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Browne & Mohan
                          Board & CEO Advisors, Management consultants




                                Lovable workplace: key insights


                                   Amrita Rao, Human Resource Group
** all pictures shown above are proprietary of brand owners.
Introduction

What does it take for employees to come back to work            Open door policies are much appreciated by the
happily on a Monday morning? What elements of a                 employees and they appreciate receiving equal and
workplace make an employee to willingly contribute more         open information. In an organisational setup,
to her job? These are questions that have always intrigued      employees prefer comprehendible communication
organisation theorists and management scholars for years.       where they also can give out suggestions and opinions.

The recipe is something that all CEOs and entrepreneurs
dream of getting their hands on. Despite several years of       Process refers to the general practices carried out in
research (both autobiographical and multi-organisational        the organisations. Such practices make a lot of
surveys), the angelic proportions is a druid game; especially   difference in the impression which the employees as
for the small and medium enterprises which face the             well as the society have on the organisation. Timely
challenge of attracting brighter resources, higher attrition    appraisals and an environment which supports
and engaging the employees in meaningful work.                  professional growth of the employees tops the list in
                                                                the survey which closely is followed by factors like
                                                                challenging work content, clear objectives, assigning
Towards filling this gap, Browne & Mohan consultants            uniform work load, training sessions, awards given to
.
undertook a study of organisations that we termed as            the employees, performance driven organisation and a
“Lovable places to work”. So what constitutes a loveable        self-organisation which encourages the employees in
place? Any workplace that characterizes satisfied employees,    taking initiatives. One of the lovable employers
wherein employees look beyond the clocks to embellish their     commented- ‘Many employee friendly practices at
job content and experience, wherein employees look forward      workplace help them maintain a work-life balance.
to improving and innovating their work and organisational
process and finally organisations that have been growing        First and foremost factor is ideal team size to ensure
financially stronger and gaining market share is a lovable      uniform work load. Other important factors like well-
workplace.                                                      defined processes and updated tools to reduce
                                                                duplication of efforts, excellent facility and
To manage the human resource in an organisation, it             management to ensure employee safety etc.’
becomes important to know what is it that keeps them happy      ‘Reviews and feedbacks on work constantly help the
in the organisation, what are the aspects which they love in    employee improve. Various events that are organized
their company and those which they don’t.                       by the cultural committee are run by the employees,
Results                                                         hence we get to develop organizing and administrative
                                                                skills. These help the employees grow on both personal
Three facets emerge to define a “Loveable workplace”. Those     and professional front’ was the response of an
are Communication, Process, Job Design and Infrastructure.      employee when asked about the various practices
                                                                followed by his organisation for employee growth.
Communication in organisations can be at various levels.
Loveable organisations ensure their employees are constantly    Continuous feedback           on output        delivered,
updated on all the work related information. Employees seek     understanding      training    needs     and     periodic
good     communication       rapport     between     peers/     performance appraisal systems are some of the ‘best
subordinates/managers and also seek timely feedback which       practices’ that have to be inculcated in organisations.
helps them improve their performance.
Job design had a major impact on how employees perceived             News sharing sessions can be held where employees
their organization. In better performing organizations,               inform the others in the group on the latest news.
employees were divided between doers, improvisers and                 Individuals with common interest may come as a group
innovators. Doers mostly followed the directions set,                 and have group discussions on various topics. This
completed the task with highest adherence to process and              helps in bringing together the employees and also
hence preferred objective feedback on their performance.              keeps everyone informed about the happenings in the
Improvisers were those who had gained experience on a                 organisation.
project or process and were capable of improvising the same.
Innovators were employees who could design newer process          To best manage the processes in the company,
and products or suggest incremental innovation. Jobs with         organisations may try out the recommendations below
challenging work content, clear objectives, assigning uniform
                                                                         Give continuous/ spontaneous feedback on output
work load across peers, and continuous training sessions
                                                                          delivered. It gives a clear idea to the employees on
were key to loveable employers. Activities designed to
                                                                          how to carry forward the work and also on critical
stretch the administrative and managerial talent in an
                                                                          areas which they have to stress upon to give out
informal set up also contributed to loveable workplace.
                                                                          optimal performance.
Events where the employees themselves manage the activity
                                                                         Employers must make an effort to understand
help the employees grow on both personal and professional
                                                                          training needs for the employees. By providing
front. The key as one of the employee said in “making us do
                                                                          training to the employees it increases the efficiency
something appear challenging and different in a week draws
                                                                          of the employee and also give the employee a
out the monotony of the work”.
                                                                          feeling of professional growth
Employees these days seek more than monetary incentives.                 Periodic performance appraisals for all levels in the
Some of it may be recognition, status etc. whereas some                   organisations are necessary. It helps the individual
other factors may be the facilities obtainable in their                   find their growth potential.
organisations. Gym facilities, sport/game rooms, library are             Timely and appropriate actions to be taken on
the some of the facilities the individual seeks apart from the            issues and definite weaknesses identified
monetary incentives they are provided with. They see their                consistently and systematically at organisational
workplace an as extension of their personality as it is the               level
place where they spend most time of the day. Good                        Identifying Doers, Improvers and Innovators in the
infrastructure in the organisation with ample facilities like             organization helps in assigning appropriate roles to.
these ensures general well-being, employee health and also
education in many ways.
                                                                  Infrastructure too has a major role in creating a loveable
How can you create a lovable place to work?                       workplace. Some of the infrastructural parameters are
                                                                  listed below
   Installing various intra-organisational online messengers
    where employees can keep in touch with their co-workers              ‘Good infrastructure’ is a subjective term. What
    and managers.                                                         may seem like a good infrastructure to one
   Multiple channels and opportunities must be used in                   organisation may not be the same for another. In
    order to provide constant information to the employees                general, organisations must be designed in a way
    and also interact with them regarding various                         which supports organisation culture and work
    issues/opinions.                                                      practices. It has to be designed in a way which
   Firms where the employees do not have 1:1 computer                    helps employees in a distraction free work.
    facility, may initiate floor meetings where individuals can          Facilities like library, gym, sports room, and music
    discuss their daily/weekly plans of action or the progress            room are some of the attributes which may be
    of their on-going project etc. After successful completion            installed in workplaces which employs ‘knowledge
    of a project, lunch or dinner party may be held to                    workers’ (which involves analyzing, creating,
    celebrate etc.                                                        deciding etc.). These recreational activities not only
                                                                          divert employees from their routine but lessen the
                                                                          amount of work related stress an employee
                                                                          undergoes.
   Personalising the workspace will bring in a feeling    Browne & Mohan insight are general in nature and does not represent
       of belongingness in the employees & also gives         any specific individuals or entities. While all efforts are made to ensure
                                                              the information and status of entities in the insights is accurate, there
       them the feeling of being in their ‘second home’.
                                                              can be no guarantee for freshness of information. Browne & Mohan
      Companies are trying to reach success by giving        insights are for information and knowledge update purpose only.
       thoughtful consideration on their organisational       Information contained in the report has been obtained from sources
                                                              deemed reliable and no representation is made as to the accuracy
       workings be it communication, the processes,           thereof. Neither Browne & Mohan nor its affiliates, officers, directors,
       infrastructure or the organisational culture on the    employees, owners, representatives nor any of its data or content
                                                              providers shall be liable for any errors or for any actions taken in
       whole. This not only helps in improving their
                                                              reliance thereon.
       overall productivity and stability in the market but
       also helps in acquiring and retaining one of the
       most important assets, its manpower.
                                                                 © Browne & Mohan, 2011. All rights reserved
For those who seek the easier way- Simple! Create a place
where YOU would love to work!




Bibliography

Adler, R.B. & Elmhorst, J. M. (2008).Communicating at
Work: Principles and Practices for Businesses and the
Professions,(9th ed.). Boston: McGraw Hill.

Edwards, M. R. (2010). “An Integrative Review of Employer
Branding and OB Theory,” The Journal of Personnel Review,
39, 1, 5-23.,


Kahan, S & George, B (2010) Getting things right: How
leaders transform organisations from the inside out.
California, Jossey-Bass

Peters, T.J & Waterman R.H (2004) In search of excellence.
Harper Business Essentials

Lievens, F. & Highhouse, S. (2003). “The Relation of
Instrumental and Symbolic Attributes to a Company”s
Attractiveness as an Employer,” Personnel Psychology, 56,
1, 75-102.

Lewis, P., Thornhill, A. & Saunders, M. (2003). 'Employee
Relations: Understanding the Employment Relationship,'
Harlow, Middlesex: Financial Times Prentice Hall


Peters, T.J & Waterman R.H (2004) In search of excellence.
Harper Business Essentials

Wright, P. M.; Gardner, Timothy M. ; Moynihan, L. M. ; and
Allen, M R. , "The Relationship Between HR Practices and
Firm Performance: Examining Causal Order" (2004). CAHRS
Working Paper Series. Paper 13.
http://digitalcommons.ilr.cornell.edu/cahrswp/13

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Place where you would love to work!

  • 1. Browne & Mohan Board & CEO Advisors, Management consultants Lovable workplace: key insights Amrita Rao, Human Resource Group ** all pictures shown above are proprietary of brand owners.
  • 2. Introduction What does it take for employees to come back to work Open door policies are much appreciated by the happily on a Monday morning? What elements of a employees and they appreciate receiving equal and workplace make an employee to willingly contribute more open information. In an organisational setup, to her job? These are questions that have always intrigued employees prefer comprehendible communication organisation theorists and management scholars for years. where they also can give out suggestions and opinions. The recipe is something that all CEOs and entrepreneurs dream of getting their hands on. Despite several years of Process refers to the general practices carried out in research (both autobiographical and multi-organisational the organisations. Such practices make a lot of surveys), the angelic proportions is a druid game; especially difference in the impression which the employees as for the small and medium enterprises which face the well as the society have on the organisation. Timely challenge of attracting brighter resources, higher attrition appraisals and an environment which supports and engaging the employees in meaningful work. professional growth of the employees tops the list in the survey which closely is followed by factors like challenging work content, clear objectives, assigning Towards filling this gap, Browne & Mohan consultants uniform work load, training sessions, awards given to . undertook a study of organisations that we termed as the employees, performance driven organisation and a “Lovable places to work”. So what constitutes a loveable self-organisation which encourages the employees in place? Any workplace that characterizes satisfied employees, taking initiatives. One of the lovable employers wherein employees look beyond the clocks to embellish their commented- ‘Many employee friendly practices at job content and experience, wherein employees look forward workplace help them maintain a work-life balance. to improving and innovating their work and organisational process and finally organisations that have been growing First and foremost factor is ideal team size to ensure financially stronger and gaining market share is a lovable uniform work load. Other important factors like well- workplace. defined processes and updated tools to reduce duplication of efforts, excellent facility and To manage the human resource in an organisation, it management to ensure employee safety etc.’ becomes important to know what is it that keeps them happy ‘Reviews and feedbacks on work constantly help the in the organisation, what are the aspects which they love in employee improve. Various events that are organized their company and those which they don’t. by the cultural committee are run by the employees, Results hence we get to develop organizing and administrative skills. These help the employees grow on both personal Three facets emerge to define a “Loveable workplace”. Those and professional front’ was the response of an are Communication, Process, Job Design and Infrastructure. employee when asked about the various practices followed by his organisation for employee growth. Communication in organisations can be at various levels. Loveable organisations ensure their employees are constantly Continuous feedback on output delivered, updated on all the work related information. Employees seek understanding training needs and periodic good communication rapport between peers/ performance appraisal systems are some of the ‘best subordinates/managers and also seek timely feedback which practices’ that have to be inculcated in organisations. helps them improve their performance.
  • 3. Job design had a major impact on how employees perceived  News sharing sessions can be held where employees their organization. In better performing organizations, inform the others in the group on the latest news. employees were divided between doers, improvisers and Individuals with common interest may come as a group innovators. Doers mostly followed the directions set, and have group discussions on various topics. This completed the task with highest adherence to process and helps in bringing together the employees and also hence preferred objective feedback on their performance. keeps everyone informed about the happenings in the Improvisers were those who had gained experience on a organisation. project or process and were capable of improvising the same. Innovators were employees who could design newer process To best manage the processes in the company, and products or suggest incremental innovation. Jobs with organisations may try out the recommendations below challenging work content, clear objectives, assigning uniform  Give continuous/ spontaneous feedback on output work load across peers, and continuous training sessions delivered. It gives a clear idea to the employees on were key to loveable employers. Activities designed to how to carry forward the work and also on critical stretch the administrative and managerial talent in an areas which they have to stress upon to give out informal set up also contributed to loveable workplace. optimal performance. Events where the employees themselves manage the activity  Employers must make an effort to understand help the employees grow on both personal and professional training needs for the employees. By providing front. The key as one of the employee said in “making us do training to the employees it increases the efficiency something appear challenging and different in a week draws of the employee and also give the employee a out the monotony of the work”. feeling of professional growth Employees these days seek more than monetary incentives.  Periodic performance appraisals for all levels in the Some of it may be recognition, status etc. whereas some organisations are necessary. It helps the individual other factors may be the facilities obtainable in their find their growth potential. organisations. Gym facilities, sport/game rooms, library are  Timely and appropriate actions to be taken on the some of the facilities the individual seeks apart from the issues and definite weaknesses identified monetary incentives they are provided with. They see their consistently and systematically at organisational workplace an as extension of their personality as it is the level place where they spend most time of the day. Good  Identifying Doers, Improvers and Innovators in the infrastructure in the organisation with ample facilities like organization helps in assigning appropriate roles to. these ensures general well-being, employee health and also education in many ways. Infrastructure too has a major role in creating a loveable How can you create a lovable place to work? workplace. Some of the infrastructural parameters are listed below  Installing various intra-organisational online messengers where employees can keep in touch with their co-workers  ‘Good infrastructure’ is a subjective term. What and managers. may seem like a good infrastructure to one  Multiple channels and opportunities must be used in organisation may not be the same for another. In order to provide constant information to the employees general, organisations must be designed in a way and also interact with them regarding various which supports organisation culture and work issues/opinions. practices. It has to be designed in a way which  Firms where the employees do not have 1:1 computer helps employees in a distraction free work. facility, may initiate floor meetings where individuals can  Facilities like library, gym, sports room, and music discuss their daily/weekly plans of action or the progress room are some of the attributes which may be of their on-going project etc. After successful completion installed in workplaces which employs ‘knowledge of a project, lunch or dinner party may be held to workers’ (which involves analyzing, creating, celebrate etc. deciding etc.). These recreational activities not only divert employees from their routine but lessen the amount of work related stress an employee undergoes.
  • 4. Personalising the workspace will bring in a feeling Browne & Mohan insight are general in nature and does not represent of belongingness in the employees & also gives any specific individuals or entities. While all efforts are made to ensure the information and status of entities in the insights is accurate, there them the feeling of being in their ‘second home’. can be no guarantee for freshness of information. Browne & Mohan  Companies are trying to reach success by giving insights are for information and knowledge update purpose only. thoughtful consideration on their organisational Information contained in the report has been obtained from sources deemed reliable and no representation is made as to the accuracy workings be it communication, the processes, thereof. Neither Browne & Mohan nor its affiliates, officers, directors, infrastructure or the organisational culture on the employees, owners, representatives nor any of its data or content providers shall be liable for any errors or for any actions taken in whole. This not only helps in improving their reliance thereon. overall productivity and stability in the market but also helps in acquiring and retaining one of the most important assets, its manpower. © Browne & Mohan, 2011. All rights reserved For those who seek the easier way- Simple! Create a place where YOU would love to work! Bibliography Adler, R.B. & Elmhorst, J. M. (2008).Communicating at Work: Principles and Practices for Businesses and the Professions,(9th ed.). Boston: McGraw Hill. Edwards, M. R. (2010). “An Integrative Review of Employer Branding and OB Theory,” The Journal of Personnel Review, 39, 1, 5-23., Kahan, S & George, B (2010) Getting things right: How leaders transform organisations from the inside out. California, Jossey-Bass Peters, T.J & Waterman R.H (2004) In search of excellence. Harper Business Essentials Lievens, F. & Highhouse, S. (2003). “The Relation of Instrumental and Symbolic Attributes to a Company”s Attractiveness as an Employer,” Personnel Psychology, 56, 1, 75-102. Lewis, P., Thornhill, A. & Saunders, M. (2003). 'Employee Relations: Understanding the Employment Relationship,' Harlow, Middlesex: Financial Times Prentice Hall Peters, T.J & Waterman R.H (2004) In search of excellence. Harper Business Essentials Wright, P. M.; Gardner, Timothy M. ; Moynihan, L. M. ; and Allen, M R. , "The Relationship Between HR Practices and Firm Performance: Examining Causal Order" (2004). CAHRS Working Paper Series. Paper 13. http://digitalcommons.ilr.cornell.edu/cahrswp/13