5 ways to foster positive workplace culture

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Author: Tom Armstrong, Business Development Manager.

A workplace culture is a company’s DNA, and a positive culture is one that prioritises employee wellbeing, offering support at all levels. In order to foster a positive workplace culture, organisations must ensure they have policies in place to promote respect between employees, trust, empathy, and support.

Many lawyers pursue a career in law through passion, however expecting employees to work solely on this basis may not be enough to promote talent retention and success in your organisation. That is why it is important to foster an environment where positive attitudes are maintained in the aim of a collective goal. One way to show dedication to employees is by offering clear training routes to up-skill them. Routes such as the SQE offer them training and development whilst they can continue to work full time. 

Here are 5 other ways you can improve your organisation’s culture for the better, which in turn will promote company loyalty and talent retention. 

1. Establish the state of your current culture

In order to create a positive culture, you must firstly hear from your employees, through open and honest conversations. You may find as a leader that your perspective of your organisation differs to that of your employees. Offering multiple avenues for feedback, especially through anonymous means, can help you to better understand their perspective. You may also consider using 3rd party consultants who will offer an unbiased evaluation of where the successes and obstacles lie in your road to a positive work culture. There are also consultants available who can come in and analyse from a 3rd party perspective what the company culture is. 

2. Set clear objectives to guide employee performance and ensure these are understood on a short and long-term level. 

It is important that employees understand the vision and values of the organisation, and how their role is a contributing factor to this on a short and long term basis. Feeling that they  are individually contributing to something as part of a wider purpose, not just hitting a bottom line, is an important factor in promoting a positive workplace culture. 

3. Offer learning opportunities outside of job descriptions

Building skills is an important part of continuing employee development. Offering the scope for employees to share and pursue their passions in and outside of the office can lead to improved employee relationships, and overall increased job satisfaction and productivity. I have personally heard several testimonials from individuals who have a passion for law that they wish to develop through the SQE, who have not been given the chance to pursue it in their current work capacity. By supporting long term employee goals, you can develop company loyalty quickly and effectively. 

4. Transparency, flexibility and respect

In the post-COVID age, being a flexible employer is more important than ever. Individuals are increasingly looking for employers who show the ability to be accommodating and approachable when faced with working requirements that fall outside of the traditional office 9-5. Ensure you are transparent about flexible work policies and maintain an open dialogue that leaves space for individuals who may have unique requirements. This can build respect and trust between employees and leadership. 

5. Brainstorm social outings or policies for employees

Socialising with colleagues outside of the office regularly allows people to build deeper, meaningful connections that positively impact their work. It also invites cross-departmental interaction and collaboration, finding ways to grow through opportunities that are sometimes limited within companies. In a digital age where a lot of interaction is now done on a WFH basis, these opportunities for socialisation will allow employees to feel more comfortable to reach out to others when they require input, feedback, or collaboration.

If you would like to speak further on this topic, or you would like to learn more about BARBRI’s training opportunities for your employees please feel free to reach out.

EMAIL: tom.armstrong@barbri.com 

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