“I
believe happiness is a choice. Some days it is a very difficult choice.” – Steve
Gleason
Our three part series on the changing work environment
was inspired by findings in the Staples Advantage Workplace Index (http://bit.ly/1ULVQr7).
Findings in the report reveal that half of workers state feeling overworked is
motivating them to look for a new job, 62% say wellness programs are a selling
point when looking for a new job, but only 35% actually have a wellness program
at their current job, 3 out of 4 respondents say their employers don’t give
them access to the latest technology to do their job efficiently. You can read
more by clicking on the link and reading the full report.
In part III of our series ( In part one we talked
about providing flexibility and in part two last week we discussed providing
autonomy) on the changing work environment we discuss the importance of
providing choice. Employees are not willing to give 100% to a job where they
feel trapped. They want opportunity and they want choice.
What
does it look like?
In the changing work environment, employees want to
know that they have choices. In this new environment management is not
dictating ‘how’ everything gets done. Employees are given the ‘what’ and the
‘why’, and then they are given the opportunity to make decisions and design how
their work gets done to meet the goals of the company. In addition, they are
empowered with the training and resources they need to be successful.
Why
is it important?
Employees want to know that they are making a valuable
contribution to something bigger than themselves; they want to feel truly
invested in their work. When employees have choices, they have a sense of
control which shows them that their input is valuable. It tells them they are
trusted and are important.
Not long ago Glassdoor published its list of the Best
Places to Work 2016 (http://bit.ly/1lN0I2p).
Topping the list was Airbnb. An employee
review for MindBody (#14) in the Glassdoor article writes, “It’s a culture of
happiness! I’ve never been in such a positive environment. Management
encourages you not only professionally, but in personal aspects of life too. So
thankful to work for such an amazing company!” That sounds to us like a company
that understands the value of their employees and wants them to succeed.
How
do we do it?
Providing choice requires management to let go of the
control they have clung to in the past. Old habits can be hard to break; here
are six ACTION steps to help you think through your current operations and to
embrace providing choice.
Accountability – The ebb and flow of an
organization that provides flexibility, autonomy, and choice hinges on
accountability. Regardless of what the organizational structure looks like or
how teams are assembled it all comes down to mutual accountability if it is going
to succeed.
Collaborate
– In this changing work environment collaboration may take on a new look as
well. Your box approach to thinking may now look more like a circle that makes
room for more people, new ideas, and greater potential. If your workplace environment
changes so too must the way you work with others also change.
Train
– John Maxwell said, “The people’s capacity to achieve is determined by their
leader’s ability to empower.” This is so true in the changing work environment.
Training is essential not just for your success today but how you will look and
operate five years from now and beyond.
Inspire
– What your people need to see as they embrace a new work environment is
greater ownership, greater opportunity for growth, and more control over their
future. Inspire your people to the possibilities before them and remind them of
it often.
Opportunity
– The changing workplace environment can be frightening for people who have no
voice in the direction they are going or have not bought-in to the vision. If
one’s opportunity is not clear to them they will be the last to embrace change.
Be vocal, be clear, and be out front with the opportunities that exist and for
the ones they will create.
Now
– The time for creating this new workplace environment is now. And we would
like to remind you of what we advised in part one of this series. Take baby
steps and tackle one or two small changes that you can implement right away. Be
intentional about your changes and make them gradually. Include your people
when charting the course. But get started!
© 2016 Doug Dickerson and Liz Stincelli
Liz Stincelli is the Founder of Stincelli Advisors
where she focuses on helping organizations engage employees and improve
organizational culture. She holds a Doctor of Management degree with an
emphasis on organizational leadership. Learn more about Liz by visiting her
website: www.stincelliadvisors.com
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