A goal for any employer is to have a highly productive workforce regardless of industry, sector, size, or product to achieve company objectives. Whether employees are working from home or in the office, what can you do to create a high-performing workplace? You do it deliberately. You pay attention to the culture of your organization. You individualize your approach to how teams work best. You are clear about your mission, vision, and goals of your organization.
There are many components to consider when working toward becoming a high-performance workplace, and often employers don’t deliberately work to create the framework within these components to foster the high-performance workplace.
Consider some of the components of a high-performance workplace:
- Hire right – be deliberate in who joins your organization. Establishing proven practices to ensure the “right people are in the right seat on the bus,” as quoted from Good to Great by Jim Collins, may never go out of style. Create selection processes that lead to consistent good hires that drive business results.
- Know how your employees define your culture – be deliberate in what you want your culture to be and take action to make it that. Regularly talk about the culture you want, where you are succeeding, where you need to improve and encourage people to be flexible to change with you to create the desired culture.
- Be clear about your mission and your goals – be deliberate in talking about your mission and your goals. Employees want to feel part of something and want to know how they contribute to the success of the organization. Regularly taking about your mission helps employees draw a connection to the organization and their role within your organization.
- Create developmental opportunities – be deliberate in creating opportunities for employees. According to Gallup, “one of the most important factors in creating a high-performance workplace is instilling a high-development culture: one that values the growth of individuals. This concept sometimes scares managers because they feel if they develop their employees, the employees will walk out the door with all these new skills. Although that may be correct, organizations that are developing their employees are creating a place where employees want to work.
Taking steps in each of these areas can position organizations to perform at high levels, resulting in more substantial bottom-line outcomes, higher employee engagement, and an overall positive workplace environment.