The 3 pillars to creating a workplace where people LOVE to work?

We have all seen it, and if we are lucky, you have experienced it first hand:  an amazing work place where employees are engaged, fulfilled, feel valued and emotionally safe; where everyone is working toward a common goal.  It's like a boat with all the oars rowing at the same pace, in the same direction.  

What is the secret to creating an organization like this?  On the outside, it seems as though its a generational thing, or that someone in the company simply tapped into a way to have fun at work, like adding ping pong tables.  But, the desired result is much more involved and more importantly, intentional.  

We call this being a "Talent Magnet" TM.  Everyone wants to work for you.  How do you create such an atmosphere?  

It takes 3 pillars: Leadership, culture and planning.  

Never be fooled by the sense of ease of the "Best Place To Work" winners.  They have planned out very purposefully how they want their workplace to feel.  This is done on the outset by the LEADERSHIP of the organization.  

Too many times the culture of a workplace is cast aside as a nicety, organized by administrative support or Human Resources.  No offense to admin or HR but, treating culture like an afterthought is NOT the way to attract or retain top talent.  LEADERSHIP needs to intentionally set the tone of the workplace at the outset by asking questions like: 

  • Why are we here? what impact do we want to make in the world? 
  • What do we stand for? What are our shared values? 
  • How to we connect and communicate?

The answers to these questions lay the foundation for your CULTURE.  How you communicate and implement your values and purpose defines your culture.  

Culture is the glue that builds a sense of belonging.  It is elusive because it is ultimately what defines your organization and it is unique.  There is no magic formula for culture, however there are some exercises you can do to hone in on your own sweet spot. 

  1. Create transparency and consistency when communicating your shared values.  This will form a sense of belonging and help to identify, attract and retain talent because you will know if they are a good fit.  
  2. Plan organizational events that provide opportunities to interact, contribute to a bigger cause (reflecting your common values), and create.  Getting people to use skills they don't normally use at work helps to provide neurological balance, discovery of previously unknown strengths, and a sense of camaraderie.  
  3. Provide an ongoing process that is part of your strategic planning.  If you only talk about your culture once a year, it will take a back seat.  "Best Places To Work" organizations continually communicate values and purpose, as well as support events that enhance the workplace experience. 

The famous saying, "A failure to plan, is a plan for failure" is just as true in creating an amazing workplace.  Leadership must continue to engage in this conversation by building it into the organizational strategic plan, year after year.  This part of your planning is just as important, if not MORE important as your marketing plan, or your sales plan, because, let's face it: PEOPLE make up your business.  

When leaders

  1. understand that people are the fuel that makes the engine of their business work,
  2. are intentional in how they communicated shared values and purpose
  3. PLAN to integrate that into the long term operational structure of the business

their organizations become places people LOVE to work.  

Do you need help developing a plan?  Let us help you!  Grab your FREE checklist here.



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