Creating and maintaining a favorable atmosphere in the team is one of the main concerns of managers and personnel services. Features of corporate culture, non-material motivation and relationships between employees directly affect productivity.

An unfavorable organizational climate has a negative impact on business processes and leads to high level staff turnover. Providing favorable working conditions is beneficial for both the company and its employees.

How to create a favorable climate in a team?

The manager should not isolate himself from the employees; it is important to understand the mood in the team in a timely manner. Employee encouragement - great way creating a positive atmosphere and maintaining healthy competition.

If employees know that they will be rewarded for effective work, they will make every effort to perform their duties perfectly. Employees should also have the opportunity to discuss important work issues with their manager.

There are many definitions of the concept of “work environment”, but in general it can be characterized as the set of conditions in which an employee performs professional responsibilities. The current situation in the office corporate culture, the characteristics of the temperament and character of employees and management affect not only labor productivity, but also the loyalty of employees in the company.

Most employees Russian companies The concept of “favorable climate in the team” means the opportunity to realize knowledge and skills, respect and goodwill of colleagues, as well as encouragement for a job well done by management.

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It is important to create such an atmosphere so that each employee understands the significance of his contribution to the work of the entire team. The manager should hold meetings at least once every two weeks where any employee can express his personal opinion on solving a problematic issue or improving the production process.

From time to time an employee personnel service, an in-house psychologist or an externally hired expert should conduct an anonymous survey of employees to determine job satisfaction.

The manager should encourage respectful, trusting, and fair attitude of employees towards each other. It is also necessary to ensure that conflicts and problems are resolved constructively. When people feel recognized and rewarded for their accomplishments within a company, it creates a positive attitude toward the organization, their work, and their colleagues.

When you walk into the office of an unfamiliar company, it only takes a few minutes to assess the general atmosphere. Friendly or cozy, cold or repulsive - all this is felt at once. Such things have a particularly strong impact on company employees, and not only on their attitude towards the work itself, but also on their overall productivity.

Baby boomers at one time did not think much about corporate culture as such. They “inherited” jobs from their parents. They are accustomed to working strictly from nine to five, going out for lunch from twelve to one, and reporting to a boss who is at least 10 years older.

By and large, baby boomers never thought that working in an office should bring them positive emotions. The office atmosphere has always tended towards formalism (depending on the industry, of course), and a suit and tie was a mandatory part of the work rules.

Over the course of twenty-five years, as Generation X and the Millennial generation entered the labor market, not only working methods, but also ideas about the work environment have changed noticeably. With the decline of baby boomers, it has become easier for Generation X to influence corporate culture, reshaping it to their tastes and abandoning old restrictions like strict dress codes.

Over the past 10-15 years, which have seen a major leap in the development of communication technologies and an increase in the share of the millennial generation in the labor market, old traditions have begun to erode even more.

Today, literally everything, from the color of the walls in the office and the dress code to the length of the working day, is being revised. And let it make baby boomers gnash their teeth if companies want to get their hands on best shots in the market, they absolutely need change.

But how do you know what type of corporate culture you have and what needs to change in it? Let's look at what are the key characteristics and what you need to do to attract the best employees in the industry.

What defines corporate culture?

In a nutshell, communications. More specifically, the communication that comes from key decision makers in your organization and their willingness to listen and respond to the needs of subordinates.

Just like your customers, employees need communication. People need to feel that management cares about their problems, that their work is recognized, and that their colleagues respect them.

How to determine the state of corporate culture?

Ask yourself a simple question: when was the last time a senior executive interacted with the company's employees? Not through an assistant or internal communications department, but directly. The answer will give an idea of ​​the nature and state of corporate culture:

• If you answered “yesterday”, most likely your company culture is quite open and attractive;
• if your answer is “last month”, generally everything is fine too.

Do you remember whether other company managers communicated with employees during this month? Of course, it all depends on the size of the organization, but you shouldn't expect daily emails from your boss. It's simply not practical.

Consider also this:

1. Do employees know what the current state of the company is?
2. Do they know the organization’s income level for the past quarter?
3. What have they heard about the company's goals for the coming year?
4. How are things going with large clients: were there any losses or gains? Have key employees joined or left?

If you answered “yes” to the first three questions, then here’s the next one: how was the information disseminated?

1. Was it raised by any key person at the meeting?
2. Did people receive it, as they say, “at the water cooler”?
3. Or did employees find it on the Internet, such as online media?

If you answered yes to the first question, information is communicated in an appropriate way, in meetings and conferences, which means you have an open culture. If you answered yes to the last one or two questions, there is probably something wrong with your company culture.

And last questions:

1. Is it possible that CEOs and other executives prefer to keep information to themselves?
2. Are employee concerns ignored?

If you answered “yes” to the last two questions, your company culture is in serious trouble. In addition, you should evaluate how you and your company behave in situations involving major changes in the company. Few things can be as demoralizing to employees as rumors about upcoming layoffs received from the outside before they are officially announced.

Communication is trust, and trust is a guarantee of longevity.

And while a recent IBM study found that all three generations in the workforce (Baby Boomers, Generation X and Millennials) want the same things and a similar culture at work, the future of the workforce is still millennials. They're just starting out professional path, but they will have to work longer than their predecessors - up to 65 years and more. It turns out that it is their desires and needs that will dictate the shape of corporate culture in the near future.
But they want open communications and collaboration.

The idea that the answers to the most important questions belong to small, elite groups has lost its relevance. Millennials believe in the key role of collaboration. Today you can increasingly hear statements that modern business problems are more effectively solved together.

How to improve your corporate culture

Changing corporate culture is not a task of one day or even one month. Such projects are not implemented in a passive mode. Depending on who is leading the change, it can take several months, a year, or even a year and a half to make noticeable and meaningful changes.

The first thing you can do as a leader is open communication channels. Transparency is the key to everything. For better or worse, today's workers want to know what's going on. Knowledge is power, but it is more important to use it to create an atmosphere of community. When you communicate business challenges to a broad audience of employees, this in itself fosters the collaboration that millennials value so much. In the same way, telling stories about success allows you to feel involved in the company's achievements.

Second, you need to make sure that all of your managers are on board. You will need their efforts and input to make the change successful.

Finally, you will need the approval of the employees themselves. As soon as you start to change something, call a general meeting and talk about everything you want to do, explaining why it is necessary. Encourage employees to share ideas and recommendations—and listen to them! Depending on the size of your company, it may make sense to create a dedicated team dedicated to supporting change and monitoring overall progress.

A welcoming and open corporate culture is good for employee engagement, reduces turnover, and increases satisfaction and, ideally, productivity of your team. Don't underestimate its importance. Ignoring it can be very costly.

Cultural incompatibility is one of the reasons for turnover in companies. How to assess the comfort of the working atmosphere in a large team?

At first glance, a team of one hundred people sounds quite impressive, but everything is learned by comparison, and, if we take into account the presence of not only thousands of people, but also transnational corporations, it turns out that a hundred people are nothing at all. How can you ensure your team is as effective as possible? What is needed for this?

First, analyze: what is the atmosphere in your office or company? Is it beneficial for you and your employees? Are people leaving you? If so, why? Do you conduct “exit interviews” when employees want to leave your company?

I for a long time worked in personnel selection, and the main reason for changing companies was cultural incompatibility. And indeed: specialists get jobs according to professional qualities, but they always leave the company for personal reasons. By analyzing the reasons why people leave the company, you can assess the level of comfort in relationships within the team. When the cause is cultural incompatibility, it means that your employees never felt comfortable in the team, that they had different values ​​and goals. If the atmosphere in the company is unfavorable, it is necessary to change the situation for the better. You can't do this overnight. However, many organizations underestimate contacts between people and therefore do not create conditions for the formation of a network of emotional relationships.

For the entire team to work effectively, it is necessary to truly bring people together at different levels to dialogue and interact in order to develop new creative solutions. Leaders must continually encourage creativity—that is, sifting through ideas to identify the good and the good to grow your business. By giving your employees creative freedom, you engage them more in the work process. Employees who feel safe to express their ideas—whether they are useful or not—feel like they are needed in their place and responsible for their work. The returns are much higher if workers have the freedom to create. True effectiveness starts with you searching. good ideas and release creativity, in other words, your thoughts and statements force people to generate their own.

Sometimes a leader's narcissism interferes with the free exchange of ideas, resulting in people being unable to overcome their wariness and establish warm relationships. To work effectively, people must feel confident and know that the team respects them and values ​​their opinions. To do this, it is beneficial for the manager to organize management by objectives (Management by Objectives), mentoring, coaching - this is a system for implementing joint social, personal and creative potential participants in the development process in order to obtain the most effective results possible. Four basic stages of coaching: goal setting, reality testing, building paths to achieve and, in fact, achievement.

And here the size of your enterprise will no longer be important: you can implement each system step by step: starting with top managers, spreading across departments, and so on. The worst thing a leader can do is make people feel less secure by discouraging them from contributing ideas and creating something new.

Your choice of professionals and what goals your company currently has and what stage of development it is at will play an important role in building emotional connections. The birth and growth of a company can be compared to the stages of human development. First it is a newborn, then an older child, a schoolchild, then a teenager, and so on. Output for everyone new level depends on the leader and those employees who are next to him.

Imagine that you have two finalists with the same professional experience and knowledge, ask yourself: which candidate would you rather go to a football match with or be stuck in an airport with? In other words, which of the applicants would you be more interested in talking to about things that are not only related to work? With this person you will be able to “grow” the company to the next level. A great place to start getting to know someone is to ask, “What did you learn about yourself while working at this company?” instead of asking what company you worked for before. Some people are great at running early-stage companies because they enjoy the leadership involved in growing the business. Others are more action-oriented and therefore better suited to lead companies as they emerge from adolescence and into adulthood. These are truly charismatic leaders who can take mature companies to the next level. All these types of leaders are equally characterized by strong character, excellent communication skills, as well as the qualities of a creator, a kind of builder. People who know how to lead in a transitional period have a quality that can be called the desire to rely not on statics, but on movement. They can perform several actions well at the same time and manage various organizations; they understand that the essence of business is development and the company cannot stand still; can lead with an eye to the future, tend to constantly invent something and make innovations. Such leaders are always needed! How to become like this?

The key to everything is the ability to listen and hear, this does not mean that you just wait for a pause to get your word in. This is a process of active listening, collecting and processing information and transmitting it back. Listening is like developing your knowledge management skills. Do you know how to collect data from various sources, bring it together and then give back the information in a way that makes it clear what your goals are and how you are going to achieve them? This can be learned. If you want to become a truly competent leader, do not be afraid to discuss decisions in advance, then you will be much more willing to carry them out. The next generation of leaders will have the skills to lead in chaos. It is in chaos that we learn to survive, to invent, to rethink our inventions and come up with something new, to discard what is inappropriate and to invent again. This is a normal cycle. And successfully passing it is the task of the leader.

Boris Kulyabin

An adult spends most of his active time at work and constantly increases the number of working hours. According to the annual report of the Organization for Economic Cooperation and Development (OECD) on labor and employment, in 2017, each working resident of our country spent an average of 1,980 hours at work - this is 6 hours more than in 2016. Imagine, a third of the almost 6 thousand hours a year that are not spent sleeping are spent working. The task of any employer interested in attracting and retaining professional staff, create a working atmosphere in which the team will work comfortably and effectively, achieving business goals. How to do this - Natalya Fefilova, development director of 404 Group, told and shared her experience

One of the main principles that guides us in the company is that everyone should be satisfied with themselves and their work. We don't just want to see excellent professionals in the company - this goes without saying, we strive to ensure that people are satisfied and happy in their jobs. By implementing this principle, we strive to create a comfortable atmosphere, providing conditions for growth, development and self-realization. We use four main ways to improve the team environment.

1. Lead by example

The atmosphere is created by people, first of all, by leaders. If you want to see lightness and optimism in the team, but you yourself walk around gloomy and downcast, then nothing will work out. Ideally, a leader should set an example in everything from public behavior to professional competencies- and ending with solving non-standard situations. No wonder they say that good leader shows how to do it, but the bad one only tells. Thus, the first step towards creating a comfortable environment should be taken by the boss himself. The manager’s actions will not go unnoticed by the team - his goodwill will have a positive impact on their behavior. Of course, we all have different leadership styles, we use different instruments in working with employees and in various ways we achieve solutions to the assigned tasks, however, our openness, our willingness to make contact, our ability to give feedback and high emotional intelligence allow us to create an environment in which each of our employees feels comfortable.

2. Know the needs

The basic law of marketing says: find a customer need and satisfy it in the best possible way with your product or service. The same law applies to employees.

Listen to what people want, understand what is important to them, analyze their requests. An employee whose needs are met will always be satisfied and will work for your company for as long as possible. Get frequent feedback from your team.

In our case, the team consists mostly of young IT specialists. One of the important needs is Professional Development. You can offer them interesting tasks, provide mentors, use an adaptation system, and offer training. That is, do everything to make it interesting for them to develop and apply their knowledge in practice.

If a person wants to move to another department and try his hand at something else, then we need to help him change his specialization. This is how it is achieved low turnover personnel, and the employer receives an established team in which everyone is comfortable with each other.

3. Make rules

Another essential attribute of a good environment is transparent work rules. Every person should know them and understand them correctly. When we work in a single information space, when we understand exactly what is possible and what is not, this creates inner comfort and allows us to avoid difficult situations. These can be verbal rules that are passed on to new employees from managers and mentors, or formalized rules, for example, in the form of a memo. When an employee knows what is expected of him, it is easier for him to work.

Practice shows that well-established communications are one of the indicators of a truly comfortable environment. Everyone knows each other and understands work processes. One of the good tools for improvement is the regular release of a corporate publication, this is especially true for large teams.

4. Improve conditions

And the last item on the list of creating a comfortable environment at work, but by no means the last in meaning, is the office space, which should be advanced, modern and comfortable. Plus additions to the office in the form of a kicker, game consoles, fruit, coffee and tea, gyms with showers and other “amenities” that were not previously associated with business, but in just a few years have taken their rightful place in offices. Startup culture is increasingly permeating big businesses, which strive to create the most home-like environment in their offices, providing employees with everything they need in one place: from lunches and breakfasts to yoga trainers.

Research shows that the atmosphere in a team has a very significant impact on employee productivity. And therefore, every manager should know how to create a favorable working environment. You should not expect high performance from employees who are immersed in despondency and sadness. Well, let's try to understand in what ways we can raise the morale of the team.

Of course, the first step in this direction must be taken by the leader. You should recognize that the key role in a company is played by its employees. Nevertheless, many businessmen treat their subordinates without due respect, formulating this by saying that workers are a dime a dozen and you can replace any person at any time without the slightest problem. This is partly true, of course, but it is also worth noting that the financial and time costs of interviewing and training new employees can be prohibitively high. Remember also good worker, having felt your respect and trust for him, he will make every effort so that you do not become disappointed in him.

Appreciate your subordinates

Periodically expressing gratitude for a job well done will improve team morale and build unity.

Nice bonuses

What can lift the morale of employees if not various kinds of bonuses. If possible, try to provide your people with free lunches, holiday gifts (they don't have to be expensive), cash incentives, free travel, etc. On Friday, let your subordinates leave a couple of hours earlier than usual. It would be nice to at least occasionally attend various social events with your team, have picnics, go hiking, play team sports (football, basketball, hockey, etc.).

To stimulate the work of your employees, reward the best of them with cash bonuses, company cars, etc. This will reinforce their enthusiasm and bring out their competitive spirit.

Communicate with subordinates more often

Find out what they need most, what can motivate them to work more productively. This is really very important for the successful development of any company - the people working in it must feel their own importance.

Working environment

This factor also has a big impact on the morale of your employees. A meager interior, lack of light and colors can demoralize your entire team. To prevent this from happening, decorate your entire workspace pleasant tones, improve lighting, decorate the premises with various beautiful plants. Designate and arrange a relaxation room. There, during a break, people can have a quiet lunch, chat with each other and just relax.

Be loyal to your employees

If your business goes into decline for some reason, try to avoid layoffs. Otherwise, do it in a way that will keep you on good terms.

• Be honest with your employees.
• Having made a promise, do not break it under any circumstances, this way you will earn the trust of your subordinates.
• Treat all your employees equally fairly, don't play favorites.
• When communicating with any of your employees, do not be arrogant or arrogant.
• Value and respect the opinions of your employees.
• Be sure to increase the salaries of those who deserve it.