How to take precautions to avoid a toxic work environment.

So, you have had the team lunch and various expensive nights out all in the name of teambuilding. What other practical measures can you as a small business owner adopt that will ensure your Organisation fosters an open and healthy working environment?  

Robust Policies and Procedures

Develop HR policies and handbooks that clearly outline what is expected from everyone in the workplace, having clear policies on how to raise their concerns is essential to the wellbeing of the employee and the Organisation.

Much has been written about Company Culture, and everyone in the business should be mindful of their responsibility towards the wellbeing of every person in the business, including members of the Management team. Wellbeing is an issue for all levels within the Organisation.

Having comprehensive policies in place takes away any avoidance of doubt as to what steps will be taken if the standards within the business are continuously compromised, but what are those standards and how are they communicated?

Company Standards

As a Business Owner your business standards will likely mirror your personal standards, and your clients, and employees will form an opinion about your business and your brand, based on these values.

Ensure these business standards are communicated and adhered to by everyone within the business; especially in relation to raising issues internally or customer service standards.

Communication

Make time to communicate with the team, as a whole, and with individuals. The Culture of an Organisation is not changed through policies and written documentation alone – it is changed through developing relationships, one conversation at a time. When meetings are scheduled ensure full attendance.

Behaviours

Work behaviour is the behaviour employees display when at work and is normally (and should be demonstrably) more formal and professional than other types of human behaviour. It is important to establish the standard required from all employees. Familiarity breeds contempt, it is essential to establish and communicate which behaviours will and won’t be tolerated, be consistent and deal with persistent offenders.

The effects of having someone behaving in a negative manner can be detrimental to a small business, have consequences for the productivity of the rest of the team and how you are perceived by customers.

Everyone has the choice about how they behave, employees who continually cause issues and unnecessary dramas, who don’t share your vision or care about your standards, have no place within the organisation. Identify the reasons for their behaviour, resolve where possible but don’t tolerate a bad attitude! You get what you tolerate.

Processes

Audit your processes to identify areas where you could save time or automate administrative tasks. Ensure that your HR policies and procedures are clear on the standards required, what are your values? What will and will not be tolerated in relation to behaviours? Set out your stall.

Once you have these all clearly identified, managing against these standards will become easier. It will be clearer when someone is not doing or behaving as they should.

Take action

Don’t let issues fester. Clearly communicate what your business stands for, how it should operate, and what steps will be taken if these things do not happen. As an SME owner you have created an entity from your business vision.  

Richard Branson says ‘if you look after your staff well, they will look after your customers’. In our opinion, he is right.

Find and retain the right staff, have the right processes and working practises in place, and deal promptly with issues when they arise.

If you would like help with your Company culture, our partners BreatheHR have a fabulous library of information about how to create a positive workplace, HRCentral can help resolve any employee related issues you may encounter while doing so. Call us for a no obligation chat about your HR concerns. www.hrcentral.co.uk 0118 324 2526