067 | The 6 characteristics of a healthy work environment - Part 2

Last week, we discussed the first 3; go and listen to episode 66. Systems Expectations Staff performance Let’s jump into the next 3: 4. Workplace Culture This truly is a huge topic, but I’m going to break some green and red flags down for you here. 7 Green flags People care about each other People feel safe People know where they stand, their role, their expectations, there is no uncertainty Low to zero stress levels - there will be some form of stress for deadlines, projects ect. But it shouldn’t be about the everyday, it should be healthy Your voice matters, you’re able to have a say without fear of retaliation, discrimination You can be yourself (within professional boundaries of course ;-) ) Organisation is driven by values and everybody actually sticks to these values 7 Red flags High staff turnover People feel constant frustration with one another and with management People feel as if management are to blame for everything and don’t take personal responsibility There is absolutely no accountability towards anyone Performance isn’t measured or rewarded People are doing the absolutely bare minimum and others constantly feel that they are carrying the weight of that person No clear expectations, policies and procedures (SOP’s) or communication The Free organisational gap analysis will analyse it for you and give you some tips 5. Accountability What does accountability look like in your workplace? Is there any? Are people held accountable for their actions, behaviour, tardiness, lack of respect, gossiping etc. The best places to work are those that keep people accountable. I had the wonderful opportunity to speak to so many HR managers and so many of them agree, the best places are the ones who keep people accountable. These are people who have worked across multiple different sectors, big, medium and small businesses who know.   No accountability = a huge gap and opportunity for organisational failure 6. Staff Training & Development This does not only include professional development. That’s important, for sure, but think about all the other missed opportunities. It starts with onboarding, what does that look like, are you seizing the opportunity to set that person up for success during onboarding? Then what happens after, are they just left to the wolves? Or to fend for themselves when it comes to learning and training. Or what does this look like in your organisation? Personal goals Annual goals Annual training Training days Professional development and training days Have a listener question? Submit it at https://womenoffaithinleadership.com/podcast Next steps:  1. Navigate to https://womenoffaithinleadership.com where you can: Join the community of like-minded female Christian leaders. This is where I will be hanging out if I'm not on the podcast chatting to you all. Come share and support each other here.  Subscribe to my newsletter so you can stay up to date with all upcoming episodes and any other exclusive or special offers. 2. Book your Confidence Coaching session: https://tidycal.com/rikawhelan/coachingcall 3. Connect with me on LinkedIn: https://www.linkedin.com/in/rikawhelan