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Create and Maintain a Passionate Workplace

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Create and Maintain a Passionate Workplace

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Engaged employees produce great work and have loyalty to the organization. This SlideShare discusses eight rules that will help create and maintain a passionate work culture. This passionate workplace culture will drive superior results to organizations.

Engaged employees produce great work and have loyalty to the organization. This SlideShare discusses eight rules that will help create and maintain a passionate work culture. This passionate workplace culture will drive superior results to organizations.

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Create and Maintain a Passionate Workplace

  1. 1. WORKPLACE PASSIONATE CREATE AND MAINTAIN A
  2. 2. Happy, engaged employees create better customer relationships, produce great work, and are loyal to the organization. WHETHER YOU’RE A SMALL OR LARGE BUSINESS OWNER, EMPLOYEE ENGAGEMENT IS VITAL TO THE SUCCESS OF YOUR ORGANIZATION.
  3. 3. In 2014, ‘culture’ was the word of the year as many people searched for workplace culture, in addition to the general term ‘culture.’ Furthermore, happy employees usually work at places with great culture. culture
  4. 4. Growing interest in the culture-success connection among business leaders is heartening. It suggests more and more will take seriously the idea of creating a great workplace—one with trust, pride, and camaraderie. “ “ Source: http://blog.octanner.com/culture/culture-the-word-of-the-year-for-2014
  5. 5. How do you get happier employees and a better workplace culture? In Paul Alofs’ article, he discusses eight rules for creating a passionate workplace and how it’s a significant and long-term investment. The goal for any business owner should be to “cultivate good people and keep them.” Source: http://www.fastcompany.com/1837853/8-rules-creating-passionate-work-culture
  6. 6. for creating a passionate work culture Hire the Right People Communicate Tend to the Weeds Work Hard and Play Hard Be Ambitious Celebrate Differences Create Space Take a Long View 8RULES Alofs’
  7. 7. Hire the right people The interview process is more important than you think. It involves asking the right questions and knowing what the applicant's true passions and career goals are. Don’t hire based on credentials or experience only, hire for fit. 1 ?
  8. 8. What do you love about your chosen career? What inspires you? What courses in school did you dread? Where do you see yourself in five years? What are your looking for in a organization? GOOD INTERVIEW QUESTIONS INCLUDE: Source: http://www.fastcompany.com/1837853/8-rules-creating-passionate-work-culture
  9. 9. Communicate often Make sure you’re in constant communication with the people you hire. Having monthly or biweekly “check-ins” shows employees that you value their work and success within the organization. That’s why proper onboarding and taking advantage of connection opportunities is key. 2 Source: http://blog.octanner.com/insights/onboarding-with-appreciation
  10. 10. Check out this sample onboarding process for organizations. Source: http://blog.octanner.com/wp-content/uploads/2014/05/Onboarding-With-Appreciation-Chart.pdf CLICK HERE
  11. 11. Great cultures grow around people who listen, not just to each other or to their clients and stakeholders, but also to what’s happening outside their walls. What is the market saying? What is the zeitgeist? What developments, trends, and calamities are going on? “ “ Source: http://www.fastcompany.com/1837853/8-rules-creating-passionate-work-culture
  12. 12. Source: http://www.fastcompany.com/1837853/8-rules-creating-passionate-work-culture Tend to the weeds Every organization has the employee(s) that gives off a negative vibe or spreads concern around the office. These “weeds” are not only toxic to the passionate workplace you’re building, but are not a good fit with your organization. Remember: “Constructive criticism is healthy, but relentless complaining is toxic.” 3
  13. 13. With mean people it’s all about me, me, me. This brings up an interesting parallel for those of us who work in health care: Can you see the similarities between this kind of behaviour and an infectious disease? Meanness is a toxic behavior, and it tends to spread quickly. So what might you do to combat such an illness? Why, you’d eradicate the source—by whatever means necessary. “ “ Source: http://blog.octanner.com/culture/find-the-right-fit — PATIENTS COME SECOND: LEADING CHANGE BY CHANGING THE WAY YOU LEAD
  14. 14. Source: http://www.fastcompany.com/1837853/8-rules-creating-passionate-work-culture Work hard and play hard A culture where everyone understands that long hours are sometimes required will work if this sacrifice is recognized and rewarded.” “ 4 The work ethic of your organization should be clearly defined to your employees.
  15. 15. Be ambitious No one gets anywhere by playing it safe. When creating a passionate workplace set realistic goals so that the culture will continue to thrive in the years to come. Don’t rely on fads now that may be extinct in 20 years. 5
  16. 16. Celebrate differences Again, when interviewing potential employees, seek people from all sorts of backgrounds (careers, education, location). It adds more creativity to projects, ideation, and interaction—which in turn strengthens a passionate workplace. Also, employees can contribute more with their own unique ideas. 6 RESUMÉ
  17. 17. Create the space Does your office space promote interaction? Or are all employees crammed into separate cubicles? Open office spaces allows for more interaction, relationship building, and bonding that different departments wouldn’t get otherwise. If this isn’t an option, designate areas where employee can meet, lounge, or interact. Remember, most people rank employee relationships close to the top of the list concerning their job satisfaction, so why not help employees achieve this? 7
  18. 18. Take the long view Make sure the future goals of your organization are aligned with the passion/essence of your organization. Although short-term goals are easier to see and achieve, it will stunt your culture growth. Make a five year plan that will help your organization create a legacy within the industry. Being known for your work is one thing—being known for your culture and passion is another, and the reason why organizations outlive others. 8
  19. 19. The culture needs to look ahead, not just in months, but in years and even decades. “ “ Source: http://www.fastcompany.com/1837853/8-rules-creating-passionate-work-culture
  20. 20. THE BOTTOM LINE OF A PASSIONATE WORKPLACE IS TO APPRECIATE GREAT WORK. Employees who consistently perform well and do great work are more likely to work at organizations with excellent recognition practices than organizations with excellent benefits.” “ A recent study found that the most important thing a manager or company can do to cause employees to do great work is recognition. Source: http://blog.octanner.com/culture/what-employees-really-need-to-innovate-and-produce-great-work IN ADDITION TO RECOGNITION, THE STUDY ALSO FOUND THAT:
  21. 21. What are you doing to create and maintain a passionate workplace in your organization?
  22. 22. Get the latest recognition and culture insights. JOIN OUR COMMUNITY
  23. 23. O.C. Tanner and The O.C. Tanner Institute O.C. Tanner helps the world inspire and appreciate great work. Through our innovative cloud-based software, tools, awards, education, and research, we provide thought leadership and strategic recognition solutions for thousands of clients globally. Designed to engage talent, increase performance, and drive corporate goals, our solutions create personalized recognition experiences delivered through a smart technology platform. The O.C. Tanner Institute regularly commissions research and provides a global forum for exchanging ideas about recognition, engagement, leadership, culture, human values, and sound business principles.

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