The Importance of a Positive Workplace Environment

The foundation of a thriving workplace lies in a culture of engagement that unites the workforce and the management. A few suggestions exist for creating a positive working culture to retain existing employees and attract new talents. In reality, any employee has unique perspectives and expectations regarding meaningful work definition and rewards (intrinsic and extrinsic) in finding a job. Generally speaking, most employees will favour working with an organisation that practice people-centric culture. Conversely, employer branding represents an organisation's potential external employees and how the organisation will appear to exist employees (Mohamed et al., 2016). Therefore, it is not only about success but also describes the type of organisation an employer wants. However, good employer branding and being an "Employer of Choice" is not easy. Employer branding, by definition, is "the package of functional, economic, and psychological benefits provided by employment and identified with the employing company" (Ambler & Barrow, 1996). Based on their research, Ambler and Barrow (1996) conclude that their respondents identified the HR function as the most qualified department for managing the Employer Brand, provided that it was linked closely to the Chief Executive Officer (CEO).?

The recent few years since the Covid-19 pandemic hit in early 2020 changed how people live and work and affected industries and organisations worldwide. COVID-19 is one of the most significant outbreaks ever seen worldwide, which profoundly affects individuals' work and social life (Arda & Kanten, 2021; Schieman et al., 2021). Many organisations have begun to deliver a new way of working to adapt to these shifts. Living in the technology and digital era, many employees prefer to work nontraditional hours. Therefore, a good employer might offer a flexible or hybrid working arrangement that allows employees to decide when they want to work. In addition, a good employer thinks of innovative and visionary ideas that can move the company forward to expand its growth. For example, they might arrange meetings with employees to present future projects for the company or plans to gain more clients. Managers attempt to eliminate disputes because the organisation rewards them for keeping conflict out of their area of responsibility. It suggests that employers understand that creating a comfortable work environment and making jobs more exciting and meaningful will increase employees' intrinsic motivation, which will help employees engage more at work.????

Intrinsic motivation correlates to the creativity of performance, longer-lasting learning, and perseverance (Henessy et al., 2015). Examples of extrinsic motivators include pay increases, promotions, or fringe benefits. The extrinsically motivated employee tends to lack control over on-the-job behaviour. Reward systems must coincide with intrinsic factors if employees are to be inspired. Satisfying extrinsic factors is a generic method for motivating workers. The various insights on motivation indicators are valuable management information for the board of directors and HR, the line manager and employees. Whilst this insight provides an excellent foundation for improvement, the ideas are only valuable if the company take the initiative to implement them accordingly.

?Another HR practice that any employer should consider is to encourage and facilitate an action-oriented reaction to employee survey answers. It is the best way to maximise the survey impact and keep employees motivated for future surveys. Feedback, career development, recognition, and performance expectations are essential to the employee engagement puzzle. These four (4) questions will help the HR personnel drill down on employee needs to effectively uncover potential management gaps and focus on engagement efforts.

• Does your manager typically provide you with constructive performance feedback?
• Do you comprehend the criteria used to evaluate your performance?
• Do you believe your manager has your best interests in mind?
• Does your management have an interest in your advancement?

Constructive feedback encourages employees to succeed and demonstrates that the employer cares about them. Great employers promote empowerment, trust, and transparency, which contribute significantly to a sense of engagement. Ideally, employers create a healthy work environment that is motivational, inspirational and driven. Employers empower employees by sharing strategic outlines, such as the company's goals, mission, vision and feedback. Indirectly, it motivates employees to remain efficient, productive and committed. When employees feel valued by their superiors, they will feel empowered and determined to execute their jobs well.

Think about Change Management. Two researchers, Anju Jain and Pranjal Jain (2015), indicate the correlation between Human Resource Management practices with Change Management principles. Their research is to prepare a set of best practices that can combine both concepts' benefits and thus gain synergy. Making an entire culture shift and implementing new intrinsic reward programs benefits any organisation. Look to large organisations that have made similar cultural shifts in understanding the company's best change management practices. Create engagement purposefully. A perfect solution is to ensure that intrinsic motivators are a part of the company's culture, identity, and values. Consider what motivators are essential to the employees and how to purposefully make them an exciting part of the corporate culture. Additionally, building, maintaining and nurturing a tremendous people-centric culture requires a leader dedicated enough to devote time, energy and attention to an endless effort. As a result, people are more successful, efficient, and content in their work when they are working in a pleasant work environment where they believe that the culture more accurately reflects their ideas and values.

Features journal articles and research covering #humanresourcemanagement #employerbranding #employeeengagement #wellbeing #diversityequityandinclusion #positiveworkculture

Disclaimer: The journal articles and research links will be provided upon request.