What it takes to make an outstanding workplace

At their best, workplaces embrace trust-driven employee engagement, making for a great place to work and, ultimately a profitable business.A large-scale employee survey conducted by Vlerick Business School in collaboration with Great Place to Work – a global research institute – underlines five best ways to make employees love their workplace, be proud of their job and trust the management.Make employees love their workplace

1. Pay more attention to new employees: Employers who pay more attention to employees in their first months, make them feel welcomed and valued.  It is also worthwhile supporting employees in achieving a good work/life balance and inspiring them.

2. Show your employees you care: Companies which encourage staff to share their achievements and ideas instil a feeling of pride and retain staff better. Sharing the company’s aims and objective with employees and showing them how important their role is will give meaning to their work. This will also create great ambassadors when it comes to the outside world.

3. Invest in training and development: Training and development increase the pride employees take in their work and make them feel that they are receiving fairer treatment.  As a result,  employees regard management as more credible and honest.

4. Offer flexible hours and the possibility to work from home: Allowing employees to work flexible hours and work from home gives the feeling that a good life-work balance is being achieved. This shows that management trusts its personnel. Employees regard this as a sign of appreciation.

5. Commit to sustainability and corporate social responsibility: Committing to sustainability and corporate social responsibility is the main way to attract a larger pool of applicants and therefore to recruit new talent.

Whatever the organisational culture, managers should be able to translate it to their employeesMaking meaning of value

Dirk Byens, academic dean at Vlerick Business School, said, “Managers need to realise that they are ‘meaning makers’, and they need to constantly create meaning for their employees.  Personnel need to be repeatedly shown and told how exactly they fit in with the company’s objectives and how they deliver the company’s customer value proposition.  Whatever the organisational culture, managers should be able to translate it to their employees. No job is meaningless but it’s down to the manager to create and emphasise the meaning of each role. When employees see the meaning in their role, they talk about their job and contribute positively to corporate reputation. Companies such as Microsoft are doing this and are consequently succeeding in retaining talent and enhancing customer experience.”

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