Creating an inclusive workplace environment and positive business culture for all employees can increase productivity, provide positive wellbeing and deliver retention benefits.
An inclusive workplace is one that sees a diverse range of people encouraged to provide their own individual skills, knowledge and background to the business. When people have a sense of community, they generally feel happier in their surroundings. Having a positive and open attitude toward your business culture can help employees to really enjoy being connected to your business.
BUILDING POSITIVE BUSINESS CULTURE
Appropriate training and orientation
Employees, contractors and customers should understand from their first encounter that the business is a safe and inclusive environment. This means appropriate training and orientation must be given to ensure specific values and practices are upheld. It is much easier to employ individuals who agree with and respect inclusive workplaces than to try and change the workplace culture later on.
Team building is a great tool for breaking down barriers between employees, allowing individuals to bond and connect outside of the work environment. There is a vast array of activities that constitute as team building. For example:
- Office luncheons
- Open workplaces
- Group work and problem-solving tasks
- Staff retreats
- Icebreaker games
Business ethos and values:
Creating an inclusive workplace has to be embedded into your brand as a whole. As a boss, this open approach and attitude will need to start with you. Employees are more likely to thrive if they feel that their leaders have the same values and views that are expected of them.
Interested to learn more?
If you would like some more about building positive business culture get in touch with the Taggart & Partners business advisory services team by calling us on (07) 3391 1188 or emailing us at email@example.com and see where strong business ethos and values can take your organisation today!
*** This publication is for guidance only, and professional advice should be obtained before acting on any information contained herein. Neither the publishers nor the distributors can accept any responsibility for loss occasioned to any person as a result of action taken or refrained from in consequence of the contents of this publication. Publication date April 2018