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Work Culture: How to Make People Love Your Workplace?
Work Culture: How to Make People Love Your Workplace?

September 12, 2022

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This blog will place a seed of thoughts to make people love your organization. The intention is simple—to co-create a happy workplace. The happiest workplace is one where people feel challenged, appreciated, and free to make decisions. A place where you feel taken care of.

You’re going to read some tips that would look obvious, however, pose challenges while implementing them on the ground.

Let’s see how I applied the people-first approach in my organization. So, you can.

Practice Empathy

Empathy shouldn’t be just an abstract concept that’s written on the office walls or careers page as values. So how do you make people feel the same emotion?

The best way to build value is through practice.

For example, recently we held an EMPATHY Day where teammates dressed in yellow gathered at the office. Each one wrote THANK YOU notes dedicated to their peers or seniors to show gratitude for whatever good reason they feel thankful for. Imagine your colleague saying, “I’m so lucky to work with you. Thanks for always supporting me.”

Feel good activity, isn’t it?

That’s why hand-written notes are so powerful. I have glued some notes on my desk and mind. The idea of this activity is to develop gratitude feeling among co-workers. Suppose you’re not in a good state of mind, so you take off. The next day you see your task is finished by your colleague. You feel thankful for this gesture. That’s how the bonding between teammates strengthens and the value spreads into building a great culture.

Make Learning a Habit

Give employees what they want – Learning and Self Development.

People want to learn. And, when they’re provided with what they want–they’re more likely to be content and satisfied with their role and the workplace. 

I presume your talent strategy focuses on hiring curious people into the organization. Because curious people bring creativity and innovation to the workplace. 

Read the Talent Strategy case study here to create a learning organization. 

The first step to building capabilities is creating a competency framework (for example, Competency Matrix). Don’t forget to involve your TA-Manager in this activity. Set organization learning goals and objectives for each career path.

For example, the growth path of a software developer can be:

 

 

 

 

501

CXO

 

 

 

 

 

 

 

 

 

 

 

Become an Entrepreneur

303

Senior Director

Sr. Director Technology

Sr. Director Technology

Sr. Director - Product Management

 

302

Director

Director Technology

Director - Technology

Director - Product Management

 

301

Associate Director

Associate Director - Technology

Associate Director - Technology

Senior Product Manager/Associate Director - Product Management

Associate Director- Delivery

 

 

 

 

 

 

 

Become a Leader

203

Senior Lead

Senior Tech Lead

Senior Technical Architect

Product Manager

 

202

Lead

Tech Lead

Technical Architect

Associate Product Manager

Delivery Manager

201

Associate Lead

Associate Tech Lead

Associate Architect

Product Owner

 

 

 

 

 

 

 

 

Become an Expert

102

Senior

Senior Software Developer

Senior Business Analyst/Senior Product Analyst

 

102

Expert

Software Developer

Business Analyst/Product Analyst

Scrum Master

101

Beginner

Associate Software Developer

Associate Business Analyst/Associate Product Analyst

 

 

 

Then, we need to do the Training Needs Identification (TNI) for each skill set at an individual level. Once we identify the competency, it becomes easy to essentially arrange the training and upskill or cross-skill the team.

Flexible work practices

As an employer, you expect accountability from the people. Create a culture where people are held responsible for assigned tasks. Strive to be a task-based company rather than a time-bound workplace. It is the core of a flexible work environment. And flexibility comes when people have a choice to finish their tasks regardless of where their workstation is located.

Hybrid work practice would be a win-win for both the employees and the employer. Visiting your office twice or thrice a week can help you connect better with the team.

Because you might have observed how quickly one can resolve an issue by interacting in-person. Than sending a meeting request, waiting for ages or till the next day’s stand-up call for an otherwise simple solution.

Recognition

Never underestimate the power of recognition. Remind your best performers with appreciation in the all-hands meeting. Recognition makes people feel respected for their hard work and motivate them to do better.

Create ways to recognize the average performers as well. It could be simple as an email shoutout. Every individual has some good traits or work practices that help the team. As a leader, you must do the handholding to let average become good. Good become excellent. Your constant effort should be to keep your team morale high.

Final Words…

Let flexibility motivate your people.

When people spend most of their time working for your business — their well-being and professional growth must be your highest priority. So, creating a happy workplace, makes it a lot easier for your people to show up every day and give their best at work.

I hope this blog encourages you to create a happy workplace where people collaborate better.

How do you make people love your workplace? Let me know your views on the best workplace practices that are worth practicing.

 

Author Bio: 

Khushboo Jain (HR Director Techspian)A person smiling for the camera

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Khushboo leads employee functions like Recruitment, HR, People Ops, Learning & Development at Techspian. She has 14+ years of experience where she not only grew teams by finding the right talent but also established a strong accountability-driven culture with the right tools and processes to support it.

 

 

 

 


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Techspian got incorporated in 2020 with the intent of spreading the power of technology. In one year, we grew to a more than 150 people team of technologists and product champions that help many travel businesses in their technology transformation .We work with businesses as their technology partners to help them realize their business plans and provides end-to-end support for every stage of product development, starting from discovery to supporting live systems. Techspian is now focusing on niche technology needs of today’s world like cloud, data science, automation by building a highly efficient Centre of Excellence for these technologies. Specialties: IT Solutions and Services, Consulting, Business Process Outsourcing, Products and Platforms, Engineering Services, Cloud Services, Artificial Intelligence, Digital, and Big Data, Travel Technology, Hotel Mapping, Room Mapping, and AI ML based platform

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