To develop an efficient and competitive organisation, experienced Managers understand that they need to cultivate an environment where staff actively seek to develop their skills, improve their productivity and increase efficiency in their roles.
When exploring what is needed to cultivate this proactive environment the following questions are usually the most useful:
- What does this environment look like?
- What do I need to know that will help me create this environment?
- How do I bring this environment to life?
It’s commonly accepted that employee emotional well-being (happiness), has a positively significant effect on productivity in the workplace.
Outcomes such as genuinely effective interpersonal communication, and a self-perceived higher sense of capability are all results of a “happy” workplace, and fostering this environment creates a a simple yet extremely valuable shift in workspace culture that earns greater customer satisfaction and better employee retention.
Happiness is multi-faceted and can certainly mean something completely different from person-to-person. However, there are a few commonalities that most people focus on when cultivating a happier work environment.
Happiness can be achieved by aligning the intrinsic motivations of the individual to their role in the business, which stimulates a greater sense of purpose and thus engagement. Thus, by having a genuine understanding of the individual’s strengths and challenges, management can celebrate those areas of achievement, while also supporting staff during their journey of growth and change.
Professional Development Tools
Management and HR Departments often use a variety of tools at different times to assist in the process of understanding their staff, their needs and what they need to cultivate to provide the ideal environment to be productive and happy.
The far too common trend is to roll out different tools at different times for different outcomes at different costs, to achieve a small, temporary boost in efficiency. This often becomes an overly expensive, disjointed and ineffective distraction to the business with minimal productive outcomes or possibly even a negative backlash.
The greatest challenge for Management is to find a system and process that analyses its staff, finds their “Happiness Triggers” and produces a seamless, ongoing development program that takes advantage of the individual’s strengths while providing a development pathway to address their challenges.
The REACH Ecosystem provides a unique approach that can fundamentally improve Managements ability to cultivate a happier and productive workplace. Regardless of the productivity, efficiency or happiness that the team is currently experiencing, the REACH Ecosystem provides unlimited resources to assess, analyse and grow to the levels required for success both personally and professionally.
This is not only analysed from a team perspective but also from a Senior Management level.
Some of the many resources available are the REACH 360 and Culture Surveys which take teams only a few minutes to complete and then provides Managers with automated and invaluable reporting. This includes engagement, productivity and insights relating to whether staff intend to remain with the organisation long-term.
All of these are key indicators to developing workplace happiness. From the results of these surveys, the REACH Ecosystem can then automatically provide customised team training needs analysis (TNA’s) and development plans as well as personalised coaching development companions to build and improve on each individual member of the team to foster better organisational environment.
Automated Professional Development
The REACH Ecosystem automatically provides growth dashboards allowing managers to follow the growth of themselves and their teams to ensure that the right outcomes are being achieved and if further adjustments are required to improve those outcomes.
All tools, reports and training materials are designed to be user friendly and can be facilitated by managers, however sometimes there are competing priorities and time is short, so there are options available to bring in external partners to facilitate certain tasks (Examples are Training and Coaching) from a wide network of REACH Ecosystem Practitioners.
The best part about the REACH Ecosystem is it allows you to identify both staff’s strengths and areas for improvement, and automatically generate individual and leadership development programs. It provides Managers with support, education and guidance around improving staff experience and retention which leads to a happier work environment.
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