In the most recent times people have been bifurcated into two different sections in terms of believing in zero tolerance when it comes to the need to act sustainably in preserving culture and on the other hand there is a section of people who have least responsibility when it comes to the need to act sustainably in preserving culture,. As individuals, we are governed by a set of values and beliefs and we must understand that small actions add up to a collective impact. We struggle to adapt our behaviors and to adopt new habits, even when we want to.
What effective ways do you think that HR can undertake to develop a sustainable corporate culture? Let’s dive in!
Human brains have limited cognitive capacity which enables, very little information to process through the brain. Because of this, on a subconscious level, we tend to avoid anything that feels like a hassle. We default to simplicity. Therefore, we can create positive behaviour change by making the sustainable option the easy option.
To create long lasting new habits amongst your employees, start with small tasks like things that are easy to do and too small to say no to, such as choosing ceramic over paper cups, and putting tea bags in the compost bin. Small goals are the key to major transformations, they break down resistance to change and, in the process of completing them, we begin to transform the way we see ourselves in internalizing the identity of being a recycle, for example. This identity then spills over into other areas of our life, and a multiplier effect takes seed of the various aspects relating to that of culture related to values and beliefs. It is the responsibility of both the employee and the employer to safeguard these interests as a whole, let’s have a look at top effective ways which helps to create a sustainable culture.
- Employee Behaviour
The small acts that every individual involves himself/herself in the office will actually showcase their enthusiasm at the work, this in turn will enable him/her to become a better person in their life.Therefore, it is the duty of the HR manager to identify the various employee behaviour patterns in the organisation and enable them to project their likes and dislikes to bring about a torrential change in the organisational structure.
- Employee Friendly work environment
Work environment needs to be given at the most importance and this will in turn help in increasing the morale of the employees. It is the duty of the employers to make sure the working place will help the employees feel at home. The ambience is an important aspect that counts big when it comes to employee satisfaction and enables a feel good environment to work.
- Sowing strong coworker relationship
It is important to have strong relationships at work and this helps in driving towards employee engagement, but it does not happen at the first go. Building strong coworker relationships takes time and effort. It is required for the HR to schedule time for it, develop the interpersonal skills of the employees, show them the appreciation for the good work and ultimately be positive.
- Dumping traditional metrics and educate the employees on revenue generation.
The only aspect that people are actually interested in is the numbers, an important question to ask is that, What do the metrics have to say? This data is used by many to frame the majority of the interactions with others in the workplace, and the problem with that is it creates a dissent and disconnect between the employees and the company.Staff is less likely to feel like they are making a valued contribution to the company’s success when they are working to achieve short-term targets without understanding how those numbers ultimately impact the company’s goals or shape the company’s presence in your sector. Its is the duty of the HR to act as a bridge between the management and the employees to explain the importance of revenue generation and dissolve the problem of dissent among the employees.
- Hire for your culture
While skill sets and job prerequisites are important, it is the duty of the HR to shift gears and understand the mindset of recruiting people that match the goals, values and mission of your company. Recruiting to the culture of your business allows you to potentially tap resources in the job market that you would not have otherwise considered, and it improves your employee retention.
- Contribute to the community
It is important to give back to the community when the company and the employees are on a high with respect to greater yields from the business. The corporates have therefore come up with a module called the corporate social responsibility. The SMEs do not actually follow this module and it is therefore necessary for the HR to develop a module to bring together the employees and the community. This in turn helps to develop a connect with the society and thereby there is a huge contribution from the company point of view in terms of instilling values and compassion towards the people.
- Give and take a solicit feedback.
Employees do not get enough feedback, and when they get it is often vague or perceived as inauthentic. According to the company policy they do an annual performance review and consider that to a one time feedback module to the employee. It is important from the HR point of view to give regular feedback to the employees periodically.
Regular, timely and constructive feedback is an important way to improve performance, whether that is the performance of the employees or of the company as a whole.It is also important to ensure that the organizational culture allows everyone to feel comfortable giving both positive and constructive feedback.
It is therefore the responsibility of the Human Resources to culminate all the factors that contribute to bring about a sustainable work culture in a given organisation. The Human Resource needs to act as a channel to connect people from different backgrounds and platforms, thereby enabling a centre stage to bring into limelight the importance of values and beliefs in the closed circuit of human bonds. Sustainable culture is therefore important in order to bring about a change in the personality of the employee which in turn helps in bringing greater yield to themselves and the organisation as a whole.
Here, Husys as a International HR Consulting Service providers helping our global partners to revamp their existing strategies and structure new strategies to create a sustainable culture and transform the employee culture.You can write us to firstname.lastname@example.org for any queries or further support.