7 Action Steps to Creating a Healthy and Thriving Workplace Culture

Today’s business world is characterized by fierce competition. Business rivalry is intense like never before. For any business to remain profitable, regardless of location, size, or industry, it must achieve and sustain a competitive advantage over its rivals.

Despite this great desire, many businesses have failed to focus on what would set them apart: coming up with conditions necessary to make the organization and its employees thrive. It is usually a win-win situation when the company and its workers succeed.

Organizational culture mismatch has contributed immensely to the failure of organizational productivity and performance for a long time. Supporting employee well-being through outdated and ineffective programs has led to poor performance and the wastage of corporate resources.

For an organization to succeed during turbulent times, it must create a thriving workplace culture. 

I share seven steps to help you create a healthy and successful workplace culture.

01.

Analyze the Current Situation

The current state of the business organization needs to be examined. What is the health of the organization? Is the organization achieving its strategic and financial objectives? How is the workforce led? Are they motivated enough to work, and are there any reasons to cause worry? Is the moral right, or is the rate of worker turnover high? Do they feel valued at the workplace and part of the organization’s great asset? This is done to gain a deeper insight into the organization and its employees’ well-being to guide change efforts.

02.

Strategic Planning

While planning for the long-term goals of your business, it would be wise to involve relevant stakeholders, including employees. You should conduct the exercise in a participatory and interactive way. Avoid instances where external consultants meet with a few people to generate the company’s strategic and annual plans. 

People are known to support what they have helped create. Involving employees as part of the many stakeholders in this planning exercise would help clarify the values and organizational culture.

03.

Develop Quality Leaders

Transformational, emotionally, and culturally intelligent leaders will help foster quality relationships and help the organization achieve its goals efficiently and cost-effectively.

04.

Create A Supportive Climate

Organizational climate manifests as a culture with good communication, observable actions, and policies. Employee growth and development, which entails well-being as a daily business routine, can be supported by an environment developed by an astute leadership and management team.

05.

Rethink Change

We usually start on the wrong foot when we ask ourselves inappropriate questions; “How can we get our employees to be more diligent at their work? How can they be safer, participate more actively, be strong and healthier, etc.?” 

The right question we should ask is, “How can we come up with the conditions necessary to make people motivated and self-driven?”

06.

Deploy Quality, Evidence-Based Programs, and Resources

To effectively support the well-being of employees, organizations will be required to gravitate away from the usual 4P’s (Pry, Poke, Prod, and Punish) ) “wellness or else” programs and embrace quality and evidence-based approaches.

07.

Continuous Quality Improvement

Culture and well-being are not static but dynamic targets. For this, it is essential to approach monitoring and evaluation in a way that supports ongoing growth and development. Contact Live With Lyfe for a free lunch and learn about creating a thriving culture.

Remember, if you’re doing HR or DEI alone, you’re doing it wrong.

Kenston Henderson

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