Would you want to work in an organization with a cold atmosphere, where pressure and stress are rife, employees are terrified of making mistakes, you do not have the flexibility you need to balance your work and home life, and you feel like just another headcount rather than a person? Probably not, and you are not alone.
Enter the Great Resignation where millions of employees have been leaving organizations in search of more development opportunities, improved work-life balance and more empathy. Providing the basic conditions only, such as salary, financial incentives and time off, is no longer enough. Instead, business leaders and HR departments should create meaningful jobs with developmental opportunities and focus on employee needs. Here are the top 10 tips for establishing a culture of caring.
1. Develop an empathetic and inclusive company culture
Be an empathetic leader and foster inclusion. Nurture a company culture that reflects these values and welcomes people with different demographic characteristics from diverse backgrounds. Allow your team to participate in decision-making and think about what’s best for your employees when introducing new initiatives and policies. Consider the greater good and align it with your business goals and mission.
Treat everyone equally and ensure all workers find learning and development opportunities accessible. Develop a generous career growth program and nurture an environment where people can reach their objectives and feel a sense of belonging.
2. Understand what motivates your employees
The best way to create a workplace that makes your employees happy, accomplished and welcome is to listen to their needs and understand what drives them. Join them during lunch breaks, engage in conversations and show interest in their thoughts and worries.
Show that you see them as humans with dreams and necessities, not only employees. By identifying what they need to reach their goals and feel good in the workplace, you’ll know how to shape your company culture and what points to cover first.
3. Be compassionate
Everyone makes mistakes. Your team and employees are no exception. But instead of using disciplinary methods, show your understanding and discover where and why things went wrong. Avoid blaming others and focus on solving the problems.
Think about how to help employees be better, feel more comfortable in their job roles and generate more efficient results. Let them know errors are a part of the learning process, but they shouldn’t live in fear of losing their jobs over minor issues.
4. Be transparent about company policies and regulations
Disclose significant information employees should know about new processes and changes. Foster transparency and keep people updated about company news and plans. Everyone should be in touch with what’s going on and understand how new developments affect their job role.
5. Provide meaningful work
Create job openings that have a purpose and make a difference. Ensure employees can fulfill their professional goals and provide upskilling opportunities. Offer mentorship and consider your workers’ talents and affinities when updating the learning and development program.
6. Allow workers to be vulnerable and offer support
Employees often feel pressure to be stoic and avoid asking for help due to the fear of appearing overly vulnerable. Encourage workers to express their concerns and reach out to you or HR departments when needing support.
7. Offer well-being and mental health programs
Seventy percent of employees who enroll in wellness programs report higher job satisfaction. Thus, well-being opportunities are crucial for a well-rounded culture of caring. It’s essential to care about employees’ physical and mental health and provide a safe workplace.
8. Foster regular communication
Invest in platforms that allow online collaboration and nurture regular communication with all teams. Keep everyone in the loop and ensure everyone can participate in critical decision-making. Organize meetings and team gatherings to cultivate tight-knit connections and help people feel at ease in the workplace.
9. When hiring, focus on candidates’ potential, not only credentials
HR managers typically prioritize experience, skills and accomplishments when looking for the most qualified individual. Although these traits are significant indicators of whether someone fits the job description, they aren’t the only ones. Instead, recruiters should focus on candidate potential and consider their soft skills, motivation and drive.
10. Ensure a moderate workload and work hours for every employee
There’s no place for burnout in a culture of caring. Ensure every employee has a reasonable workload and can handle their assignments without stress and panic.
This article is the second of a 3-part series on building a culture of caring. The first article explored why cultivating a culture of caring is a business imperative. Next up: Is there a place for a culture of caring in the Metaverse?