July 01, 2024

067 | The 6 characteristics of a healthy work environment - Part 2

24 minutes

Last week, we discussed the first 3; go and listen to episode 66.

Systems

Expectations

Staff performance

Let’s jump into the next 3:

4. Workplace Culture

This truly is a huge topic, but I’m going to break some green and red flags down for you here.

7 Green flags

People care about each other

People feel safe

People know where they stand, their role, their expectations, there is no uncertainty

Low to zero stress levels - there will be some form of stress for deadlines, projects ect. But it shouldn’t be about the everyday, it should be healthy

Your voice matters, you’re able to have a say without fear of retaliation, discrimination

You can be yourself (within professional boundaries of course ;-) )

Organisation is driven by values and everybody actually sticks to these values

7 Red flags

High staff turnover

People feel constant frustration with one another and with management

People feel as if management are to blame for everything and don’t take personal responsibility

There is absolutely no accountability towards anyone

Performance isn’t measured or rewarded

People are doing the absolutely bare minimum and others constantly feel that they are carrying the weight of that person

No clear expectations, policies and procedures (SOP’s) or communication

The Free organisational gap analysis will analyse it for you and give you some tips

5. Accountability

What does accountability look like in your workplace?

Is there any?

Are people held accountable for their actions, behaviour, tardiness, lack of respect, gossiping etc.

The best places to work are those that keep people accountable.

I had the wonderful opportunity to speak to so many HR managers and so many of them agree, the best places are the ones who keep people accountable. These are people who have worked across multiple different sectors, big, medium and small businesses who know.

No accountability = a huge gap and opportunity for organisational failure

6. Staff Training & Development

This does not only include professional development. That’s important, for sure, but think about all the other missed opportunities.

It starts with onboarding, what does that look like, are you seizing the opportunity to set that person up for success during onboarding?

Then what happens after, are they just left to the wolves? Or to fend for themselves when it comes to learning and training.

Or what does this look like in your organisation?

Personal goals

Annual goals

Annual training

Training days

Professional development and training days

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By Rika Whelan | Christian Leadership Coach

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