Interviews

How to maintain a happy culture at your workplace?

CXOToday has engaged in an exclusive interview with Mr. Christopher Roberts. Managing Director, Engaged Strategy

 

  1. What are your views on tools for improving workplace collaboration and creating a happy culture?

Empowering staff with the right tools shows them that you are dedicated towards helping them do their job well. Tools can definitely play an important role in improving workplace collaboration. The right tools can help teams work together more effectively, communicate more efficiently, and stay organised. It helps them reduce the time and effort required to complete tasks, collaborate more seamlessly, and achieve their goals more efficiently.

However, it’s important to remember that tools are just one part of the equation. Collaboration requires more than just the right tools. It requires effective communication, clear goals, and a supportive work environment. Even with the best tools in place, collaboration can still break down if team members don’t communicate effectively, don’t understand their roles and responsibilities, or don’t feel supported by their colleagues and managers.

Ultimately, the success of workplace collaboration depends on a combination of factors, including strong leadership, a clear definition of their roles and responsibilities, the right tools, effective communication, clear goals, a positive work culture and a supportive environment. By prioritising all of these factors, organisations can create an environment that is conducive to effective collaboration and improved outcomes.

 

  1. According to you, what are the benefits for women from workplace flexibility and creative pathways of growth?

Workplace flexibility and creative pathways of growth can help everyone succeed, but adding that dash of growth pathways and flexibility for women gives them the required support system and bolsters their efforts to strike a work-life balance and enjoy a healthy career growth. There are four key advantages of this:

Improved work-life balance: Workplace flexibility allows women to better balance their work and personal responsibilities, such as caregiving for children or elderly family members. This can reduce stress and improve their overall well-being. At Engaged Strategy, we are vary particular about our employees’ mental and physical wellness; hence, this is a very critical element.

Increased job satisfaction: When women have the ability to customise their work arrangements, they feel more valued. This is a very critical emotion that results in increased motivation and productivity.

Career advancement: Creative pathways of growth can help women advance in their careers by offering alternative routes to traditional promotions. For instance, entrusting her with a new project that builds her skills and increases her visibility within the company, while providing the flexibility to manage work and home; or, making provisions for a daycare centre within the office campus for employees’ children, etc.

Better retention: When employers offer workplace flexibility and creative growth opportunities, women are more likely to stay with the company. This can reduce turnover and the costs associated with recruitment and training.

Flexible work arrangements and creative pathways of growth can help to create a more diverse and inclusive workplace. Women with different backgrounds and experiences may have unique perspectives and ideas that can benefit the company as a whole.

 

  1. Some tips for employees and employers to maintain their workplace environment.

The onus of ensuring a positive, productive, and supportive work environment that encourages personal and professional growth does not lie with the employer alone. It is a two-way street where both employees and employers need to be dedicated towards creating and nurturing such a positive environment.

At Engaged Strategy, we focus on six critical practices that foster a healthy work environment:

Clear and precise communication: It is important to encourage open and honest communication between employees and employers. Employees should feel comfortable sharing their concerns and ideas with the leadership, or even their managers, and the leaders should be responsive to such feedback.

Empathy towards critical personal issues, having an anonymous channel for any whistleblowing, creating a healthy environment that encourages staff to share their business ideas – these are just three of several ways in which organisations can create a healthy top-down and bottom-up communication channel.

Respect is extremely critical: Today’s workforce predominantly comprises of Gen Y and Gen Z that predominantly give more importance to experience over material benefits. A workplace that does not respect them for what they are is not an environment that they would stay with for long. Hence, it is critical that employers foster an environment of respect by treating all employees with dignity and recognising their contributions. Employers should also establish policies and practices that promote diversity, equity, and inclusion.

Over the 15+ years of my experience in brand strategy consulting, I have found one constant. Organisations that treat their staff with respect and make them feel valued, cared for and supported are the ones that enjoy high staff loyalty.

Work-life balance: The pandemic has definitely shown a whole new side of how businesses can operate with flexibility. We are all aware of the repercussions of organisations forcing staff to return to work with inflexible rules. Employers must support work-life balance by offering flexible work arrangements, such as remote work or flexible schedules. Simultaneously, it is important that staff also take responsibility in managing their time and priorities to avoid burnout.

Training and development: Investing in training and development opportunities for employees to help them build new skills and advance in their careers is a critical requirement. Employees should take advantage of these opportunities to grow and develop their skills.

Recognition and rewards: Recognising and rewarding staff achievements and contributions to the company is critical. This can be done through bonuses, promotions, or public recognition.

Health and safety: Prioritising the health and safety of their employees, both physical and mental, by providing a safe working environment and promoting wellness initiatives is a critical requirement across the board.

Conflict resolution: Employers should establish policies and procedures for resolving conflicts in the workplace without bias and the fear of repurcussions. Employees should also take responsibility for managing conflicts in a professional and respectful manner.

 

  1. According to a survey “75% of companies in India do not provide basic facilities to their employees.” What are your views on the same?

If the statistic you have cited is accurate, it is a matter of high concern and highlights a lack of commitment to employee welfare among a significant proportion of Indian companies. Providing basic facilities to employees is the fundamental responsibility of employers, and failing to do so can have negative impacts on the well-being and productivity of staff.

When I say basic facilities, it includes safe and comfortable working conditions, clean and hygienic washrooms, access to clean drinking water and a healthy workplace environment. Employees who do not have access to these basic facilities may suffer from physical and mental health issues, which in turn can lead to decreased productivity and job satisfaction.

Providing basic facilities to employees is not only a moral obligation for employers but also makes good business sense. When employees are provided with a safe, healthy, and comfortable work environment, they are more likely to be productive and committed to their work, leading to better business outcomes.

It is critical that companies recognise the importance of this and and take steps to address any shortcomings in this area. This can be achieved through the development and implementation of policies that prioritise employee welfare, and by making investments in workplace infrastructure and amenities that support their well-being and productivity.

 

  1. “Diversity at the right time to reach new markets and maintain a competitive edge” justify the statement. 

Diversity is not only a moral imperative, but also a business imperative. Companies that embrace diversity in their workforce and in their approach to doing business are more likely to reach new markets, maintain a competitive edge, and create a more engaged and committed workforce. Hence, the statement is a valid assertion in the current business environment.

There are four reasons why I believe it is valid:

  1. The world is becoming more diverse, with people from different backgrounds and cultures living and working together. Companies that embrace diversity will be better equipped to understand and respond to the needs and preferences of diverse customer groups. This will give them an added advantage to reach new markets and expand their customer base, leading to increased revenue and growth.
  2. Companies that embrace diversity in their workforce are more likely to have a competitive edge in the marketplace. Diverse teams bring a range of perspectives, ideas, and experiences to the table, which can lead to innovation and better problem-solving. This can help organisations differentiate themselves from their competitors, improve their products and services, and gain a competitive advantage.
  3. Employees are more likely to be engaged and committed to their work in an environment that values diversity and inclusion. This results in higher employee retention rates and a more stable workforce. Additionally, companies that are known for their inclusive workplace culture are more likely to attract high-quality talent, giving them an edge in recruitment.
  4. Companies have a responsibility to reflect the diversity of the communities they serve. By embracing diversity, they can demonstrate their commitment to social responsibility and contribute to positive social change.

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