Are you unsure where to start to improve your company's work culture? In this video, Lori, AgHires Founder, shares three basic yet highly impactful tips that you and your leadership team can implement today to drive an improved work culture, which ultimately will improve work performance.
Give Recognition
The first one is recognition. Yes, one-on-one recognition is great, but peer recognition is better. Think of ways you can do a shout-out during a team meeting or a group chat when someone has snagged a large account, has worked extra hard on a project, or maybe even recognizes a team as a group for having a really good quarter. There are endless ways to give that recognition throughout the year.
Say Thank You
The second tip sounds really basic, but it is a thank you. Think about having a consistent appreciation for your employees' work efforts. That might be a thank you in the moment, or it might be something more formal, like a spot recognition award or a thank-you card. A thank you can be said in many different ways and still be appreciated by employees. Something like what my husband often says is, 'I appreciate it,' or 'I'm grateful for your work,' or 'Thank you for all that you've done this year,' or 'Thank you for all you've done on that project.'
Ask for Input
The last tip is to ask for input. Your employees want to be part of the solutions in your organization, so ask them for insight on how to solve a problem or what are their thoughts for areas of improvement. You might not take every idea they give you, but if you take one idea and implement it, I promise you there are many more to follow. And nothing is more motivating for an employee if they feel like they're part of the team and part of the ideas that are driving the business forward.
Improving your work culture doesn't have to be a big, daunting task. It has to be genuine; it has to be consistent—something that you just don't do once a quarter to check that box. It's more of a lifestyle for the leadership and how they interact with their employees.
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