Having a positive work environment is essential and contributes to running a successful business. Aside from having the correct necessary tools that enables one to achieve organisational objectives, the dynamics of a workplace is one that can easily be overlooked in terms of using it as a way of boosting morale and productivity which for the most part is rarely brought to the attention of the appropriate persons in charge.
Working towards building an engaging and positive environment for employees is a task that is often deferred due to finding its way at the bottom of daily to-do list or simply because it is not thought about regularly. When a working environment becomes a mere aspect in our daily lives, where it doesn’t play an important role, it can begin to affect how employees interact with each other and their work or even for instance influence the way that tasks are being carried leading to a potential change in performance or productivity.
A physical work environment is defined as “The physical geographical location as well the immediate surrounding of the workplace, such as construction site or office. Typically involves other factors relating to the place of employment, such as quality of the air, noise level, and additional perks and benefit of employment such as free childcare or unlimited coffee, or adequate parking” (BusinessDictionary, 2018).
The delegation and fulfilment of this responsibility is not one that plays a huge role in organisations but it should be. Respectively, small organisations may have limited budgets but creating a positive physical working environment shows that the persons in charge have a duty to provide and preserve a positive working environment which in hindsight may have an impact on employees performance, job satisfaction but also their mental wellbeing. Often overlooked, however simple factors such as lighting, ventilation or even the acoustic environment can lead to long-term changes in productivity. Research on this topic suggests that these basic components have an influence on employee’s health (Dilani, 2004; Milton, Glencross & Walters, 2000; Veitch & Newsham, 2000).
People that have a healthy and positive working environment, for the most part, tend to be happier and more satisfied with their jobs so consequently work better; this testament is one that most would agree with just from personal experience. Understanding the importance of the provision of a healthy working environment is essential to keep employees engaged and satisfied, conducting internal organisational research should provide one with the answers to whether the organisation is doing enough.
Creating an impersonal questionnaire could be the softer approach your organisation takes to tackle such issue as employees would be more likely to respond honestly and thus create an action plan that is more effective. Dictating the tone of the research is important and one that should remain positive and empathic throughout, as anything perceived otherwise may instead alienate employees and result in bias responses which would be unproductive to the cause.
So where the pros easily outweigh the cost, the risk of increasing job dissatisfaction, higher employee turnover and/or lowering productivity within an organisation. It should be every organisation goal to work towards creating a positive work environment that is healthy, engaging and motivating for its employees.
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