The ultimate objective of hiring employees is to help each of them perform well for the overall benefit of the organisation. All organisations want to grow, and that begins with a great idea that’s executed well across the entire organisation, by each individual employee.
Performing well depends on both the employee as well as the organisation’s management – you can’t put the entire burden on the individual to perform well.
An Olympic swimmer may have excellent swimming and diving skills, but ask them to jump into a lake to find sunken treasure without any experience or knowledge of the environment, and the probability that they fail is likely to be high. It also wouldn’t be very friendly or practical.
So what makes an organisation employee friendly?
Firstly, consider the employee lifecycle. New employees need to be trained, given a chance to practise and to develop their skills, and then assessed. This process is not so much about their abilities or the reasons they were hired, but more about their integration into the organisation, its culture and its people. Smooth integration ultimately enables new employees to perform the tasks they are really good at.
Secondly, work and lifestyle need to be aligned and integrated into the company culture. Yes, each employee is hired to work a set number of hours each day, but work shouldn’t be compartmentalised or separate from the rest of an employee’s life. Life happens, and personal and family interruptions are normal and to be expected. Allowing for interruptions, within reason, is the first step to helping employees feel that they belong. Some companies have set up individual phone rooms or rest areas to give employees a chance to engage in their personal worlds.
Thirdly, appropriate resources must be provided to get the job done. We’re not just talking about desks, chairs, phone, etc., but more along the lines of access to people, engagement in meetings, and one-on-one time with their boss. Communication is fundamental toward creating unity and team building, as well as to help with the direction and knowledge required to get a job done well.
Fourthly, a sense of engagement must be established. Some employees may feel like all they want is to be left alone and to just get on with it. However, everyone needs to be engaged to some degree with other people, and some more than others. It’s up to you to ensure that a sense of engagement is established a comfortable level.
And lastly, a sense of awareness of individual contribution towards greater organisational unity must be encouraged and discussed. Without acknowledgement and reward of good performances, employee motivation quickly fades. Worse, negative comments can harm employees’ self-esteem, and not in the sense of constructive criticism. Communicating the acknowledgement of each employee’s contribution helps create unity across teams, departments and whole organisations. In turn, this promotes employee motivation, engagement and loyalty that helps stimulate overall organisational growth and productivity.
There may be more ideas like these mentioned here that could help create an employee friendly organisation. The point is that ultimately all these ideas help generate a positive, friendly environment, one that helps each employee to perform their best, where they feel a sense of belonging and meaning.
From a technology perspective, today’s human capital management solutions can be used as a tool to leverage and achieve heightened employee friendliness, to achieve the belonging and meaning that most employees are looking for.