People spend a large part of their week at work. It should be an environment in which they feel supported, can contribute and have something to be proud of.
As a PR consultant, I have opportunities to see how different technology companies work, from small teams to large organisations. The workplaces that make a positive impression are those that listen to employees and support both their daily work and their development.
That takes time, but building a good foundation is worth the effort. Here are four practices that I believe every employer should consider.
1. Give new colleagues a proper introduction
Onboarding involves more than pointing out the coffee machine and explaining where files are stored. Make time to help people understand the work, even when the team is busy, and remain available when questions arise.
That process also helps you get to know the new colleague. You can see which tasks come naturally and where somebody needs more guidance or time.
When systems, procedures and expectations are clear, people are better placed to organise their work and participate in the team. Read our four tips for welcoming new colleagues for a practical approach.
2. Invest in the tools and knowledge people need
An employer expects people to contribute to the organisation every day. Employees should also be able to expect support in doing that work well.
That includes appropriate technology, access to knowledge and opportunities to develop. Discuss what someone needs for their role and what they would like to learn next.
Supporting existing colleagues is part of maintaining a strong team. It should not receive attention only when the organisation is trying to fill a vacancy.
3. Be clear about the organisation’s goals
Explain the company’s objectives and direction throughout the organisation. When people understand the wider picture, they can discuss how their own work contributes.
That conversation helps connect individual responsibilities with a shared purpose. It also gives employees a chance to ask questions and offer a perspective that may otherwise be missed.
Transparency is more useful when it includes dialogue, rather than simply distributing an announcement.
4. Notice the everyday concerns too
Not everything that affects someone’s working day appears in a project plan. People may have practical concerns or responsibilities outside work that need attention.
An employer who listens and makes room for a reasonable conversation can show that the person matters as well as the task. Feeling heard helps create a more considerate basis for working together.
The same principle applies between colleagues: ask how someone is doing, and listen to the answer.
Help people communicate with confidence
Enthusiastic client relationships start with the people doing the work. PR and communications teams can contribute by helping colleagues explain ideas, develop content and share knowledge.
That might involve writing practice, structured brainstorming or helping managers present messages clearly to their own teams and the media.
Learn more about our team and our media training, or contact Progress Communications to discuss a communications challenge.
Inger
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