Skip to main content

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. 




  1. True Ramana -Interesting article - I was reading a book by Richard Branson today in the car and i could see lots of similarities between what you said and many statements in that book.It states "When people leave a good company ,its often because they dont feel good about themselves .They feel marginalised ,They feel ignored "


Post a Comment

Your comment shall be updated subjected to moderation

Popular posts from this blog

Our vehicle is yet to come!

It was two weeks back one early morning I got into a cab towards Chennai airport .The driver applied a sudden brake and after few jerks the journey became smooth .Like a typical day I was checking my mobile for messages and the driver suddenly opened up with this statement to me  “This is what is being lucky all about”. Wondering what has happened I asked   why and what do you mean? He asked me didn’t you notice the puppy dog which was about to be hit by our car was taken by the family of another Honda city car which came behind us. I said “No”. He said one statement  “Would the puppy have ever imagined that from today it’s going to get a great family and meal from now on?” After casual conversations with him when I boarded the flight and I was re-thinking on the incident. What was about to happen first for the puppy was a great disaster but in few seconds it became a great wonder for life. On a relative scale its fraction of seconds in puppy’s life may be its years in

Top seven things that leadership candidates should think about!

Ever since the concepts of management got evolved the one phrase which would be undoubtedly accepted is “It’s not the volume but the value that matters” . This phrase becomes more apt in the leadership hiring process as it is purely a value transfer in terms of many parameters which is do with hard competencies ,soft competencies etc. Having been and continuing to be in the recruitment and more precisely in the leadership hiring industry in my experience the following are the seven key parameters which might be unstated but one as a candidate should keep in mind when we go through leadership hiring process. Success is appreciated & equally failure lessons: In my experience I have seen resumes and leadership candidates talking great about their achievements, projects success, driving company results etc. As much as these are really great in a span of close to decades of experience I am sure everyone would have made wrong decisions and seen failures as well. In my exp

CBHR- HR on the Wheels - Our First Initiative

Very recently I read about the nudge theory which impacts the behaviour of Individuals. The theory in simple terms means  "Small activities or triggers can influence behaviour of individuals or collective group.   “For example a simple LED directional arrows in walking path can direct humans to walk in a straight line in a much crowded environment. This shall have significant impact in crowd management etc. To know more on nudge theory please visit  CLICK HERE FOR NUDGE THEORY .As founder of CBHR - Chennai Beyond HR - An initiative to take  HR Beyond Organisations ,  an initiative  was taken for road discipline to make a statement that HRs can do beyond organisations and make small impacts. The first meeting for this year was organised on 16-06-2018 and we had CBHR members participating in it. To know more about CBHR first meeting and details please visit  CLICK HERE As a first step we have launched this CAR stickers which shall be pasted on the cars of CBHR p