Meeting both employer and employee goals with regard to company culture often boils down to communication to find common ground. The goals of employers and employees may be different, but they are not mutually exclusive.
And when they are exclusive, finding a compromise that benefits both parties is a desirable outcome born from communication.
Employers should strive for maximum honesty and transparency with regard to career trajectories and compensation opportunities for employees. Additionally, employers who share business performance metrics, business development pipeline opportunities and strategic direction and vision with their employees create a culture of understanding and trust that benefits everyone.
Another way for employers and employees to meet their goals is through company rewards and recognition. Employees appreciate incentives like bonuses and perks: They are a way for employers to validate that an employee’s work is noticed and appreciated. They also motivate employees to do their best work and stay with the organization.
Although some employers take an adversarial view of remote work, offering a flexible schedule can be a powerful motivator to employees. Being remote isn’t possible for all functions in an organization, but when it does work, employees appreciate the autonomy.
In my company, for example, we had a manager who was vital to our operations. Although he enjoyed his job, he was becoming exhausted by his two-hour daily commute. Our organizational culture, however, emphasized the importance of working on-site every day.
Knowing this, the manager eventually decided to resign.
Our company stood to lose a valuable employee. Instead, we listened to his frustrations and ultimately accommodated his need to work remotely part of the week.
In the end all parties were happy. The commute burden was lifted from the employee and the organization was able to keep a valued manager on staff and happy.
Allowing one or two days of remote work per week can build a company culture where quality of life matters. And employees aren’t the only ones to benefit. What may surprise employers is how those rock-star employees still show up in the office a good deal of the time. They appreciate the freedom and privilege of being able to work on their own schedule and reward employers with their best work possible.