Enough has already been written about the importance of corporate culture. Big companies like Google or Facebook can shape an environment in which demanding daily work looks like a game. According to a recent study by the Wharton School of Business, however, employee satisfaction is not only about ping-pong tables and hairdressing services. In addition, employers who establish a caring corporate culture record a much higher level of satisfaction and involvement in teamwork. Moreover, their enthusiasm is manifested even more to clients.
Caring culture, however, requires adding a little personal emotion to an otherwise professional life. What can the owners and managers of companies do to achieve this? The Fast Company offers some tips.
Start from the top
Caring about emotions and building a positive corporate culture within the company is often the responsibility of individual managers but not the employer. Managers, however, accept instructions from their superiors and thus the circle closes. For any positive changes, therefore, you have to win over primarily those at the top.
Be available
Tom Gimbel, director of Chicago recruitment company LaSalle Network, argues that managers should be available 24/7. He adds that if, for example, an employee is working to complete a challenging project over the weekend, the manager should appreciate such a responsible approach to the task by reserving time for assistance if required. If you have expectations of your staff, your employees have them too.
Set clear expectations
Looking after employees and labour relations are two sides of the same coin. Expectations must be clearly given in the same way as honesty if a problem occurs. Managers appreciate employees who are fully dedicated to their work: this can sometimes be hard but Gimbel says that those who are able to offer such commitment are usually the happiest people in the company.
Pay attention to important life events
According to Gimbel, successful development of a caring culture is easiest at important milestones in employees' lives and will strengthen their loyalty more on a personal level. He suggests that in terms of personal events - the birth of a child, divorce, marriage - the company’s perception of an individual situation is important: it may, for example, offer an employee a day off in the case of challenging divorce proceedings, send flowers in the event of a death in the family, or make other small friendly gestures, which will strengthen the relationship and demonstrate concern.
Finally, it is also important to mention leisure activities for it is not easy to gain trust on a more personal level during an 8.5-hour working day. It does not matter what form you choose, whether picnics, sporting events between teams or other activities; it is, however, important that the chosen programme matches the interests of your staff and attendance is not compulsory. How about creating a running group, parents' club or cookery club?
How do you support the corporate culture and care of employees in your company?
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