Human capital is arguably the most valuable asset of any company, and when a team is working at their best this talent is priceless and will provide a major competitive advantage over the competition.
Whilst the traditional view is that success is bred from long hours and hard work, the overwhelming conclusion from a number of recent research studies is that it is a culture of positivity which sets the foundations for success. Many companies have recognised this and are implementing strategies to increase positivity in the workplace.
Our natural outlook in life is set by our genes by up to 50% – meaning there is plenty of scope for encouraging positive thinking through our daily interactions. Lead from the front by celebrating small wins and sharing success stories, encourage a focus on solutions rather than problems, and when mistakes are made view these as a temporary setback and an opportunity to learn and develop. Express your gratitude and offer recognition when it is deserved.
We all know of someone who has left a good job because of a negative relationship with a co-worker or boss, or stays in a bad job because their loyalty to the team is so strong. We seek positive relationships in all walks of life and considering the number of waking hours spent at work, this becomes ever more important.
Recognise good work and celebrate accomplishments, listen to ideas and opinions and encourage participation in decision making, encourage the sharing of information and recognise those who help their colleagues. Act with integrity, respect, dependability and generosity and don’t underestimate the value of having fun together.
If you can identify the strengths across your team, then you are in a good position to develop and maximise the use of those skill sets. Assign or modify roles to enable specialism in particular areas and focus feedback on strengths and personal development. Rapid learning or repeated success should be recognised and rewarded.
Moving away from the old school methods of micro management, empowerment encourages ownership and trust, which in turn translates into greater responsibility and effort. Clearly define goals and expectations but allow the individual or team to decide how they reach those goals. Set them up for success by providing the necessary time and resources, and identify and remove any foreseeable obstacles.
Above all of the usual motivators at work (money, promotion, self-development) when asked, most employees will say that they want a job that enables them to make a difference. This may be achievable in the day to day job but also consider participation in social responsibility programs. Consider how you could deploy your expertise, technology, partnerships or financial resources to help build thriving, prosperous communities and improve other people’s lives.
There are many areas that encompass well-being in the workplace including; setting a culture that enables a true work-life balance, offering wellness programmes that encourage good health, providing benefits that support quality of life (child care, flexible working, health care) and seeking ways to encourage creativity and happiness in the workplace.