Everybody wants to feel good about the company they work for, as it will make us feel like the work we are doing is more worthwhile. Here are some tips to help you feel better about the organisation you work for:
- Look at the bigger picture: Sometimes all we need to do is refocus and look at how our role, and what we’re doing, really matters. You should understand what your organisation’s mission is (if you don’t, then you really need to bring this up with your manager). Then it’s a point of thinking about how you fit into that mission and how you are helping to achieve broader goals. Connect yourself, and your day to day tasks, with your larger organisation to understand how you are an important cog in the wheel of their success.
- Ask for more of what you enjoy: Ask yourself whether there are elements to your job that you enjoy more than others. Your manager might not know this, but they could be open to you doing more of them. If there’s an area you really enjoy then sit down with your manager and see if you can do more of that; you’ll enjoy your job more, and will feel better about your company.
- Build your skills and knowledge: Sometimes boredom at work can disguise itself as unhappiness. Do you dislike your organisation, or are you simply bored? Research has proven that most people are happiest when they are at an optimal level of engagement. This means, when they are neither over-challenged, nor under-challenged. If you don’t have enough interesting tasks to do, think about what skills or knowledge you could learn to make your job more interesting and make you feel more valuable to the organisation.
- Put in more effort and work harder: If you’re someone who watches the clock, leaves at 6 on the dot and sneaks a longer lunch than allowed, you might feel like you’re being clever. In reality, this is all likely to have a backlash effect on you. Humans find two things in life the most motivating; discovering a meaning in what we do, and mastering it so we become really good. By gliding through work you’re robbing yourself of both. Instead of working out how many minutes it is until you can leave, spend the time thinking about how you can give your job more purpose or become better in what you do. If you enjoy helping others, coach your juniors. Much of our life is spent at work, don’t waste it by wishing it away.
- Exercise your creativity and come up with ideas: If you find yourself thinking “That’s not how I’d do it,” don’t just think about the ways you’d approach something differently – suggest them! Be polite always, but be bold, and present your thoughts to your manager. It will demonstrate to your manager than you are passionate about improving the business and you’ll be focusing on how to make the negatives positive, rather than just the negatives. If your ideas are put into practice you’ll get a huge confidence and find more joy working for your organisation.
As a manager, one of our responsibilities is to try and ensure that employees feel good about the organisation they work. Why? Because quality, engaged employees are key to a businesses success, and losing them equals financials losses too. Here are some tips to help your team feel better about your organisation:
- Understand and define your company’s values – and live by them: Your employees should be able to recite company values off by heart, but they can only do this if you have made them known. Lead by example – employees should be able to see you act on your company values through interaction with your customers and themselves. A 2014 Millennial Impact study found that a positive company culture plays a huge role in employee retention, satisfaction and recruitment. Publish your company values for all to see, discuss them in team meetings and help keep your employees happy and loyal.
- Recognize and reward successes: If a member of your team does a job well, make sure you acknowledge them; it will make them feel great about themselves and their work, and inspire them to do more. Overall they’ll feel more positive about their job, and their productivity levels will increase. A Gallup poll found that managers who focus on strengths, rather than weaknesses, can almost eradicate active disengagement amongst their direct reports. Recognition can come in a variety of forms as well, from something as little as a hand-written personalised note, to something more fun like offering an employee a lunch out at their favourite restaurant if they meet a certain goal.
- Set big goals for your team, and celebrate together if you meet them: To ensure employees feel good about their organisation, you have to make them feel like an important part of the business. If someone closes a big deal, celebrate together in a company get together. If an employee deals with an issue according to your company values, thank them publicly. Employees will feel like a more critical part of the business if you all work towards a company goal together.
- Deal with problems: According to a paper by Harvard Business School, managers who take substantive action to resolve employee issues, rather than simply collecting information and dealing with them frivolously, may improve the organisational culture and climate. A second benefit discovered in the research found that employees became more engaged with the business and were less likely to leave their job.
- Practice flexibility: A recent CareerBuilder survey, deduced from data provided from nearly 4,000 workers, found that giving employees added flexibility was one of the biggest drivers of retention. In fact, flexible working got 51% of the results followed by recognition, eased workloads, promotions and casual dress. Workplace flexibility comes in many forms, from allowing a parent to take a few hours off to watch their son play a football match, to allowing employees to work from home if they’re not feeling great or just need a rest. Think of the ways you could incorporate it into your organisation.