What makes Great Work Places?

It is natural for all
of us to dream to get job in great  workplaces, as we spend majority of conscious hours
at work.  Great workplaces,  empowers its people. Demonstrates an affection
towards organisation and develop a desire to stay with the organisation.
What makes great
workplaces ? Research  proves, “more
money doesn’t make employee happier, nor cosy office premises”.   It is
the “Leaders”, who  play a crucial role in bringing up  great workplaces to work, with the trust and  commitment he demonstrate  among the employees of all ranks. This
facilitates employees to develop a trust towards their Leaders and develop a
desire to stay with the organisation despite opportunities to work elsewhere.
Take an extra effort and engage in behaviours that contribute to business
success.
This attitude will tend
to lead maximum job satisfaction i.e I
like my work and I do it well
with maximum job contribution ; I help my organisation to achieve the goals.
They are enthused to use their talents and discretionary efforts to make a
difference in their employer’s quest for sustainable business success.
How to make great
workplaces: I represent a construction company, which is primarily an
unorganised sector.  Recently, we had set
up a cross functional young managerial team  to identify key drivers, which will enable  our company to become Great Place to
Work.   The first step toward is that we have asked
this group to identify the key drivers.  A
few key  drivers identified were
discussed here:
Communication:
Effective two way communication between the manager and his staff would raise
employee engagement levels.  Employee
needs clear direction on what your organisation is trying to achieve,  communication about where the organisation is
heading,  knowing what is going on, what
is planned and why it is important.  Also,
encouraging employees to express their opinion 
upwards to their managers and higher ups rather than downwards, is
essential.  
Career
Growth: It aims to find an optimal
fit between the organisation’s and the individuals perspective. This means
finding a solution which is satisfactory for employer and employee taking into
account of employee’s past  skills,
abilities and knowledge with current priorities for developing people and focus
more on future talent needed.  This is
done by offering opportunity for progression. Managers should encourage engaged
employees to go in for new training courses, involve in learning processes in
order to achieve desired progression in their career.
Autonomy:
Employee involvement and participating in
decision making and the extent to which managers consider once ideas  will enhance employee engagement.  Managers must encourage employees to step
outside of their comfort zone and 
involve employees in problem – solving and decision making.  Trust in employees capability to do their job,
is one of the key elements.
Praise
and recognition:
“Justice delayed is justice
denied.”  The culture of recognising both
team and individual contribution and performance at project site and giving
positive , constructive  specific and
timely feedback is important.  The
Manager should appraise  employees
achievement with senior management team, which is essential part of it.
With these Drivers in
place, the group wants to focus on the capabilities of the Project Managers
(Leader of the project) . As saying goes, “people join companies and leave
managers”, the PMs play a significant role in bringing up the positive climate
that allows great places to work culture.
The aim for focusing
Project Manager (Leaders) in this journey is that they are the DNA of our construction and
infrastructure industry.  Employee
satisfaction  cannot happen  without engaged manager. The Manager has to
work on creating a highly engaged environment for its direct reports, as he is
a key leverage point in assisting his direct reports align and commit with the
objectives of the organisation..  The
engaged Project Manager will facilitate and empower the employees and show
interest in  appreciating and developing
their special talents,  thus creating an
aroma around him and develop employee engagement.
Economic
disruptions/recessions come and go but the organisation which has got great
leaders will succeed and survive in spite of outside environmental pressures
and depression. The advantages are, it will reduce attrition, productivity gets
increased many folds, as the employees clearly knows what is expected from them
at work and carry their task effectively and efficiently creating better
harmony and safety, resulting in better bottom line.
Finally, according to
me, the primary driver of success  for
any organisation, would be  how effectively
it  handles its employees, culture of
trust, opportunities for learning, manager’s support for work success.  I am sure that these aspects when met, the
organisation can dominate not just its current industry but any industry  that it chooses to go into. 
B
N VENKATRAMANA
ALUMNI  XLRI
HEAD
– HUMAN RESOURCES
CONSOLIDATED
CONSTRUCTION CONSORTIUM LTD

Leave a comment

Your email address will not be published. Required fields are marked *

One thought on “What makes Great Work Places?”