When we talk about the importance of employee retention, we often focus on the obvious benefits like sustaining a positive workplace culture, minimising financial burdens, and enhancing employee engagement. While these are indeed crucial aspects of retention, there are deeper impacts and considerations that may not be immediately evident but are equally significant.
Developing and maintaining an open stance towards change is vital for any organisation. Acceptance of the inevitability of change allows us to meet the ever-changing needs of our stakeholders, while maintaining a commitment to continual improvement.
Striking a balance between compliance and culture has become a significant challenge in every sector. With ever-changing regulatory requirements and a desire to maintain a unique organisational culture, how do you stay compliant without compromising your identity and values?
“Feedback is one of the most powerful influences on achievement. But research has also shown that this impact can be either positive or negative. Although feedback is among the major influences, the type of feedback and the way it is given can be differentially effective” (Visible learning.org)
For generations, “she’ll be right” has been a go-to catchphrase to define Australian culture—an idiom that optimistically or apathetically suggests that whatever is wrong will fix itself in time.
Some of us resist technology because we believe it stifles creativity and lateral thinking. The limitation of this view is that it assumes people are always effective ‘out-of-the-box’ operators, which is generally not the case.
When a team of employees have a shared belief in the ability of their team, there is a correlation between this and the amount of effort a team will expend, as well as improvement in their levels of motivation and the interpersonal environment which prevails (Rapp et al, 2021) It stands to reason, therefore, that there is a positive correlation between levels of collective efficacy and levels of satisfaction.
I regularly explained to students that writing a few sentences, leaving a line and preparing to start the process again did not mean that they had written a paragraph, in the academic sense of the word.
When employees feel empowered to take risks, they are more likely to come up with new ideas and approaches. This can help organisations stay competitive, adapt to changing circumstances, and achieve their goals.
If managed well, tackling a difficult conversation in a timely manner allows leaders and colleagues the opportunity to resolve workplace conflicts quickly and efficiently, lift employee engagement and enhance culture within your team.
