The majority of the time, people have a misconception that making a great place to work is all about raising one’s pay, benefits and perks that come with the job. This is true only if the person is a task-oriented ‘alien’ and requires zero emotional support from people around him.
In reality, we require emotional support, which is one crucial ingredient in making a great workplace.
We spent more than 50% of the day’s time at work. The work environment is termed a second home because we might spend more time at work than at home. Therefore, it is paramount that we have great people at work so that we can call it a second home and not a ‘house.’
Years of research, including my personal great place experience, have proved that people are the critical equation in determining whether we have a great place to work.
For me, I prefer to go from great to awesome! How can we create an awesome place to work?
The answer begins with us. “If it is to be, it’s up to me.”
Years ago, I was glad that I joined an organization with great team players and leaders. The truth is, the organization was involved in some excellent place-to-work surveys, but it did not bother me what and why they were doing this.
I was already in a great team and an awesome workplace. In short, the survey result did not matter, but the people around me made a difference, and so is my attitude.
#1 You can get the best pay package but not the best people.
An organization can give the most incredible perk in the world and provide all the state-of-the-art facilities, investing millions in programs and engagement and still not getting anywhere near an awesome place to work in. Why?
The answer lies in the mindset of leaders. Very often, leaders wait for the organization to do their part. The mindset of “I am not paid to do this” destroys the leader’s credibility.
Team members look to the leaders for direction. I dare to say this, if you have a great leader that you respect and admire right now, you do have a great team, and you are already in a great place working. If not, start looking elsewhere.
No one in the world would give up the best people and environment in exchange for more significant monetary gain. Because people do work for money, but people live for a MEANING. It is the meaning that drives people to work and motivates them to go the extra mile because they know they will always have the right people backing them up.
#2. You can get the best people but not Trust.
“I believe in my leader” signified that the leader is highly trusted by his team.
“Everyone is on the same playing field,” says that this leader allows everyone to shine based on personal effort, not string-pulling.
“My leader and team value me,” says that the team members receive respect from their leaders and team members.
Building trust is about elevating Credibility, amplifying Respect and creating Fairness.
Trust needs to be built and to be earned by the leaders. It is not about authority.
Leaders must take proactive steps to explore how they can elevate trust not just on a personal level but also for and within the team. Only when the team leader and members are trusted can the team do more extraordinary things.
#3. You can get the most brilliant people, but people with pride in what they do matter most!
Pride has nothing to do with ego.
Pride is about the meaning your people give to their work; this is the most crucial part where leaders have to give meaning to people’s work. If I were a security officer today, my job is not about patrolling, guarding buildings and checking people in at the lobby.
If I take pride in my work as a security officer, I would say, “I protect people working in the building from harm. I ensure people get home to their family safely every night because I am the security officer for THIS BUILDING.” Now that is a security officer I want for my office!
This is the statement that you, as a leader, would like to hear if you are managing a team of security officers.
This shows that you have successfully embedded pride in their role and not just a job.
Do your team members have pride in what they do? Or do they see their role as a job, task, and a 9 to 5 routine?
If you can embed pride in their work, you can be sure when the time comes; they will go the extra mile for you.
People work for money, but people live for meaning. Give them the meaning and see how it will affect you as a leader.
At the end of the day, if your team members are being interviewed on what they think of you as their leader, what will they say?
While survey result can give only a number or percentage, what the people say about you are the real stuff on whether you genuinely have an awesome place to be in, a great leader whom people would love to follow and give you their very best.
I have this philosophy:
People leave the organization because of People”, but “People stay because of Leaders.
When a crisis hits an organization, those willing to stay can say,” I am staying because of my leader and my teammates.”
The secret ingredient for this – An AWESOME place to work.
This is Joseph@RISEUP Signing Off.
May You TRANSFORM, FLOURISH AND PROSPER in the brand new world!
#riseup #riseupglobal #showup #leadership #team #motivation #inspiration #motivation #influence #awesome #gptw
