In the modern workplace, leadership shouldn’t be transactional. Effective management is no longer just as simple as giving orders and expecting results.
Instead, a new style of leadership has risen to the fore, promising productive organizational cultures and enhanced employee engagement.
Its name is positive leadership.
As leaders themselves, business managers and HR professionals play a pivotal role in fostering positivity, and here are five crucial things they need to know.
Communication QWL work culture employee engagement Leadership
One of the common challenges managers face is dealing with difficult workplace conversations.
Whether it involves addressing office politics, intervening in employee disputes, investigating reports of inappropriate office behavior, turning down requests, providing poor performance reviews or simply managing staff’s expectations – there’s no easy way to discuss difficult issues and resolve concerns.
Nevertheless, initiating these hard conversations is the first step to making employees feel heard, valued and supported.
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Today, modern employees are much more aware of the diversity and inclusivity of their workplace. In fact, it’s never been easier to recognize an organization that champions these values against one that does not.
Why does this matter?
According to a McKinsey study, respondents who feel very included in their organization are nearly three times more likely to feel excited by and committed to their organization.
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The success of an organisation does not solely depend on the decisions and actions of management – it also relies on the internal culture fostered by the collective efforts, attitudes and values of everyone within the business, too.
A positive company culture is necessary to ensure workers have a supportive environment that will keep them engaged, productive and aligned with the company’s values.
But in perpetuating a strong company culture, how can you keep your employees involved and engaged?
Employee feedback might be one of the solutions you’re looking for.
Here’s why.
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Every business wants to keep informed to make smarter decisions.
For instance, you conduct customer surveys to learn more about their preferences, challenges, pain points and feelings. These surveys play a vital role in helping to understand customers so you can communicate effectively with your target audiences and build meaningful relationships with them.
But what about your internal customers? Your colleagues, team members and staff?
Employee surveys allow you to gather their feedback, opinions and areas of concern too. Through these surveys, you can better understand the needs of your people and learn what motivates them at work. These insights can help you improve employee retention rates.
Here's how.
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You always hear about the importance of employee engagement in driving your business’ success.
Why? Because strong employee engagement boosts staff productivity and helps improve overall performance, in the same way that it fosters loyalty and reduces employee turnover.
But who should take responsibility for employee engagement?
Is the leadership team accountable?
Perhaps it’s the Human Resources (HR) manager?
Or maybe, employee engagement lies solely in the hands of individuals?
When it comes to employee engagement, it’s actually a team effort – everyone has a part to play to achieve great results.
To understand this better, let’s discuss the different responsibilities each member of your company has in driving employee engagement forward.
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Have you heard about the EU Whistleblower Protection Directive?
By December 17, 2021, you can expect this to be transposed as a national law across all EU member states, affecting organisations with 250 employees or more.
The Whistleblower Protection directive aims to protect the safety of corporate whistleblowers as they expose misconduct events. For companies like yours, this is a great opportunity to nurture a “speak up” culture that will help you proactively address breaches and other ethical violations before they become a state-wide PR issue.
This directive brings with it certain management responsibilities too. As you strive to ensure a healthy culture and work environment, privacy concerns must also be taken into account.
To help, here is a complete guide to the EU Directive on Whistleblower Protection and how your business can adapt effectively to comply with it.
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Australian statistics report that 92% of their serious mental health concerns in the workplace are mainly caused by work-related stress. Other countries are not far off, unfortunately.
Problems like mental exhaustion, physical weariness and emotional burnout put employees at risk of what’s called ‘work disability’.
Work disability risk occurs when employees become unable to work due to ongoing illnesses, consistent anxiety or enduring injuries. This can be due to extreme job dissatisfaction and stress, resulting in employees losing the motivation to go to work and perform their roles. As a result, your company suffers from longer-term negative consequences including lost productivity, poor customer service and lower revenue generation.
Every business and employee wants to avoid this outcome. So it’s important to understand work disability risk and how you can mitigate its impact.
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Why do you think Google invests in providing office spaces that cater to various relaxation, creativity and socialisation activities for employees?
Have you ever wondered why Nike prioritises inclusion and diversity across their business, or why NVIDIA provides generous medical plan benefits for their staff?
The answer is simple.
Companies know that employees are integral for excellent service delivery and overall success. The workforce drives performance, and that’s why businesses often go over and beyond to keep people on board and motivated.
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The signs of burnout can creep up very quickly in employees when their physical, mental and emotional strengths are reaching close to exhaustion.
However, the effects of employee burnout are not just limited to their personal welfare alone. It can lead to significant complications like lower productivity levels, higher absenteeism rate, reduced employee engagement and increased employee turnover.
As part of the Human Resources or leadership team, you’ll know that staff burnout often results in additional costs – financial, reputational and cultural – for your business, too.
Recognising the early signs and risk factors of employee burnout can help you prevent these serious issues from occurring. After all – prevention is better than cure.
Fortunately, there are innovative tools like VibeCatch’s employee engagement QWL (Quality Work Life) Polls that can provide your organisation with relevant insights in addressing employee burnout before they happen.
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