Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
- On the last episode of Allwork.Space’s Future of Work podcast, we were joined by Call for Culture CEO Angela R. Howard.
- Howard gave great insight into how to create a partnership model in the workplace that fosters increased employee engagement, satisfaction, and productivity.
- Here are three essential steps to establish such a model, which can ultimately contribute to greater productivity, innovation, and shared visions that support both personal and professional growth.
On the last episode of Allwork.Space’s Future of Work podcast, Call for Culture CEO Angela R Howard gave great insight into how to create a partnership model in the workplace that fosters increased employee engagement, satisfaction, and productivity.
Drawing from her years of experience and personal journey, Howard has developed a unique perspective on the importance of autonomy, agency, and a genuine sense of collaboration within organizations.
In today’s rapidly evolving business landscape, creating a partnership model in the workplace is crucial for ensuring better employee engagement and long-term success. Embracing this approach not only helps organizations to adapt and thrive, but also fosters a sense of belonging and fulfillment among employees.
Howard revealed the three essential steps to establish such a model, which can ultimately contribute to greater productivity, innovation, and shared visions that support both personal and professional growth.
1. Establish a culture of trust and transparency
Establishing a culture of trust and transparency is a critical first step in creating a partnership model in the workplace for better employee engagement. In this new era, employees are seeking a more holistic consideration of work as an integral part of their lives and are focusing on how it can enrich their experiences beyond just providing a steady paycheck.
This shift necessitates a fundamental change in the way companies view, develop, and maintain employee relationships. Leaders need to move away from the notion of a top-down hierarchy where control and compliance are the foundations of the employer-employee relationship, and instead, cultivate a supportive and collaborative environment based on openness, honesty, and shared goals.
Howard emphasized the importance of this shift in mindset during the Future of Work podcast discussion. She believes that the power dynamics in the workplace are evolving towards a partnership model, where both employees and employers can work together to achieve common objectives, rather than the traditional approach of working for the man or woman.
Howard also highlighted how younger generations who have grown up with different values and expectations are driving this change at an accelerated pace, leading to a potential revolution in work paradigms. She noted that companies that fail to keep up with these changes, and continue to exploit employees, are more likely to face failure and attrition than those that adapt and embrace a flexible, autonomous work environment.
The significance of establishing a culture of trust and transparency for organizational leaders cannot be overstated. By actively fostering an environment where open communication, collaboration, and shared decision-making are supported and encouraged, leaders can not only enhance overall employee satisfaction and well-being, but also drive innovation, productivity, and long-term business success.
In the rapidly changing world of work, technological advancements, globalization, and shifting employee expectations are continually challenging traditional business structures and practices. Leaders who prioritize trust and transparency will be better equipped to navigate these complexities and create organizations that are resilient, adaptive, and genuinely human-centric. In doing so, they can cultivate a partnership model that both acknowledges and supports the evolving needs and aspirations of their workforce, and ultimately, usher in a new, more equitable era of work.
2. Empower employees with autonomy and flexibility
Adopting this approach promotes a sense of pride and responsibility that leads to increased motivation, productivity, and overall satisfaction. Organizations that recognize the importance of providing their employees with the freedom to manage their work and schedules are more likely to establish a positive work culture that caters to the individual needs and desires of their workforce. In turn, this enhances collaboration, innovation, and loyalty within the team. As the global landscape of work continues to shift and evolve, employers must prioritize autonomy and flexibility in order to keep up with the changing demands and expectations of employees.
Howard believes that employees need autonomy and agency to feel prideful about their work. She highlighted that lessons from the pandemic taught us that people are able to manage their own calendars and schedules, and have a better understanding of when, where, and in what environment they work best. She also noted that power dynamics are shifting, moving towards a partnership model between employers and employees.
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As workplaces become more diverse and global in nature, recognizing the value of hiring talent from remote locations and embracing cultural differences becomes critical in order to create a supportive and inclusive work environment. Adopting a workplace culture that emphasizes autonomy and flexibility is especially important for organizational leaders who aim to maximize employee engagement and productivity.
As the younger generations of workers continue to influence the future of work, they inherently bring with them different values that prioritize work-life balance, personal growth, and holistic considerations of individual well-being. Companies that fail to adapt to these new expectations risk increasing attrition rates and dissatisfaction among their workforce. Ultimately, nurturing a partnership model in the workplace through the promotion of autonomy and flexibility is an essential strategy to ensure the continued success and resilience of any organization.
3. Foster open communication and active listening
Fostering open communication and active listening is a crucial step in creating a partnership model in the workplace that encourages better employee engagement. By promoting an environment where employees feel comfortable sharing their thoughts, suggestions, and concerns, companies can develop a more collaborative and supportive atmosphere. This not only promotes a positive work environment but also helps to identify potential issues more efficiently, ultimately contributing to overall employee satisfaction and organizational success.
Howard envisions a shift towards a partnership model in the workplace, moving away from the traditional hierarchical structure. Creating a culture where employees are heard and valued is a major factor in the process of fostering open communication and active listening.
This sentiment stresses the importance of employees feeling prideful about their work, believing that their opinions matter, and knowing that their contributions are recognized and appreciated. This key step holds significant importance for organizational leaders looking to create lasting positive change for their employees and overall business performance.
Leaders who demonstrate their commitment to understanding employees’ needs by embracing open communication and active listening within the workplace can better address concerns — then implement improvements that benefit both the employee and the organization as a whole. This leads to a more motivated, engaged, and productive workforce, which is essential for any company hoping to succeed and thrive in today’s increasingly competitive business landscape.
To stay ahead of the curve and create a powerful, innovative partnership model in the workplace, organizational leaders should prioritize fostering open communication and active listening as a crucial component of their strategic approach to employee engagement and satisfaction.
For organizational leaders, the shift toward partnership models presents a unique opportunity to redefine their workplace for the betterment of employees and their organization’s overall success. Implementing these key steps will not only create a positive and engaging work environment, it will also encourage employee engagement, loyalty, and satisfaction.
