Employee rewards and recognitions come in many forms and are employed to various degrees of success.
We are asked by clients; How can I go about changing workplace culture? In a series of blogs, we shall look at how we can effectively change workplace culture and improve employee engagement to produce a highly-productive and happy workforce. To do this your organisation must first place core values at its foundation. Here’s what we consider essential when considering your organisation’s core values. Values Need to be Actionable Integrity, quality, excellence may sound familiar, but they are too vague and don’t necessarily drive behaviour. Your company values should be the backbone of everyday decision-making. Think of company values as a GPS map. Every time an employee comes to a fork in the road, they should be able to call on a core value to help guide their decision and move them in the right direction. Actionable core values always present a trade-off between two good things like speed or perfection. Some examples of actionable values are: Being accountable/taking responsibility for actions. Making a difference. Focusing on detail. Delivering quality and keeping promises. Going the extra mile for clients and colleagues alike. Being reliable and remaining positive. 7 Plus or Minus 2! There’s a theory in psychology that most adults […]
To enable religious inclusion at work you should make it so everyone is comfortable enough to identify as following their religion without their religion impacting on their career. That isn’t the same as getting others involved in the religion or providing a platform or acceptability for people to push their own beliefs on others. True religious inclusion at work comes from a culture of acceptance of each other’s differences and intolerance of prejudice or discrimination. Six Ways To Enable Religious Inclusion At Work Avoid indirect discrimination Have a respectful culture Have zero tolerance of discrimination, prejudice, and hate speech Have adequate policies and practices Avoid faith-based bias Separate religion from identity 1) Avoid Indirect Discrimination Indirect discrimination is where company policies or practices inadvertently exclude a group of people. It might be something seemingly innocuous like only holding team meetings in a pub (excluding religions that ban alcohol), or buying everyone bacon sandwiches on a Friday morning (excluding those who don’t eat pork or meat). Or it might be more serious. For example, turban-wearing Sikh’s are exempt from wearing protective headwear in the workplace (with some exceptions). Indirect discrimination would be having a policy that fines or disciplines people who […]
