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10 Reasons Why Your Friends Should Be Jealous of Your Workplace Culture

10 Reasons Why Your Friends Should Be Jealous of Your Workplace Culture

Have you read stories about how newer companies are changing the way we view workplace cultures? You know, there is the company with a built in slide to get from floor to floor or the companies that provide free food to employees.

Don’t even get me started about all of the awesome benefits companies like Google and Facebook offer to employees (free food, free gym, and free car washes just to name a few).

If you’re reading this article from your dull boxed in cubicle while sitting in a 10 year old office chair drinking crappy instant coffee, then there’s a good chance you envy the way many newer companies are transforming the workplace.

On the other side, if you’re lucky enough to be reading this from a bright, vibrant office in the lounge room while drinking a delicious organic tea, then there’s a good chance that your friends are completely envious of your workplace.

Not sure where you stand? Here are 10 reasons why your friends should be jealous of your workplace culture.

1. Your company has low turnover.

At a time when more and more millennials are job hopping and rarely stay in one position for more than a couple of years, having a low turnover rate is something to be admired.

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If your entry to mid-level employees are sticking around long term, there’s something keeping them there aside from just a paycheck. More than likely, it’s because they genuinely enjoy where they work.

2. People are always looking to join your team.

There are certain companies that have such a strong reputation of having a great workplace that people anxiously wait for a vacancy to open up so they can swoop in.

I hate to bring it up again (not really), but think about Google, Facebook, or Zappos. These are all companies that have received a great deal of attention not just for their economic success, but for their workplace culture.

If your company is known for being a great place to work, then people will want to work there.

3. The chain of command is a little more flat.

Have you ever worked at a job where you had 10 different bosses above you? A lot of older companies are setup with this more “traditional” hierarchy structure, but modern companies are proving that it doesn’t have to be that way.

Having a workplace where there aren’t 20 VP’s makes it easier for good ideas to be heard, and also gets rid of the whole “us against them” attitude that can ruin a workplace.

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4. People don’t have a case of the “Mondays”.

Let’s be honest. If you absolutely dread Sunday evenings because you know you have to go to work on Monday, that’s a problem.

Unfortunately, so few people get to experience working for a great company with a fun and exciting work culture that the “Mondays” has become way too common. Modern workplace cultures have managed to blur the line between work and fun.

5. Employees fight for the company.

Most companies have some sort of mission, goal, or company philosophy. What happens at a lot of traditional minded companies is that the CEO and company spokespeople push the mission, but the lower level employees couldn’t care less about it.

Heck, most of the employees probably don’t even know what the mission is at all. But employees at forward thinking businesses feel like they are a real part of the company and work harder to make it a success.

6. Your company fights for employees.

At the same time, the company is willing to go to bat for their employees.

Whether it’s helping someone get through school, making it easy for parents to tend to their kids when necessary, or other gestures that aren’t necessarily required but are very valued, it shows that the company cares about, and believes in their team, and that’s what people want to be a part of.

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7. Nobody’s walking on eggshells.

There’s nothing worse than feeling uncomfortable at work. You don’t want to say the wrong thing to one of the big wigs, or you feel you have to hold your tongue in certain situations.

Not only is that type of workplace cold and uninviting, but it also leads to a lot of missed opportunities because people are afraid to voice their opinions.

8. Innovation is a priority.

If your company has been doing everything the same way for fifty years with no signs of changing, then your friends probably aren’t too jealous of the culture at your workplace.

Rules are great and can add some structure, but there should always be room for new ideas and change.

With a lot of newer companies, innovation is being made a top priority. If you think of a better way of doing things, you’re able to voice it and actually be rewarded for pushing the envelope.

9. Your colleagues are happy.

Take a look around your office. Does everyone have a look of gloom and despair on their face? Is the overall team morale just kind of “meh?” In a strong workplace, you’ll notice that people are smiling and seem excited and happy.

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10. The workplace is fun and stimulating.

I’m not sure what it was about creating offices and workplaces in the 90’s, 80’s and years prior, but a lot of them feel dark and dreary. Thankfully, more and more companies are realizing the effect that the environment has on employee satisfaction.

Twenty years ago, the thought of having an entire game room in the office would have sounded crazy. But today, I’m happy to see that it’s becoming more of the norm.

There’s no way to avoid the fact that the way workplaces are run is changing. Companies that are stuck in the past and placing the satisfaction of stockholders above the satisfaction of employees are going to be in for a rude awakening when they realize the top candidates don’t want to work for them.

It’s an exciting time for businesses, and if you don’t feel excited and energized to go to work, then hopefully this article will somehow find it’s way to your boss.

Featured photo credit: CQuadratNet via pixabay.com

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Last Updated on August 16, 2018

10 Huge Differences Between A Boss And A Leader

10 Huge Differences Between A Boss And A Leader

When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders are compassionate human beings; bosses are cold.

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders say “we”; bosses say “I”.

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

3. Leaders develop and invest in people; bosses use people.

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. Leaders respect people; bosses are fear-mongering.

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders give credit where it’s due; bosses only take credits.

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

  • Begin by simply noticing which team member contributes what during your next project at work.
  • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
  • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders see delegation as their best friend; bosses see it as an enemy.

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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Learn how to delegate in my other article:

How to Delegate Work (the Definitive Guide for Successful Leaders)

7. Leaders work hard; bosses let others do the work.

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

8. Leaders think long-term; bosses think short-term.

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders are like your colleagues; bosses are just bosses.

Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders put people first; bosses put results first.

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

Featured photo credit: Unsplash via unsplash.com

Reference

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