How to Personalize a Larger Company

In today’s professional climate, there is no one-size-fits-all work environment. From the home office to a corner desk in the middle of some city’s downtown grind, employees can find a niche and excel at their work from just about anywhere – even from the comfort of their own homes!

But that doesn’t mean that the larger companies or corporations have become a thing of the past. And with the rising interest in crafting company cultures to be more inclusive and accommodating, the pressure is on management to make even the widespread team feel like a close-knit unit. So if you work for one of those larger companies managing or operating within a team or department, what strategies can you use to help bring your coworkers together? Besides insightful training systems, Conductor has a few ways for you to bring the whole team up to speed and on the same page!

Transparency

In any type of work environment, or one that involves a team of colleagues bringing together pieces of a final product or design, it’s important that everyone has a say. Criticism should always be constructive and objective, and to give the best feedback, remaining transparent is key. When you give notes on an employee or coworker’s contribution, be sure to touch on both positives and negatives, and to keep an open mind if you’re engaging in an open conversation about the work with which you were presented. When your colleagues see that you’re willing to see all sides of the coin, and to adapt to a project’s unique parameters based on their interpretations, they’ll feel more appreciated and enthusiastic about their work from then on.

Also, it’s important to remember that feedback goes both ways. Just as your honesty will inspire a more personal and communicative relationship with others, you should be open to receiving the same from your coworkers and employees. By accepting their comments and actively searching for new ways to improve your performance and workplace interactions, you’re showing them that you don’t think yourself above the same processes you use with them to help them be better at their jobs.

Recognize good work

Open communication doesn’t just extend to constructive criticism, though. As a leader, you should be ready to recognize good work as often as you are to provide feedback or suggestions for how to improve! Giving credit where it’s due is a simple, yet effective way for you to dole out a confidence boost to your employees or coworkers and assure them that you do notice an individual’s efforts. In doing so, the workplace becomes more positive, and others are encouraged to interact and touch base with colleagues, too. Besides, who doesn’t like a friendly pat on the back for a job well done every now and then?

Autonomy in the workplace

Systems and processes definitely have their place in a work environment. Without them, projects might easily stretch on for too long, or maybe even go uncompleted. But while it’s important to have a schedule in place for keeping things running smoothly, you should keep in mind that your employees and coworkers are capable of managing their own time and tasks – otherwise, they wouldn’t work for your business! As such, it’s alright to give them some autonomy during the work day, so long as the work gets done in a timely manner and at least meets the standards your clients or customers have come to expect. And this way, your colleagues won’t feel as though they’re being micromanaged by some faceless board of directors or by a boss who isn’t interested in how they work best on an individual basis.

Keep an eye out for more handy in-office and general employee training tips with Conductor’s blog!