3 Powerful Ways to Foster A Positive Work Environment

March 2, 2018 • 4 minute read • by Saeed


“The pessimist complains about the wind. The optimist expect it to change. The leader adjusts the sails.” John Maxwell.

I want to start this article with a little story about my son. He was 10 years old when we were having a conversation that just blew me away. For some reason that I can’t recall now, he all of a sudden piped up with this statement: “Well, everything is about atmosphere anyway.” The statement was so all encompassing and filled with surety I had to explore further. “What do you mean,” I asked. “Think about it,” he said, “atmosphere is the most important thing at home and at work.” He went on to explain how parents determine the atmosphere of the home and how leaders determine the atmosphere of a work environment. He essentially argued that the atmosphere we create has the biggest impact on happiness and productivity.

I couldn’t agree more.

The culture within an organization plays a large role in whether the company is providing a happy and healthy environment in which to work. When the interaction between leaders and their people is constructive, employees will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization. The level of work satisfaction with their jobs and the level of team satisfaction can have a powerful impact on individual performance.

The culture is, ultimately, a reflection of the values of those leading the organization. If your values as a leader are to be inclusive and give everyone a voice, this will be reflected in the way you manage meetings. If you value work-life balance, your employees are likely benefiting from this through specific programs you have implemented. The core values of an organization begin with its leadership, which will then evolve to a leadership style. When leadership is able to consistently communicate and promote the organizational ethos, values, and priorities to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes.

1.      Demonstrate Empathy – defined as the ability to experience and relate to the thoughts, emotions, or experience of others, empathy is more than mere sympathy. It is a key part of social and emotional intelligence and critical to being an effective leader. Transformational leaders show their teams that they care about their needs and achievements. Giving time and attention to others fosters empathy. So do active listening skills. Good listeners foster trust which in turn fosters greater engagement. Leaders can develop and enhance their empathy skills through coaching, training, and other professional development opportunities.

2.      Show Gratitude – Show appreciation for your team members as a routine part of your day-to-day interactions. Act on the belief that employees will do their best if their contributions to the team are recognized. Praise publicly and criticize privately. Criticizing employees publicly can create a sense of embarrassment among all who are present and diminish their respect for you as a leader.

3.      Reinforce Purpose – Today’s employees, especially Millennials, want more from their jobs than just a paycheck. Research shows that employees with a strong sense of purpose are at least four times more likely to be engaged in their jobs as other employees. They are also healthier, happier and more productive. Explain to employees exactly where they fit into the company structure and how they contribute to the success of the business. Institutionalize purpose driven conversations.

The research is clear. Employees and employers mutually benefit from a positive, engaged and purpose-driven work place. While there isn’t a magic bullet, it is possible to create a workplace atmosphere that better serves people, and ultimately impacts communities and society. You can start to move the needle with these few simple steps. Yes, it’s clearly good for the bottom line but more importantly, it’s good for your overall health and well being too. Think about it. Everything is about atmosphere.

Good luck.

Wait! Before you go…

I really appreciate that you are reading my post. If you found it valuable, please like, comment, and share it with your network so that it can benefit others.  I also invite you to follow me on LinkedIn or subscribe to my BLOG to receive exclusive content not found here.

Why would you follow me?

I write personal and professional development articles to help readers be the most effective human being they can be; in short, to help you find your inner awesomeness. By liking, commenting, sharing, and following, you are encouraging me to keep going. It is my direct feedback loop that tells me that I am providing value to you.

I also love connecting with new people and seeing what others are up to in the world.

Last thing, if you liked this post, consider checking out my other recent posts for inspiration and concrete actions steps to become more effective at work and life.

Best,

Saeed

©2018 – All Content by Saeed H. Mirfattah, M.A.

3 Things Babies Can Teach Us About Employee Engagement

May 15, 2017 •  6 minute read • by Saeed


Yes, that’s me in the picture. Let’s move on.

Numerous studies have shown that successful employee engagement programs contribute to improved business outcomes. It ‘s common sense that engaged employees increase productivity, inspire innovation, and deliver better results to clients and customers.

The reality is most company engagement efforts are facile and feckless. That’s because they lack the fundamental framework upon which all successful engagement efforts are built: connection, feedback, and trust. The ‘Still Face’ experiment conducted with a mom and her baby in 1975 demonstrates the evolutionary importance of engagement to our growth and development.

But first…

What does employee engagement even mean?

To some, employee engagement is corporate band-wagon buzz phrase flavor of the week.

Merriam Webster’s online dictionary offers  banal definitions of engagement such as ‘the act of engaging’ and ‘the state of being engaged.’

But there it also offers two definitions I like for our purposes:

1.      Emotional involvement or commitment.

2.      The state of being in gear.

These two factors are essential in the conversation on engagement.

Engagement is when you’re hooked intellectually and emotionally in a subject. When you are, you feel enthusiastic, inspired and confident. You innovate. You inspire others towards innovation and towards greater engagement. You evangelize the goals and the mission of the company. You have a skip in your walk on your way to work. Your senses are locked and loaded.

Why does employee engagement even matter?

Gallup’s latest State of the American Workplace report released in February 2017, found that 70% of U.S. workers are Not engaged at work.

70%!!

That’s a staggering number. Does it surprise you? Probably not. Chances are, you are not engaged either.

That means a lot of productivity loss and ultimately churn for companies. Engagement matters.

243633-percent-of-engaged-employees-D__1_What does employee engagement  even look like?

The ‘Still Face’ experiment is famous in child development circles. It was first conducted in 1975 and has been replicated many times over since. In it, Dr. Edward Tronick and colleagues showed how after three minutes of “interaction” with a non-responsive expressionless mother, an infant becomes rapidly distressed (the same experiment has been done with fathers with the same result).

The baby makes repeated unsuccessful attempts to get the interaction into its usual reciprocal pattern and withdraws hopelessly when he fails to do so.

In watching the video, you could argue that not only is the baby experiencing a loss of attachment, but he’s also experiencing a loss of agency. We’ll come back to this theme at the end.

It may be helpful to conjure up an image of what engagement looks like in adults. When you go to a movie and you’re at the edge of your seat, gripped by the story and what is about to happen next, that’s engagement.

When you can’t put a book down and when you can’t walk away from a conversation or a radio report, that’s engagement. When you’re intellectually and emotionally committed, when you seek feedback to improve your performance, when you are eager to collaborate with colleagues, that’s engagement.

You’re engaged when you feel like your work is meaningful, and that the organization is doing something significant.

What can babies teach us about employee engagement?

1.      Employee engagement is about connection. Connection is the key. If you’re a manager, elicit ideas from your employees. Improve communication. Facilitate change. Authentic employee engagement involves connection with the work and with the company, but also with others: our peers,  our leaders and ultimately ourselves. It involves a connection to the larger meaning of the work. When we disconnect we disengage. Watch the baby in the video for proof.

2.      Employee engagement is about feedback. Countless studies have found that the vast majority of employees who receive little or no feedback are actively disengaged. Engagement goes up dramatically when employees receive feedback (even when it’s negative!), and even more so when they receive feedback that acknowledges their strengths and supports their development. When you give employees ‘just in time’ feedback, engagement increases. Again, watch how the baby reacts when the feedback loop is cut off by the mother.

3.      Employee engagement is about trust. Trust is the cornerstone of employee engagement. Managers and leaders who consistently work to build trust do so by demonstrating reliability, integrity, loyalty, credibility, transparency and honesty with their staff. They encourage autonomy, buy-in and ownership of ideas, initiatives and decision-making responsibilities. Results-oriented leaders explain the reasons why a decision is not workable, thereby creating a learn­ing environment, which goes a long way to building trust. Trust is the binding agent between the mother and the baby in the video.

To conclude, the three essential and foundational elements above are key to framing any employee engagement program. But a note about the actual design of the program and the importance of employee centered approaches. Employee engagement programs are notoriously inadequate and while many companies have implemented such programs, participation rates are low. Engaging employees has to be done through a bottom-up principle that takes into account the people you are looking to help and tailors a solution accordingly. That is to say, employees must be engaged in their own engagement. In short, they need to be at the center of the design and given agency to drive their own learning and engagement.

©2017 – All Content by Saeed H. Mirfattah, M.A.

I really appreciate that you are reading my post. If you found it helpful, I invite you to follow me on LinkedIn or subscribe to read exclusive content on my BLOG.

Why would you follow me?

I write personal and professional development articles to help readers be the most effective human being they can be; in short, to help you find your inner awesomeness. By liking, commenting, sharing, and following, you are encouraging me to keep going. It is my direct feedback loop that tells me that I am providing value to you.

I also love connecting with new people and seeing what others are up to in the world.

Last thing, if you liked this post, consider checking out my other most recent post on why you should work like a consultant.

Best,

Saeed