Signs of a progressive corporate culture
Many companies are losing their best employees due to the bounding rules and repetitive atmosphere. Some employees feel that their career is not moving as much as they would like while others feel that their companies are not being supportive enough. The result is more and more employees leaving as soon as a new job opportunity comes along.
A progressive corporate culture is the answer to that dilemma. The culture developed at the company differentiates one workplace from another and can be the main factor for employee retention. When each employee is significant to the bigger picture and connected to each other and to their jobs in a stronger fashion they are more likely to appreciate their company and resist the temptation to leave. Still not sure what a progressive corporate culture entails? Bayt.com, the #1 Job Site in the Middle East, explains the main characteristics.
1. Targeting loyalty
Turnover rate is correlated with happiness and satisfaction in the workplace. When employees are engaged, motivated, and have an overall positive experience, they are less likely to leave. According to the Bayt.com poll, Employee Retention in the MENA Workplace, 44.7 percent of respondents cite fear of getting fired as the number one reason for quitting. Creating a stable environment eases their minds and encourages loyalty. Also, the reduced turnover rate proves much more productive for your company as it mitigates excessive recruitment and hiring costs. In order to garner employee loyalty, explain to your employees why it is worth staying at your company. Hire people based on the culture you’ve created and encourage your staff to take active part in it.
2. Opening communication channels
In a healthy workplace, transparency is essential; employees are honest, share thoughts, discuss ideas and communicate openly. This is why all employees should be in the loop concerning any major changes, whether it’s an improvement or an obstacle. Hiding information will only hurt the work environment, reflecting poorly on the results.
Opening communication channels will put the minds of the employees at east and improve productivity. Integration of opendoor policies, open conversations, and trust among employees are key aspects of a progressive corporate culture.
3. Improving teamwork
Healthy inter-team relationships mean better communication. A healthy team is capable of collaborating, brainstorming, sharing tasks, as well as work optimally. For 90 percent of professionals in MENA, teams constitute a large part of their job satisfaction, according to the Bayt.com poll, Teams in the MENA Workplace. Such healthy relationships allow members to solve conflicts in a respectable manner, encourage relations outside of the work setting, minimize gossip and tackle any personal issues head on and respectfully.
4. Aligning employee goals
Every contribution makes a difference, and every employee has the right to know and understand where his or her job fits into the bigger picture of the company. Employees should be able to describe the values of the company, connect their own values and goals to them, and perform accordingly. Ideally, this should be done at the recruitment stage. When hiring new members, explaining company goals and mission is vital to see if the candidate’s own goals overlap.
But even after hiring takes place, meet with your employees regularly to see how their objectives have changed or developed and discuss new areas that help them meet their goals.
5. Trusting the employee
Respect and trust are the ultimate success factors for any relationship. An employee is motivated and driven to produce with pride when they feel respected and trusted. Trusting your team to make the right decisions for the company empowers the employees to do their best, strengthening their loyalty towards the company. Ideally, all the aforementioned elements work seamlessly together to enhance the efficiency and productivity of your workforce. Employees are more engaged and loyal when they uphold company standards and work well in teams. Moreover, when they feel trusted, they can build upon the trust even further. As a result, the need for supervision is no longer a priority, saving both parties time and energy to be invested in the work itself.