These days it seems like people get lost in trying to create “great culture” or “a positive work environment.” It gives this notion that by and large, work is an entirely awful place to be and only a ping-pong table and Friday Happy Hour (between 4:30-4:50 pm) is the only way to rectify it.
However, that doesn’t have to be the case, as a lot of businesses have found some great ways to improving company happiness while simultaneously saving money. And luckily for you, we’ve compiled a few examples below:
Implement a fitness program
Whether we’re touring a perspective apartment complex or new workplace, one of the first things we always ask is “do you have a gym?” Even if we haven’t worked out in years, we ask. Why? Because it doesn’t matter if we work out consistently or are just trying to get back in shape, a healthy community is going to be a happier one.
As it’s been said a hundred times before, there’s numerous benefits to exercise and employee health. A few examples include increased energy, better focus, and fewer employees getting sick. This leads to an increase in morale, as well as a great tool for recruiting.
Looking out for their well-being
More than ever, employees want to feel secure about employers offering insurance. In fact, I’m willing to bet that you were to offer someone either the choice of health insurance or having an office with perks like ping-pong tables or a keg, they’d take the insurance every time. It’s just too vital to have, considering the enormous risks people face without it.
Whether it’s health, life, or even dental, offering your employees insurance will give them a sense of security and care. It says you’re in it for the long run with them and value them at their best, which is something any employee would want.
Focus on the quality of work, not the time spent on it
Perhaps one of the biggest things that cause a schism between employees and employers is this notion that the longer a person works, the better quality the work will be. This could not be further from the truth. When you think about it, not only are you punishing those that work efficiently, but you’re striking fear in others to stay at a pace that doesn’t allow them to move up.
While some may consider it ‘new-age’ or even silly, try implementing shorter days or even a four day work week. Although a relatively new practice, it’s been considered tremendously efficient at improving employee happiness. Plus, employees that are given a more flexible schedule are willing to make better use of their time rather than procrastinate or put things off for later. Finally, even it’s even been reported that your team will work even harder than its counterparts as they feel a stronger sense of duty.
Let Them Work Where They Want
On a similar point to the one above, giving your employees the option to work remotely is a huge step up for your workforce. After all, let’s face it - no one, likes being confined to the same small space every single day, five days a week, 52 weeks a year. Not even leadership puts themselves in that position, so why should do that to their employees?
I understand that some jobs require an employee to be on-site due to sensitive materials and whatnot, but to those that can provide the option, it’s definitely one worth considering. As we stated above, employees that are given more freedoms genuinely work even harder while increasing happiness, which is a win-win for everyone.
Curtail your perks to your company's culture
While a lot of what I listed above could be considered ‘benefits,’ perks are an entirely different ballgame. These are things you hear about that entice a sense of culture, which can range from a hot yoga room to free lunch provided every day. However, perk systems can be funny tricks as we get excited about them in thinking “this is going to be great!”...only to find out that everyone is too afraid to use the keg and video games are not permitted during work hours.
The reason I say you should curtail these around your culture is because that’s the only way a perk system can indeed make everyone happy. Gather them up and ask what they’d like to see in the office, as well as where their interest lie in spending the company’s entertainment money. If it’s important to them, it’s important to you, as well as to the people who want to work with you in the future.