Procurement 26 July 2018

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.

  1. 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.

  1. 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.

  1. 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.

  1. Care about your team