Employer Branding – Get People Who Get You

Employer Branding – Get People Who Get You

Employer brand is a company’s reputation as an employer, its value or what it offers to potential employees. Positive employer branding will help attract and retain employees. It’s taking longer than ever to fill positions and employer branding can provide huge advantages – companies with positive brands get twice as many applications as companies with negative brands. So now more than ever it’s important to build a positive employer brand. If you have a strong employer brand, great candidates that connect with your employer brand will queue up to work for you making the search for quality candidates so much easier.

 

Three Q Employer Brand Blog Image

 

Build on Your Company’s Reputation

It’s obvious to most that companies who have a bad reputation will find it more difficult to fill positions in comparison to the companies with an excellent reputation. It’s also been proven that if the reputation of your company is not impressive you will be forced to pay above market salaries in order to attract people to applying for your open positions. Building a good reputation is easy – Treat your employees with the same respect you would treat your clients – doing so with monthly social events and employee awards/recognition and always update your social media to make your future employees aware of the benefits of working with your company when they start with your company. Another benefit from updating your social media platforms with such content is that potential employees will always research your company before clicking onto the application which some people forget – employers always do their background checks before deciding whether or not to hire but most potential candidates will also do the same before hitting the apply now button.

 

Employer Branding on Social Media

With today’s social media phenomenon being generic is death to branding – the second someone detects a canned message, whether it’s in a tweet, an emailed job alert, a Facebook post or a job ad, they can turn to a number of different channels for something better so always be organic with your social media posts and never be try and represent something that the company doesn’t do. The only way to get out of this is to know your audience and the people you want to attract and speak directly to their interests.

 

Be Different!

Employer branding is all about what sets you apart from every other company out there. This can be shown through many different channels, CSR is a huge part of every company in today’s working environment and it’s important to choose your CSR activities to match the interest of the company and its employees which will encourage your employees to further broadcast the these activities which could potentially attract that star candidate you have been searching for. Choosing such activities that are of an interest to the people working in your company will also encourage your employees to interact and get involved.

Make Your Employer Brand About Satisfying Employees Needs

Many employees need more than just work and wages— they need something to work toward. For one, when employees understand the mission of a business and its reason for being, they are more likely to feel that same pride and work in the same direction to achieve the goals the business owner has set. Having a strong brand is like turning the company logo into a flag the whole the company can rally around. Think about how you can brand your company to show what you do to care about your Employees’ needs.

 

Overall, there are many things to consider and many ways you can improve your employer brand. Standing out, taking part in and communicating your CSR, using social media and thinking about what your potential employees would want in a company are essential for improving your employer brand.

 

For more information on building your employer brand, you can go read this great article by clicking here.

A few ways we like to communicate our employer brand? We care about people and one way we show this include displaying testimonials on our website and on social media. You can click here to see our candidate and client testimonials on our website. As a company that cares about people, we also try to make a big difference in our community. We show our CSR activities here.

Job Ads on Social Media and How to Get Your Job Found

Social Media has grown massively over the last number of years and is now one of the most effective ways to advertise open roles, especially when it’s an urgent role. Candidates would much rather spend time applying for a job ad that they have seen on Social Media rather than scrolling through endless pages of job ads. Obviously LinkedIn is the most obvious platform for advertising open positions but the likes of Facebook, Twitter and even Instagram are ever growing. In this blog we will discuss the main points in how to make sure that your job ad gets found on Social Media.

 

Social Media Profiles for Recruiting

 

Networking

Networking is key for success when advertising on social media; it is all good posting the job on the platforms but the work should not stop there. Sending an email to your colleagues asking them to share/like a job ad that you have just posted can be extremely beneficial, they may have someone in their network that you don’t who is looking for exactly what you’re advertising or they may even know somebody who they can recommend. Networking on LinkedIn is the obvious choice and it is great for this, but you can get value from all of the social media platforms. Think about which social media your target audience is likely to be using.

Hashtags

Hashtags are one of the main ways to get your job out there and seen. People tend to search for hashtags while searching for their dream jobs, hashtags like #JobFairy, #JobVacancy or #Recruiting can be some of the main ones you will see in job ads but it’s also important to hashtag the location and also the position within the actual posting for people in that area to see the advertisement.

Make the Ad Attractive

Always make your job advertisement as attractive as possible. We all know that we are more inclined to click on a post if it has a funny meme or a picture people can relate to attached to the post. This can be a time consuming thing but its been proven that social media posts will perform better if they attract an audience by using the likes of pictures, videos and memes.

Job Description is KEY

Anyone can post a job ad in the old fashioned layout with nothing but the basic requirements and duties. Make your job description attractive. Obviously you should always cover the basics such as your requirements, salary and location but make sure you include a brief background on the company and what the benefits of a candidate choosing your company will be whether that be staff events or career progression it could be the deciding factor for someone clicking that apply button. You should include details in your job description in your social media post. These details could be the reason your audience clicks on the link to see your job ad.

Using social media for hiring purposes is something you should do and something you should do right. Some of the main ways you can utilise your professional social media profiles for recruitment purposes involve networking correctly, writing a good job description and reference it in your social media caption, make the ad attractive for readers and increase visibility with appropriate hashtags!

 

To read more on our tips for employers, we have a recent article on the top hiring mistakes and how to avoid them.

 

For more tips on best practices for recruitment on social media: see this article on social media recruitment strategies.

Top Hiring Mistakes and How to Avoid Them

 

As a Recruiter I know the importance of the Right Hire to my clients and when thinking of that I wanted to present some of the key issues facing anyone looking to hire new talent into their team or company. Finding the right person to join your team can be one of the most crucial tasks in leading an organisation and possibly one of the most difficult. This is why knowing the top hiring mistakes is important to any company and even more importantly knowing how to avoid them.

 

Describing your “ideal” candidate:

We are all guilty of adding a list of attributes to a job description in order to find the “ideal” candidate who just simply doesn’t exist which means it can be nearly impossible to find and attract a person who has all those skills. When recruiting, your goal should be to define what the job really is and the experience it requires in order for the candidate to succeed and use this as a scale on determining what candidates are a good fit for the role rather than searching endlessly for perfection.

 

Overlooking Internal Candidates:

Overlooking internal candidates is often a case with many employers while struggling to find the right candidate for a role with their company. Employers will spend many hours trailing through applications and trying to source the perfect candidates via the many platforms available and sometimes forget to look inside the front door rather than beyond it. Have you got someone who is already in your company who is looking to expand their career and is more than capable of taking on a new challenge? It’s a common mistake made by employers to overlook current employees because they may be in a different department and forget it’s easier to train someone who already has extensive knowledge about the company and is interested in progressing their career.

Questions To Ask Yourself When Considering Moving Jobs three q recruitment agency dublin

 

Maximise your interview:

Employers can be quick to judge a candidate for not preparing for an interview but what if it’s the other way around? Without a clear and concise plan for the interview questions will be predictable which will lead to vague and underwhelming answers. Interviews should always include multiple team members because sometimes extra eyes and ears may pick up subtleties that one person alone,who is focusing on the technicality of the interview may miss out on.

 

Experience over ability:

Often employers will choose to interview someone who has more experience rather than go with that “I got a really good feeling about that person” and believing that the more experience a candidate has the safer the hire, is often wrong. Just because someone has done something for years doesn’t mean that person may have more ability than someone with less experience. Remember, everyone has to start somewhere.

 

Not completing reference checks:

Failure to complete a reference check for your candidate can be a game changer a month into the job. Everyone has been at the stage where getting the role filled is urgent and overlooking the most crucial part of the application process, reference checking, can be put to the side because you would rather get the candidate started rather than wait for a previous employer to return your call but in reality it’s much better to wait for that call back than having to start the process from the beginning a couple of months later.

 

Remember when recruiting it’s important to take the time to find the right candidate for your company and sometimes, rushing into a hire just to fill the urgent role may become problematic down the line. The mistakes listed above with hiring can be costly. Here at Three Q we have a rigorous process to ensure the best candidates are offered to interview by clients which mitigates these problems from occurring. Three Q recruiters go on regular site visits to see our clients to find out exactly what our clients’ needs are. We are experienced in screening candidates and we always do reference checks. If you would like to work with Three Q as a recruitment partner, you can learn more about our service here or call us at 01 878 3335

For more reading on hiring mistakes to avoid here’s a great article from Forbes: Hiring Mistakes to Avoid at All Costs

 

 

3 Reasons Why Fast Recruitment Is Essential

 

Recruitment agencies understand how busy HR managers are. They want to help you by finding your perfect candidate. Speed of response is key in order to beat the competition and hire the top candidate they are offering you. We see this every day, especially in the Medical Sector, where HR & recruitment teams need to liaise with doctors and consultants for opinions on potential candidates. We all understand how busy they are. All of this means that acting fast and getting a swift response to a recruitment agency can be difficult.

Many people do not realise the heavy workload that the HR department carries. Hiring staff can be a tedious and lengthy process. Especially for a company that requires only the most qualified candidates for specific roles.

Here are 3 reasons from us on why a quick response is important;

  • The speed of response, from when a recruiter offers a candidate to the HR or hiring manager is so important. If you feel this could be the right candidate, you should respond to the recruiter as soon as you can, to set up an interview. This helps to eliminate the competition. One particular candidate could be sought after by a number of recruiters for numerous organisations. That’s why time is important, being a day late to respond could cost you the best person for the job.
  • Hot candidates could be dealing with many recruiters or organisations. Sending them an email or having a quick phone call to say that they have been shortlisted for the role could secure them before anyone else, rather than leaving it a few days to get back to them.  Your interest and commitment to them will lead to their commitment in your role over the competition.
  • It can improve your ratios for interview to hire. It can’t do any harm to have more than a few suitable candidates as the chances of you filling the role will increase. Limiting yourself due to time constraints or waiting to hear back from other team members or hiring managers can greatly affect the recruitment process.

If you want the perfect candidate, meet them halfway by getting back to your recruiter on time. Remember, your recruiter is an extension of your team.

 

Chef Recruitment – How To Find The Perfect Match

chef recruitment - hiring chefs.

For any business, hiring the right people to fit the needs of your company is always important. Finding the right chef for your kitchen needs care and attention to detail. Just like when you’re perfecting a dish, you need to have the same mind set for recruiting your next chef. We would like to share some tips from our experience in chef recruitment with you.

Hiring a chef is one of the largest challenges for managers in the hospitality sector. Finding a capable, experienced & hardworking chef for your hotel or restaurant can be exhausting. Despite the challenges, hiring the right chef is a vital component of your business’s success.

On any given day, this employee will do more than prepare food. A chef trains new hires, oversees cooking processes, creates menus and advises management of business needs. Also, the word “chef” means chief in French, so your next chef will lead all other kitchen staff members.

2 key factors when recruiting for a new chef

  1. Know who you’re looking for – helps to narrow down search, what experience is required
  2. Decide who will hire – agency or in-house

 

Chefs of all levels are very in-demand, in can be hard to find the perfect one for your kitchen. So taking the time to make sure you do it rightis important.

Most in-demand chef jobs in Dublin currently;

  • Head Chefs
  • Sous Chefs
  • Chef de Parties
  • Pastry Chefs

However, head chefs are a little trickier, you want to find top class talent to run your kitchen.

Key skills to look for when recruiting your next Head Chef;

  • Leadership
  • Efficient in menu creation – involving ingredient selection, being innovative and creative
  • Coaching skills – not just being able to teach someone but following through with the process afterwards
  • Patience
  • Organisation skills – ordering, making rosters, paperwork for food safety
  • Budget-minded

We get to know the chefs who apply through our agency, that way we know if they’re a good fit for the job. Having nearly 20 years’ experience in this industry we’ve learned a thing or two about the wants and needs of hiring managers. Many of our recruitment consultants have worked in hospitality themselves, so we know the business. Click here to read about our recruitment process.

chef - cooking kit

How to Motivate Employees in the Workplace

Motivate EmployeesYou, as a business owner, can hire the most talented, educated, and experienced employees in the industry to grow your business. But, if they’re not motivated to bring their best selves to work every day and to work together for the good of the company, all of that talent will be wasted.

 

The hiring process is just the beginning. Once you’ve onboarded your team, it’s time to get them motivated and keep them motivated. The future of your business is at stake.

How to Motivate Employees in the Workplace

There are many tactics you can utilize to inspire your employees’ best work. Understanding how these will affect your team members is the first step to improving workplace satisfaction and ultimately your bottom line.

 

1. Competitive Pay

It seems fairly obvious. If you don’t pay your employees what they are worth (and more), they will underperform. They’ll always have one foot out the door from the moment they start.

 

Underpaying your staff sends the message that you don’t value their hard work and their talents. If you don’t value their hard work, they won’t either.

 

Here’s how to make competitive pay work for you:

 

  • Before you float a position, research the general pay scale and then go above it. You will attract brighter talent and foster more loyalty.

 

  • Stay abreast of how raises are being handled in your industry and do even better. Institute performance based raises in addition to cost-of-living raises.
  • Make sure that your brand new employees are not coming in at a higher salary than your seasoned employees. No, you don’t want your employees discussing salary. And yes, they do it anyway. Nothing tells your experienced employees that they are expendable like bringing in a newbie at a higher pay rate.

 

Pay your employees well and they will return more rewards.

2. Benefits

While health insurance is the first thought that springs to mind during the benefits discussion, it shouldn’t be the only one. Employees expect health insurance, so offering that doesn’t set you apart from the crowd or motivate your staff.

 

It’s time to think outside the box:

 

  • Wellness programs – this can include gym memberships, massages, weight loss or smoking cessation support, You can offer monetary rewards for participation and completion. This not only motivates employees, but also decreases sick days and may lower your health insurance costs.
  • Tuition reimbursement – Students are graduating with more and more student loans every year. In addition, some employees may want to go back to school so they can move up in your company.

    Offering money for tuition or towards student loans can help motivate your employees to grow and improve. It also sends the message that you appreciate personal development and want your employees to have upward mobility.

  • Telecommuting – People love to work from home and to make their own schedule. Whenever possible, give your trusted employees the option to skip the office and work from the comfort of their homes.

    Creating their own schedule can be appealing to many employees and you will likely find that they work more efficiently when given this freedom. This will also keep them from feeling like they are being micro-managed, a situation which will ensure that your employees do the bare minimum and harbor resentment towards management.

 

Get creative with your use of benefits and your employees will thank you in improved performance.

 

2. Ensuring managers have leadership qualities

Your employee is doing a fantastic job in their current role so you reward them with a promotion. This seems good in theory, but what if that employee isn’t management material? The Peter principle states that “managers rise to the level of their incompetence”.
Managers need to possess leadership qualities. If you plan to promote for a job well done, make sure that:

  1. a) the employee already shows these qualities, or
  2. b) you give them sufficient training to succeed in their new position.

 

When you promote (or even worse, hire) a leader without leadership qualities, the employee will suffer, the team will suffer, and your business will suffer.

 

3. Performance reviews

It may seem counterintuitive for anyone who has ever had the dreaded “review”, however checking in with your employees on a regular basis and discussing their performance can be a win-win situation.

Here’s how:

  • Review expectations: Here’s what’s expected of you.
  • Offer positive feedback: Here’s what you did well.
  • Provide constructive suggestions: Here are the areas in which you need to improve, and how to do it. (be specific!).
  • Utilize financial rewards and incentives: Bonuses, raises, promotions, etc.
  • Create a safe space: Allow your employee to review the leadership and motivation they are receiving. And don’t forget to listen.

 

4. Engage with them personally through staff meetings

No one wants to work for the Wizard of Oz, a giant talking head who can’t be bothered speaking to his team. The best bosses are the ones who know their employees on a professional level, yet also care about them on a personal level.

 

Take the time to speak to your employees through one on one meetings and staff meetings, and most importantly, listen to your employees when they speak to you. The greatest ideas, breakthroughs, and solutions will come from the employees that are in the thick of it.

 

Front line, middle management; these are the people who understand how your business is run. Take advantage of this wealth of knowledge and show your appreciation for their hard work.
_______________

 

No matter what type of building you occupy, how much you’ve spent in equipment or inventory, and how much you love your customers, your employees are your biggest investment and your best assets. Treat them with respect and provide them with constant sources of motivation, and your business will boom.

Written by: Brad Mishlove, CEO and founder of Catapult Groups, an executive coaching organization is committed to inspiring business owners and entrepreneurs by keeping them accountable for their own success through peer advisory groups and one-on-one executive coaching.

 

For more articles like this visit our blog homepage!

Employee Recognition – 6 Ways To Show Appreciation To Your Hard Working Staff.

It doesn’t take much to give recognition to good staff.  Employee Recognition is a huge factor to staff morale and many companies overlook it’s importance.  Remember: to win in the market place, you need to win in the work place. It’s also important for staff retention and good people are great for business. Here are some free valuable ways to recognise good staff.

Employee Recognition

Employee Recognition – 6 Ways To Show Appreciation To Your Hard Working Staff.

Employee recognition doesn’t have to be all about paid bonuses and monetary rewards, sometimes it’s the smaller things that can be more meaningful and make employees feel more appreciated. However it can be hard to think of ways to incorporate recognition into the workplace so here are a few ideas:

  1. Show Appreciation In Team Meetings 

A lot of the time, people overlook verbal praise as a way to show appreciation. Set aside just 20 minutes a week to meet with your team. Talk about their strengths of the week and remind them of how much you appreciate the work that they do for the team.

Everybody loves to hear about the “great job” that they’re doing and to be quite honest, good feedback from a manager can sometimes lead to an employee working even harder because they want to make you happy and continue to be recognised. It’s a very important cycle. If you are happy with their work you and you let them know, they will be happy with you for giving that feedback and they will work hard. The cycle will continue.

  1. Reward Special Achievements 

Show that you recognize someone’s overtime hours by giving them extra free time during the work day. Offer a 2-hour lunch, a late arrival or an early finish. Most of our Three Q Team love an early Friday! It costs you nothing but it goes a long way in communicating your gratitude. It will also push other employees to work hard because everyone will want to be rewarded!

  1. Send a Deserving Employee Snail Mail

Admit it, it makes you feel good when you see a letter in your mailbox (not your e-mail – your actual mailbox) with your name on it (When you know it’s not a bill, that is). So imagine you get that envelope, and you open it to find a letter from your employer, singing your praises. How good would YOU feel? So why not?  Use this in work for employee recognition. It takes absolutely no time to write a short note and it’s all for the cost of a stamp, but it will make a big statement.

  1. Everyone Loves A Meme 

Catch your staff off guard by creating a funny, personalized meme about them and e-mailing it out to everyone. Choose your image and type a funny message that includes the recipient’s name and a congrats for all the great work they have done. This one takes a little creativity but it’s free and it’s funny and it will make your employees happy. So just give it a try!

  1. Motivation Mascot

Provide your team with a mascot! Buy a big, cheap, silly object and make it a symbol for the employee of the week! Every Monday, put it on a different person’s door or desk to show that they are the chosen one. Don’t fear if, at first, your staff acts like it’s cheesy because it is but within a couple of weeks they’ll be anxious to see where it is at the start of every week.

Here at Three Q, we ring a bell when a team member wins big! The individual themselves will ring it and the team usually come running to see and hear what there win is! We love to celebrate our successes as a team!

  1. Reward With A Duvet Day

The joy of sleeping a little longer and working in pyjamas cannot be overstated. So let this be a reward! Choose an employee that has been going above and beyond and reward them! It would be interesting to see just how many of your employees follow suit! You’ll have your whole team on their best behaviour battling for this reward no doubt!

The truth is, it doesn’t really matter what you do to show your appreciation. Rewards and gratitude can take just about any form. As long as you show that you have noticed the hard work within your team. These ideas are not revolutionary, but if you utilize them frequently, they could have a dramatic impact on relationships and productivity.

The Importance of Training Plans for Employee Morale

The importance of training plans for employee morale cannot be over estimated.  Happy employees are motivated employees and this leads straight to your bottom line.  Training plans ensure that employees have a better understanding of what is asked of them and ensures that whatever you see as fit for their role, is known to them. It makes employees much more confident in their role and in turn gives you confidence in your employee’s abilities. Here is a few points to think about when adding training to your company.

the importance of training plans for employee morale

1. Stress training as investment. The reason training is often considered optional at many companies is because it is thought of as an expense rather than an investment. While it’s true that training can be costly up front, it’s a long-term investment in the growth and development of your human resources.

2. Determine your needs. As you probably don’t have unlimited time or funds to execute an employee training program, you should decide early on what the focus of your training program should be.

3. Promote a culture of learning amongst employees. In today’s fast-paced economy, if a business isn’t learning, it’s going to fall behind. A business learns as its people learn. Communicate your expectations that all employees should take the necessary steps to hone their skills and stay on top of their professions or fields of work. Make sure you support those efforts by providing the resources needed to accomplish this goal.

4. Get management on board. Once you have developed a prioritized list of training topics that address key needs within your company, you need to convince management to rally behind the initiative.

5. Start out small. Before rolling out your training program to the masses, rehearse with a small group of users and gather their feedback. This sort of informal benchmarking exposes weaknesses in your training plans and helps you fine-tune the training process.

6. Clarify connections. Some employees may feel that the training they’re receiving isn’t relevant to their job. It’s important to help them understand the connection early on, so they don’t view the training sessions as a waste of valuable time. Employees should see the training as an important addition to their professional portfolios. Award people with completion certificates at the end of the program.

7. Make it ongoing. Don’t limit training solely to new employees. Organized, ongoing training programs will maintain all employees’ skill levels, and continually motivate them to grow and improve professionally.

8. Measure results. Without measurable results, it’s almost impossible to view training as anything but an expense. Decide how you’re going to obtain an acceptable rate of return on your investment. Determine what kind of growth or other measure is a reasonable result of the training you provide. You’ll have an easier time budgeting funds for future training if you can demonstrate concrete results.

Source: www.allbusiness.com/ten-employee-training-tips-1465-1.html

How to Spot a Hostile Work Environment

A hostile work environment is prohibited by law and is intimidating and/or offensive.  So how do you spot a hostile work environment? Unfortunately, it’s all down to company culture.

Some employees believe that a bad boss, an unpleasant work environment, a rude co-worker, or the lack of perks, privileges, benefits, and recognition can create a hostile work environment. But, the reality is that for a workplace to be hostile, certain legal criteria must be met. Additionally, the behaviour, actions or communication must be discriminatory in nature.

How to spot a hostile work environment

So, a co-worker who talks loudly, snaps her gum, and leans over your desk when she talks with you, is demonstrating inappropriate, rude, obnoxious behaviour, but it does not create a hostile work environment. On the other hand, a co-worker who tells sexually explicit jokes and sends around images of nude people, is guilty of sexual harassment and creating a hostile work environment.

A boss who verbally berates you about your age, your religion, your gender, or your race may be guilty of creating a hostile work environment. This is especially true if you asked the individual to stop and the behaviour continues.

You can read some of our tips for creating a positive working environment over here.  For anyone who may need help dealing with a difficult situation regarding behaviour in the workplace, visit reachout.com for advice.

Or… why not just change job? Take a look at some of our great new roles if you have become tired with your job: www.3qrecruitment.ie/home/Source: humanresources.about.com

Tips for a Positive Work Environment

I love my job.  Here are some tips for a positive working environment (if you don’t) because there’s nothing worse that working in a job you hate, or worse, in a hostile work environment. A workplace that is trusting, open and fun will be the most productive and successful. It’s all about the company culture.
Tips for a positive working environment

1. Engage in meaningful (and in-person) dialogue

When you make the effort to connect with your team members in person—individually and as a group—you’re establishing a position of caring that motivates individuals in all sorts of crazy-good ways. It’s easy to send short messages in emails, and then rely on these small exchanges for most of your communication. Or, you can focus on what needs to get done next and forget to take a breath, look around, and get to know your employees. Don’t fall into this rut. Instead, ask your team members about their immediate goals and project interests as well as their career objectives.

Also, remember: We’re all human, and most humans respond well to the real thing—in-person communication that says “you matter.”

2. Show your appreciation

One of the biggest complaints from employees is that they don’t feel appreciated. It takes no effort to say “thank you” for example. They are the two most underrated words in the dictionary.  The second someone gives us a “nice job” or “you made a difference on this project,” it makes us feel like we matter in a way that gives our work a sense of purpose. If you’re not so inclined to give out verbal gold stars, an easy place to start is with a simple “thank you.”

The next step is to give meaningful appreciation. Thread the high-fives and “nice jobs” with a more detailed picture behind your acknowledgment. This way, your employees can understand what they’re doing well, and do more of it. Also, detailed praise shows you’re paying attention and not throwing around empty phrases. When people feel like they’re doing good work, they want to rise to the occasion even more.

3. Listen to everyone’s ideas

Your entire team has great ideas. They’re in the trenches all day, bringing their own experience and perspectives to the part of the project they’re focused on. For example, if there’s a way to make spreadsheets more efficient or cold-calls more productive, the team members know how. It’s tempting to stick with protocol because you know that works well. But these days the world moves so fast nobody can afford to stay with a status quo for too long. So instead, make it a policy to listen to new ideas (you could structure appropriate time periods for this, too), and this will tell everyone they’re a valuable part of the team. Give the good ideas a try; you never know what might happen—other than the team becomes more invested in their work and the project outcome, for starters.

4. Trust your team members

This is a harder rule to practice for some more than others. So try to default to the assumption that your team is made up of adult, responsibility-taking, competent workers that don’t need to be treated like children. (In the end, people act the way they’re treated.) In action terms, this means that when you delegate, really let go and let the individual own the task you gave them. You can also communicate trust by asking team members to make decisions for their part of the project, like:

  • Suggesting when and if meetings should happen
  • Anticipating road blocks and communicate those to the group
  • Assuming that your team wants the best for the project. And if you sense the beginnings of some negative juju kicking up, invite  discussions about office policy; see what the majority thinks.

5. Be spontaneous and have a little fun

Everyone wants to have fun at work—even though everyone defines “fun” a little differently. Still, if you can keep the previous four tips in action, then fun—or a sense of enjoyment and being able to be yourself at work—becomes a more natural part of everyone’s job. Fun happens when  people feel well-connected with a team where there’s mutual respect, open communication, acceptance of who people are and everyone’s collaborating and working toward the same goal. When teams are working well together, it makes it easier to be spontaneous and have some fun – whether it’s a last-minute Football Friday party after a project launch, or a brief pause in the afternoon to tell stories and have a few laughs over topics that have nothing to do about work.

Source: www.liquidplanner.com/blog/5-ways-to-create-a-positive-work-environment/