cultivate, the physical environment you create, and the relationships you build. A positive work environment begins with a collaborative foundation. If you want to retain your best people, you need to include them in decision-making processes, leading to a workplace they find inclusive, and work they find fulfilling.

Workplace culture is typically led by organisational vision and mission statements, including the policies that support them. In one survey 68% of employees noted the inclusion of mission and values in the onboarding process as a key factor in driving workplace culture.

A Culture of Communication: An Inside Job.

According to a 2017 report by Gallup, companies with engaged workers generally earn 2.5-times more revenue. Clear and timely communication helps companies build a fulfilling workplace culture for their employees.

Alarmingly, in one Gallup research poll, only 13% of employees strongly agree that their organisation’s leadership communicates effectively. If you’re unsure where your organisation stands, you could be missing out on an opportunity to build a more supportive and productive culture for your employees.

Internal communication has implications on an employee’s ability to work, their feelings about their business, and working relationships. In short, your organisation’s communication standards play a significant role in influencing your workplace culture.

Beyond the Small Talk: 4 Ways to Create a Strong Workplace Culture Through Communication.

Creating a culture where you adapt communications to your team and operations better serves employees. When you can keep in touch with employees on their terms, you can identify and meet their needs more effectively.

  1. Communicate on Your Employees’ Terms:

Check in with employees in ways that fit their needs and habits. If some of your team members miss out on your messaging, look for channels that meet them where they are. By offering touchpoints in different formats, you’ll ensure employees get updates in ways they understand. In this way, workplace culture and communication become well aligned.

  1. Prioritise Communication During Major Changes:

Internal communication is vital when transforming company culture. The most successful companies across industries rely on effective communication to meet the challenges of change or crises, maintaining a culture of trust.

  1. Get Regular Feedback From Your Team:

When you give your employees the chance to offer feedback, you’ll get insights needed to build the positive type of culture your employees want. A healthy culture comes from healthy and honest feedback between employees at all layers of an organisation.

  1. Let Technology do Most of the Work:

If your organisation has challenges finding time for regular communications with employees, software communication tools make it easier to stay in touch. Features such as templates and analytics speed up the process, improving the connection between communication quality and your workplace culture.

Beyond the Pandemic; A New Normal for Workplace Culture.

As we adjust to operating during a pandemic and prepare for the recovery phase, business leaders will need to consider which culture changes they want to keep in place and which ones they want to prevent.

As the recovery starts, leaders can also evaluate how their culture responded, including what worked and what didn’t. People naturally tend to behave differently in a crisis, with both positive and negative consequences.

A review of how your organisation responded is key to preventing the relapse into old, and sometimes ineffective processes, and to preserve new-found trust, empowerment, and innovations. Identifying the best elements of response-driven culture change can reinforce these shifts in behavior and sustain their benefits over the long-term.

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