Keep people informed about changes within the business
Whether this is structural changes, new starters, or a new client acquired, no-one wants to feel like they’re the last person to know. Keep employees updated on any developments which affect their role or team, but also on other departments and the wider business. People appreciate feeling kept in-the-loop – it helps create an inclusive environment, and more importantly it keeps gossiping to a minimum if people are told upfront.
Empower employees to make decisions
Provided your employees are clear on their personal goals and your business goals, you should give them the freedom to manage their own time and workload. Set clear boundaries on what is and isn’t acceptable, and ensure all employees understand your business values and processes within the business. Once you’ve laid the ground rules, giving employees some freedom and ownership over the choices they make shows you trust them and value their contributions. Steering away from micromanaging encourages creativity and keeps people motivated.
Celebrate the good, share the bad
Sharing company successes boosts morale in the workplace; people like to feel that what they’re doing is making a difference, so don’t be shy in shouting about positive business news. But equally, keeping people informed when things aren’t going so well is important too. Of course, you don’t need to be all doom and gloom about it, but be realistic, tell them how it is, and show how you’ll be addressing any issues going forward.
Let people know who to go to if they need help
Encouraging a culture where people feel comfortable voicing concerns about work relies on everyone knowing the correct process to follow, and the appropriate individuals to speak to. Make this known to all current team members and new starters too.
Recruit people who align with your culture and values
Throughout your hiring process, be clear to candidates on your company culture and values. This should be consistently communicated across all recruitment materials, your website, career page and social media. During screening and interviews, include questions to discover a candidate’s own values, and what sort of company they want to work for, then see if this aligns with your own company. Hiring the right people in the first place is key to creating an environment of trust and transparency.
Enable better communication
Harness technology to improve your processes and communication between teams, managers and different departments. Consider using platforms like Skype, Slack or Google Hangouts to reduce the volume of emails and get quick responses. Using project management software like Asana or Freedcamp also ensures everyone has a clear overview of how projects are progressing, and who’s involved in each stage of it.
Start from the top down
Creating an open culture needs to start from the highest levels of management to be adopted successfully by the rest of the business. Make sure you practise what you’re preaching!
Focus on building an engaged, open community
Community is all about people coming together, supporting each other, all bringing their skills and experience to benefit the whole. Recognise the unique talents each individual has and nurture them so they reach their full potential. When everyone works in collaboration they feel their input is valued and contributing to the business’s success.
All too often in the workplace, there is a divide between management and employees, with mistrust from both sides. By using this guide you can create a more open, honest atmosphere where everyone feels respected and appreciated. Doing so will encourage loyal, motivated staff who enjoy their jobs, and feel they belong to a great business – which will be reflected in their performance, and improve your ability to attract the best candidates.