Looking for ideas to create a positive work environment.

17 Comments

1. AnonymousSeptember 22,2023 at 8:29PM UTC

   It would be helpful, in formulating a meaningful answer for you, to have some additional information on why you are being assigned to this facility. Specific performance problem/s? Replacing another manager? Other?

2. AnonymousSeptember 22,2023 at 8:55PM UTC

   Use your budget wisely. Pizza on Fridays, employee of the month posted on the company's website, facility bulletin board with a $50 gift card. These things combined with your efforts will estimate a sort of acknowledgement that things are changing. Get key members of the group to represent the facility on broader calls. Introduce them to the group on the call and praise them. There are a million small things that shift moral and open up the group to a higher profile.

3. AnonymousSeptember 22,2023 at 9:31PM UTC

   This is an excellent suggestion. Typically pushback has to do with employees fed up of the same. Show them you are different and you are a team leader not just a policy pusher. If they see you know what you are doing and you are there to help them succeed they will see it very quickly. But if you are not there for the right reasons that will become evident even quicker.

   Good Luck

4. Suzanne Luscombe ChamblissSeptember 23,2023 at 2:40PM UTC

   Thank you. I truly do prefer and support a team environment. I'm hoping to support each member of the team and bring them together as a whole, not the little clicks they are currently functioning in.

5. KatSeptember 22,2023 at 10:01PM UTC

   Have you set up individual meetings with everyone? That's the best way to get an overview of what they like and don't like about the work environment. Find out where they feel there's need for improvement. Look for themes in their responses and suggestions for improvement. Ask them for ideas on what would help with team building and feeling appreciated. Some people like doing pizza parties while others prefer a "good job" or constructive feedback. I'm sure there's plenty of articles on social media (LinkedIn, Facebook, etc) on cheap ways to build morale that don't involve "team building" activities most people hate.

6. AnonymousSeptember 23,2023 at 2:43PM UTC

   That was part of my rough plan. Give them each a 1:1 opportunity to tell me what they need from me, get to know them a little, and let them know I have an open door policy.

7. AnonymousSeptember 22,2023 at 11:06PM UTC

   I currently work at a seasonal concert venue in California and 75% of the bartenders working there are related family members. The venue's managers are ill equipped to handle the familiar connections so the family runs the bars according to their family code and the rest of us are forced ( if we want to work) into following their assignments, hours and doing their side work and cleanup. This family gets the best bar assignments, they come in when they want and leave after they've made their tips, leaving the rest of us to cleanup after them.

   When anyone complains, they find themselves canceled or assigned to a corner doing no business. They have run this operation (unofficially) for years. When you're new, they pull you aside and lay down the law.

   We are praying for stronger management and even tried complaining anonymously to no avail. It's owned by an out of state company who are assured that all is managed quite well.

   Good for you for starting out with a plan of improvement.

8. Debra SesholtzSeptember 23,2023 at 12:27PM UTC

   Meeting 1-2-1 with each employee helps get to know them as individuals. Sometimes though, you won’t get a feel for the team dynamic. A team exercise I’ve been involved in, especially when a toxic manager is replaced, is an HR facilitated activity. With the manager out of the room, HR facilitates a discussion that results in the team creating a list about what they want the manager to know about them and what they want to know about the manager. The manager is then brought in the room and the lists are reviewed and discussed. You could then end the meeting with a lunch for team interaction. All the best in the new role!

9. AnonymousSeptember 23,2023 at 1:44PM UTC

   The best one was when there was a reorganization, and our team was brought in under someone who was not well liked. He started off the first staff meeting with, "I know that there are some of you that do not like what just happened to our group. People were let go that were your friends, and some of you and I have gotten crosswise. So, I am going to go around the room and want to hear what you think. No rules. Everything is on the table, and nothing will be held against you for what you say today." He also stated that everyone was starting fresh, so whatever happened in the past was as though he had never experienced it. Everyone told them exactly what they were thinking, and since all the past was done away with, and all the cards were on the table, some got very frank with the discussion. Most ended with I'll give you a chance before I start looking for a new job.

   This may not work well with a team that has had no prior experience with you but letting them get everything out in the open always helps. You could also have them write things down (names optional) and then have someone collect and mix the papers up, and you read them back and answer questions if you have a hard time getting people to open up. Also make an attempt to meet with each person 1:1 within the first couple of weeks, so you get to know them on a personal level.

10. annoymousSeptember 24,2023 at 3:21AM UTC

    I would find out what they want individually. Whether it be personal goals within the company or outside of the company and offer them your support and leadership to help them achieve their personal goals. Employees, especially closely related ones and friends can be cliquey, however everyone wants something. It's not always about money. Figure out what they want individually and within your parameters offer it to them.

11. Brenda CrawshawSeptember 24,2023 at 12:51PM UTC

    All of what's been mentioned plus go out of your way to publicly complement people as much as you can when there is something genuinely worth complementing.

    I inherited a very angry staff at a major teaching hospital in Boston. The LOVED their former manager because she let them get away with EVERYTHING. So here I was, tasked with bringing them in line AND at the same time introducing a new cross training protocol. Fun Times.

    Every single time someone did something that I thought was due a nod, I made sure to call them out then and there AND then listed all the things I'd seen that week that impressed me about them at our Friday staff meetings.

    Of course anything negative at ALL was always said behind closed doors.

    It took months and the loss of one particularly nasty person (which I found out much later the rest of the team was overjoyed about) but they came around and we had a many years fantastic working relationship.

    If *I* can do this, you can! I have no patience for BS or office politics so I am probably your least likely to succeed. Take that as a huge sign of hope!

12. Book GoddessSeptember 24,2023 at 3:52PM UTC

    Since there are a small number of employees, perhaps start an employee of the month or week program with thr winner receiving a Starbucks gift card or a cup of something from Starbucks, along with a 1:1 to give you an idea or thought they have for the business. Be sure to announce the winner each time via your intranet or create a certificate, maybe with their pic to print and frame.

13. AnonymousSeptember 24,2023 at 5:26PM UTC

    Good for you for caring about your employees. I would sit the leadership team down and put together a program WITH them to reward your employees. Ask about perhaps alternate fridays WFH or off for those who go the extra mile. Try buying lunch for employees of the month for perhaps a few days. Cupcake fridays or something like that. Put all of this into a powerpoint presentation and show the cost of doing this to leadership so that they know you are not doing this to be spendy but more to keep employees super happy and pumped to work there.

14. Barb HansenSeptember 24,2023 at 7:28PM UTC

    Here is what I would do:

    I would ask my team what they wanted to feel respected and valued.

    I would start with a team meeting and then casual one-on-one meetings, where I would get to know each team member, and they can get to know me.

    In the team meeting, I would explain why I am having one-on-ones so no one is surprised or concerned.

    In the first one-on-one with each team member, I would talk about how I manage people, and since I like giving people time to think about big questions I would give them a heads up on the subject of the next one-on-one meeting including how they want to be treated, their thoughts on team dynamics, benefits, compensation packages, how they want feedback from me and their thoughts on how the company respects them (and any other questions that need to be asked).

    I would also tell them that we'll be having a series of one-on-one and team meetings to talk about the list of things that I feel I need to know to be a better manager for the team.

    Then I would let the team's group answers and individual's answers guide my next steps.

    Side note:

    The introduction of any new team member to a team will cause some amount of stress to the team, including adding a new manager, so expect stress and perhaps chaos (and don't take it personally). If you haven't read about or managed a team through personnel change, look like "Bruce Tuckman's Forming, Storming, Norming, and Performing model"

15. AnonymousSeptember 25,2023 at 12:17PM UTC

    Recognize the skills and abilities that each person has and acknowledge that and build on those skills/abilities/institutional knowledge. Don't come in with "all the answers" and just listen. Some great comments already.

16. AnonymousSeptember 25,2023 at 12:40PM UTC

    Creating a positive work environment is essential for the well-being and productivity of employees. Here are some ideas to foster a positive work culture in your organization:

    - Recognize and appreciate the achievements and contributions of your team members. A simple thank you, a personalized note, or a public shout-out can go a long way in making someone feel valued and motivated.

    - Encourage open and honest communication among your team members and with other departments. Provide regular feedback, listen to their concerns and suggestions, and create a safe space for them to express their opinions and ideas.

    - Promote collaboration and teamwork among your team members. Assign projects that require them to work together, provide opportunities for them to learn from each other, and celebrate their collective successes.

    - Support the professional development and growth of your team members. Provide them with training, coaching, mentoring, and feedback to help them improve their skills and advance their careers.

    - Create a fun and enjoyable work environment. Organize social events, team-building activities, games, and contests to help your team members bond with each other and have fun at work.

17. AnonymousSeptember 25,2023 at 1:45PM UTC

    They already know that they are valued. Validating that by asking their opinion and showing you value it by your actions will do the trick.

    Re: positivity - quash negativity by reminding them that getting along gets things done better.

    I was driven out of a job by my inherited crew, and by the time I was let go I was happy to leave. There's a fine line between a clique and a cult!