Micro business lessons from the SME Culture Leaders: Start as you mean to go on
Beyond gimmicky work perks: The Culture Leaders list featured UK SMEs that embrace culture as a core part of their identity
The workforce is changing, expectations are on the rise and the standard 9-to-5 office hours simply don’t cut it any more. The nature of business has evolved, and people are now at the heart; the mantra that that employees come first and if you look after your employees they will, in turn, look after your clients, has never been more true.
But how can the ultimate office culture be achieved, and do you really know what makes your staff tick?
Following the publication of Real Business and Breathe HR’s SME Culture Leaders list, Gemma Spinks, director of Neo PR one of the 25 companies recognised gives her top tips for creating a culture that not only attracts new employees but makes existing staff want to stay.
Treat your employees like people
It might sound obvious but treating your staff as people rather than employees will go a long way. Think about what you value as a person and make sure you are extending the same values to them.
Promoting a positive work-life balance and recognising that your employees have a life outside of work is important, and will often make your staff feel more motivated, engaged and loyal to the company if their personal commitments are recognised.
Ask for regular input
No matter how well you think you might know your team or your entire staff base, it never hurts to ask for regular input and feedback. Getting opinions from your staff about the state of the business, what they would improve about their roles or the dynamics of the team will really help inform future decisions and ensure your staff feel included.
Making sure your staff understand why certain decisions are being made and keeping them involved as much as possible is essential. If one of your employees has made a suggestion that you can’t implement, make sure you explain why so the employee isnt left feeling undervalued.
Embrace an open culture
There is still a huge taboo attached to talking about mental health problems which is one of the main reasons many employees don’t come forward if they are struggling.
Encouraging an open culture and creating relationships within the team means someone is much more likely to speak up. This expectation can be set from the moment someone starts at the company and can be continued through the implementation of quarterly reviews and holding team socials which help to create a more positive, friendly and supportive culture.
Staff rarely feel sorry for their line managers, so employees will be shocked to learn that the forgotten generation when it comes to taking active steps to protect their mental health are those in mid-ranking or senior managerial positions. more»
Over the last two years, business leaders have noticed a rise of employees who come forward with mental health issues. A new survey by the Institute of Directors (IoD) reveals that four in ten directors have been approached by staff regarding their mental wellbeing. more»
As smart phones make it easier than ever to access work emails, shared drives and cloud documents outside of the nine-to-five, perhaps it's time we considered how this ultra-connected world has affected our physical and mental wellbeing. more»
Beyond gimmicky work perks: The Culture Leaders list featured UK SMEs that embrace culture as a core part of their identity
