The basic element to thrive and grow in this environment is your people. Be sure you have a positive work culture that's both inspiring and motivating. Do this and you will have an engaged workforce committed to be with you through these lean times.
In competitive markets, leaders are under increased pressure to maintain a positive work culture. A positive work culture cultivates greater employee satisfaction; greater employee satisfaction contributes to higher performance; higher performance impacts improved client outcomes; improved client outcomes contribute to service excellence.
Positive work cultures are built over time and need constant attention. Such cultures are more dependent on leadership vision and values then elaborate incentive or reward programs dependent on financial investments. Don’t get me wrong, incentive programs which require devoted funding are valuable but not critical.
The job of keeping your organization on the right track is certainly challenged during tough economic times. Nonetheless, during periods of uncertainly it is even more critical that your employees experience the work environment to be inspiring and motivating. Inspired, motivated, engaged and aligned employees are more effective and productive.
Below are 8 best practice strategies that will maintain a positive work culture and sustain your workforce. Many of these strategies are not new yet have been time tested to produce results. Several are currently in place at your organizations. Some may spark new ideas; a few may stimulate fresh thinking and different approaches. Once implemented some may capture the interest of funders investing in agencies with a strong infrastructure and a proven track record.
Here are the 8 best practice strategies to maintain a positive work culture:
Honestly communicate about the financial challenges the organization is facing, your plan to weather the storm and the support of your board.
Make sure every employee is aware of the organization's mission and goals and understand the link between their work and the accomplishment of those goals.
Be positive- maintain your future perspective-plan to emerge stronger and better positioned for the future.
Maximize efficiencies through collaborative actions.
Remove policy, procedural barriers to high performance. Replace with more efficient and employee sensitive policies and procedures.
Ensure managers understand their supervisory role and have the necessary skills to effectively manage his or her employees.
Implement a performance management program that sets expectations, establishes accountabilities, uses goals to keep staff focused on the “right” things and supports employee development.
Provide regular, ongoing feedback rewarding and recognizing results. Develop a culture of recognition and praise. Everyone is motivated by praise!