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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

Comments

  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 "

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