What do you do if your mid-career in Employee Relations and want to create a positive work culture?

To make work better for everyone as HR in mid-career employee relations, focus on talking openly, giving credit for good work, helping people learn and grow, making sure work doesn’t take over life, including everyone and treating them well, setting a good example, and fixing problems fast.

As a ER, it is important for you to build a trustworthy relationship with your employees. When your employees trust you, they believe in your decisions. But trust is not something that you can gain overnight; you have to earn it over time with conscious effort. Before you create a positive culture, it is important to determine and acknowledge the current company culture. As a business leader, your perspective on organizational culture might be completely different from your employees’ perspective on the same.

As a mid-career professional in Employee Relations aiming to cultivate a positive work culture, focus on leading by example, effective communication, and promoting work-life balance. Demonstrate the desired values through your actions, fostering trust and respect among colleagues. Establish open communication channels where employees feel comfortable sharing feedback and concerns, fostering a culture of transparency and inclusivity. Encourage work-life balance by offering flexible arrangements and supporting well-being initiatives, prioritizing the holistic needs of employees. By embodying these principles, you can inspire a culture of collaboration, trust, and employee satisfaction within the organization. Thank you

Reward and recognise performance and efforts. Focus on employee well being. Encourage open and transparent communication. Solicit periodic feedback from employees and bring in changes in policies and processes based on the feedback aligning them to the business objectives. Provide opportunities for skill enhancement and link it with your performance and reward mgmt system.

In my view, most of it is due to fear, anxiety and uncertainties around. It is important to have authentic conversations, preferably in-person meetings in a informal environment/place which can yield hidden benefits like removing bias, creating trust, able to build diverse teams - helps to go a longer way. Always, keep in mind irrespective of the situation, person you work with, it is always important to pass on trust and create good-will. This is not easy but it is absolutely important.

As in mid-career and to goal for employee relations and to create a positive work culture in Employee Relations, focus on open communication, recognition, employee development, work-life balance, diversity, inclusion, wellness, and effective conflict resolution.

Clear Objective to foster a positive work environment followed by putting simple practices in place can help. There are in fact many books and articles are already there around it which can help in setting clear objectives and building a framework for fostering positive work environment. Few of the Good Practices are as follows: A) Start your day with a brief 10–15-minute meeting B) Weekly Learning Activities - Online/Offline C) Periodic Skill Enhancement Programs D) Quarterly Connect Programs - Offsite I am sure in today's time if any organization follows any of the above practices it can help organizations to achieve their objective of developing positive culture in the organization.

Establish clear goals for improving the work culture based on the assessment findings. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART).

While SMART objectives are widely recognized framework for goal setting, there are some additional aspects to consider when setting objectives, these include stretching goals, aligning objectives the pupose and values of individuals and organizations, ensuring emontion connection, and incorporating a commitment to continuous learning and adaptation.

Once root causes are identified, the most important thing is to lead change through the organization. Provide members of the team with the tools and skills required to drive the change collectively, instead of initiatives all coming from HR. Have teams define their own idea of culture, and have all team members agree on a defined set of objectives. Having culture objectives clearly defined, and agreed upon by ALL team members, is critical to achieve buy-in. Making them accessible and providing reminders through daily work will help to remain committed, such as posters of "core values", or equivalent, around the workplace.

In today's time of fast paced dynamic tech savvy era, if any organisation wants to sustain the growth streak they have to ensure that people are engaged well and aligned. People's engagement has also become dynamic nowadays it is not only limited to "Rangoli" or days picnics. To engage teams nowadays are the things that work best... 1. Skill development programs 2. Offsite Reviews with activities 3. Career succession via PMS 4. Sabbaticals 5. Sports Community 6. International exhibitions 7. Open house/ Open Forums Above activities can help to foster a positive work environment. Regards

Assessing culture is important but I would look to ways to foster engagement early on. I found that bringing small groups of people together to talk about how they're doing, how they feel about their environment, relationships with their leaders and colleagues and, how they feel about their future is an important starting point and will better prepare them for any time of assessment survey you may wish to use. It becomes a little easy to go to a global approach looking for information before without listening to the people first. Let them start to shape your perceptions and inform you in a safe and supportive dialogue.

Encourage open communication and active participation from employees. Involve them in decision-making processes and seek their feedback on company policies and initiatives. Recognize and reward their contributions.

Engagement with the existing work force helps us to understand their perspectives towards the organization's success stories. They can be the source for drafting more strategies that lead to their training and development policies.

Engagement isn't just a buzzword—it's the heartbeat of a thriving workplace. By nurturing connections to work and colleagues, organizations can unleash their full potential. Recognizing achievements, supporting growth, and fostering a sense of belonging all contribute to a culture where employees are not just present, but passionately committed to their roles and the company's success.

Implement programs and policies that support employees' physical, mental, and emotional well-being. This could include flexible work arrangements, wellness programs, or access to mental health resources.

One of the major lesions that kills organizations is absenteeism. It can leave a significant impact on business stability and productivity. Whether due to illness, personal reasons, or disengagement, frequent absence from work disturps the workflow and places a burden on the remaining staff. This becomes worse in the case where the absent employee is a key team member. Prioritizing well-being can lead to a remarkable reduction in absenteeism as well as presenteeism. Looking after employees' health and well-being can dramatically take business stability and productivity to the next level.

In the fast-paced and challenging modern workplace, it's essential to emphasize the need for adequate rest periods for employees. Implementing flexible working hours and granting sufficient breaks affords employees the opportunity to pause, reflect, and grow from their daily experiences. Such measures are vital for nurturing their emotional and mental health, and they also boost overall productivity. The stress of continuous competition and the sensation of an unending race can be detrimental to health. Thus, promoting a work culture that appreciates a balance between professional and personal life is key to fostering a team that is both healthier and more effective.

Implement self-organized experiences in decision making process and promote open dialogue among people. It’s fundamental to create spaces where people can meet and have the opportunity to be empowered to decide course of action

Culture can be supported, and promoted, hand in hand with well-being initiatives. Culture is incredibly difficult to change when employees are mentally and physically exhausted. It's critical it today's workspaces to offer balance, flexibility, and subsequently, trust. Allowing for flexible work arrangements and hybrid schedules, allows employees better opportunity to complete their personal responsibilities outside of work, and allows them to be more focused while at work as a result. This leads to improvements in fatigue, exhaustion, and frustration, allowing employees to be more engaged at work, and therefore more likely to contribute positively.

Leading by example is a simple concept to understand, but often a difficult one to put into practice. You need to be the change you want to see in the organization. You need to be a role model and an example, coaching and supporting employees and managers alike to demonstrate the behaviors that will lead to a strong workplace culture. It's incredibly easy to get caught up in the moment when things get tough, or when progress seams frustratingly slow. Leading by example means putting that frustration aside, and demonstrating unwavering support to the development of that culture, so others can be inspired by your approach, and follow suit.

I simply find out that when you lead by examples, you become a great influencer in the organization. The point is, your method should be communicated to ones who are also keen on creating a great place to work/becoming a better leader. You should find them and then the culture’s shaped

Demonstrate the values and behaviors you want to see in the workplace. Show respect, transparency, and integrity in your interactions with employees. Your leadership sets the tone for the rest of the organization.

First and foremost, grasping the perspective of management is crucial. Fostering a positive work environment and culture hinges on aligning management with this vision. It's a top-down approach that warrants attention. Additionally, ensuring that our core values reflect this ethos is paramount. Mere declarations aren't sufficient; our actions must align. For instance, merely stating our respect for employees isn't effective; it must be demonstrated. Essentially, we must practice what we preach. Recognizing and rewarding individuals, as well as upskilling those who lag behind, are imperative steps in fostering a positive work culture.

You can never imagine the impact that brings forward by a leader’s behavior. Lead by example is easy and happens in every moment, but creates “good example” at all times is not easy.

I advise approaching positive work culture as an evolving journey. Regularly gather feedback on implemented initiatives to measure their effectiveness. Celebrate achievements and learn from challenges. This iterative approach demonstrates a commitment to continuous improvement, fostering a culture of open communication and shared ownership.

I would be more active towards the improvement of work culture as a motivation factor for our working peers it is a must to work on that, in my life experience a work-life balanced culture enthusiasts for employees retention.

Work culture should be continuously assessed and improved. Regularly seek feedback from employees and monitor the impact of initiatives. Adapt your strategies as needed to maintain a positive work environment.

Integrating sustainability into the work culture can foster a sense of purpose, engagement, and collaboration among employees while also promoting ethical business practices and contributing to a positive impact on the environment and society.

Continuous improvement is the cornerstone of sustaining a positive work culture. By embracing feedback, celebrating achievements, and learning from challenges, organizations demonstrate a commitment to evolution. This mindset fosters resilience and adaptability, ensuring that the pursuit of a thriving workplace is an ongoing journey of growth and development.

Be a master of positivity. Put a big smile on your face. Don’t gossip or complain. Instead be a resource and sounding board for your peers and direct reports. You should strive to inspire and lead. People will want to listen to you and emulate your style and ideas.

As a mid-career professional in Employee Relations, you hold a pivotal role in shaping and fostering a positive work culture within the organization. Your position allows you to immerse yourself in the workforce, gaining insights into the dynamics that drive the organization's culture. By actively engaging with employees at various levels, you can identify key areas for improvement and implement strategies to enhance the overall work culture. Your role empowers you to bridge the gap between management and employees, facilitating open communication, promoting collaboration, and fostering a supportive environment where employees feel valued and motivated to contribute their best.

As a professional, having genuine empathy when required through the process is also key to building trust, and always remember that change happens at the speed of trust!

Cultivating a positive work culture is a collaborative effort that requires buy-in from leadership at all levels. Stay informed about best practices in employee relations and be open to innovative approaches. Maintain open lines of communication with employees and be proactive in addressing any concerns or issues.

Creating a positive work culture in Employee Relations involves fostering open communication, celebrating diversity, supporting work-life balance, providing growth opportunities, and recognizing achievements. Leaders play a crucial role in modeling positive behaviors and prioritizing employee wellness. Collaboration and inclusivity are key, along with adaptability to ensure the culture remains vibrant and responsive to change. By focusing on these aspects, organizations can create a work environment where employees feel valued, motivated, and engaged.