With almost every company touting competitive salaries, benefits, and perks, talented candidates want even more. One of the things job-seekers care most about – sometimes, even more than pay – is a vibrant company culture. Today’s worker spends almost half their day in the office, so it’s important they enjoy it.
So, what’s the key to a great company culture? Trust. In the workplace, this means more than just being honest. When employees trust each other, they can rely on their co-workers for prompt communication and quality effort – all of which contribute to a well-functioning team.
Employees who work in a high-trust environment experience 74% less stress, which means they’re more likely to be engaged in their work and stick around. Making improvements to work culture will not only benefit employees but also enhance your company’s overall potential. Below are six ways to build a foundation of trust that can cultivate a dynamic office culture.
Lead by example
While HR is its own separate entity in the office, encouraging open communication on your end can spark a healthy trend throughout the entire workplace.
An open-door policy is nice, but it doesn’t mean much if your actions don’t reflect it. By making the effort to reach out first, you remind employees they have a shoulder to lean on in the office. You could send out emails reminding them that you’re available or walk by their desks for a casual chit-chat. After a while, you could start checking in with workers for weekly status updates. You might be surprised by how much people have to say when you approach them first.
As they observe you, employees may pick up your habits and start taking the initiative to communicate with their desk neighbors, leading to camaraderie among the staff.
Welcome all concerns
HR’s no stranger to the occasional odd and sometimes trivial complaint. It can be tempting to dismiss these claims, but that’ll only put distance between you and the employee. If an employee takes the time out of their workday to bring an issue to you, it’s significant to them.
Never turn away a worker. Doing so will imply that the employee can’t depend on anyone in the office – if HR won’t listen, who will? Opening your ears to any and all matters helps create a better culture throughout the entire office.
Keep the troublemakers out
Employers receive anywhere from 75 to 250 applications per job opening, which may make it easier for candidates to embellish their resumes – and get away with it. If they’re bold enough to lie during the hiring process, nothing will stop them from being dishonest in the office.
Filter out those with poor character by warning them during the screening process. Something as simple as a disclaimer at the end of your job application about false information can deter them from their deceitful behaviors.
Encourage team collaboration
It’s easy to throw someone under the bus or barely put effort into an assignment when employees only know each other as “that person who sits over there.” Letting down a teammate, on the other hand, is much harder.
Encourage team bonding through group activities. These could be anything from a catered lunch to a company happy hour. It’s important to make sure the interaction isn’t forced – get a feel for the closeness of your staff before planning anything. An awkward outing could end up driving the team further apart.
Praise the group over the individual
Incentives help employees feel appreciated for their efforts and boost office morale. Almost every company has its top workers – these employees most likely earn the most recognition. While it makes sense for them to get more praise, holding a few employees above the rest only divides the workplace. Other people’s success can make workers jealous, especially if they’re not friendly with them.
The solution is to set up group goals and rewards. Instead of just rewarding the top performers, reward good overall performance. Instead of making workers compete for employee of the month, establish measurable company goals. That’ll make employees hold each other accountable and instill a sense of teamwork within the workplace, strengthening their bond.
If your workplace has biased policies or practices, certain groups of employees may feel alienated. Isolating employees based on their differences is a surefire way to shatter trust in the office.
Luckily, inclusivity starts with HR. Review your company’s policies and make sure they don’t single anyone out. Work with Payroll to weed out any pay discrepancies. Survey employees on their workplace satisfaction. Addressing these possible sources of negative employee experiences will resolve any skepticism about your company and its people.
It’s not easy to establish trust in the office, but the effort pays off in the end. A close-knit work culture makes it much more likely for employees to enjoy working at your company. Even if only one or two employees warm up to you at first, that’s a significant step toward a better workplace. Take it slow and remember that relationships take time to build.