Today’s Morning Buzz is brought to you by Michael T. Paulhus, Town Manager for the Town of Plainville, Conn. Connect with Mike on LinkedIn.
- What I’m watching: “The Recruit” on Netflix
- What I’m reading: “Day Trading Attention” by Gary Vaynerchuk
- What I’m listening to: Classic Vinyl, Channel 26 on Sirus/XM
It’s never a good sign when the Director of Human Resources is waiting for you the moment you walk through the door on Monday morning. On these occasions, the director is likely to drop a story about a wayward employee. Maintaining a positive work culture is an important goal, but it can be a challenge even on a good day. Two critical components, the work environment and motivation, are posing serious challenges for local government officials. Recent surveys indicate that 66 percent of employees feel they are working in a toxic work environment and 52 percent of government employees feel burnt out. This is a double whammy. However, I have three strategies for meeting these challenges head-on and building the foundation for a positive work culture.
- Focus on Communication and Employee Engagement
Why is this important? Open communication builds trust, strengthens relationships, and ensures employees feel valued and heard. When employees feel informed about company goals, policies, and projects, they are more likely to be engaged and aligned with the organization’s vision. You can’t sit in the corner office and hope for the best. As a manager, I like to get out of the office and visit various departments at different times of the year. The library is a great place to visit because it’s always jam-packed with families and young children, and the staff are really engaged in their work. I visit the recreation department in the summer; public works in the fall; and public safety almost any time. I highly recommend a police ride-along if possible.
Other suggestions include holding regular staff meetings, smaller team meetings, and project review meetings in which managers can share updates and gather employee feedback and any concerns they may have. Sometimes, it’s as simple as walking the halls or coming in early to check in with an employee.
The practice I think is the most effective is having a consistent method or program for recognizing and celebrating employee contributions publicly, to reinforce their value in aligning with the organization’s mission. This can’t be understated, even if it is just an anniversary date that promotes longevity.
- Foster Professional Growth and Development
Why does it matter? Employees are more likely to stay when they see opportunities to learn, grow, and advance within the organization. Providing ongoing training, certifications, or education reimbursements tailored to public sector roles is a step in the right direction. I recognize these activities cost money and may also include the opportunity to attend conferences either in-state or out-of-state, but they are important, if nothing else, to send the right message. Managers should be committed to defending and fighting to keep these funds in the budget.
Mentoring is another tool that is often overlooked, but a strong program allows seasoned employees to guide newer staff in developing their skills and navigating their new roles in local government. Developing employees internally prepares them for leadership roles, reducing the need for external hires. Employees who see a future for themselves within a company experience greater job satisfaction. Growth opportunities contribute to a sense of achievement, reducing stress and burnout.
If you get out of your office to engage employees, I know one of the top three grievances they will have is about advancement. By prioritizing professional growth and development, organizations create an environment where employees feel valued, challenged, and empowered, leading to a more engaged workforce and a thriving workplace culture.
- Promote Work-Life Balance
When it comes to creating a positive work culture, promoting a work-life balance should be one of your top three strategies. I am fortunate enough to have implemented a four-day work week, and it has certainly been a great tool for recruitment and retention. Once again, the more elements you can bring to a positive work culture the better.
I have found this tool is the most powerful because of the pressure local government employees endure on a daily basis. Feedback from employees always goes something like this: “I really like the four-day schedule because I have an extra day to take care of family things.” Other responses include self-care activities, like a yoga or meditation class, short trips or get-a-ways, or just a day to read a book.
Employees who have time to recharge outside of work are less likely to experience stress and burnout. Allowing employees the opportunity to create a balanced approach to work and personal life leads to better mental and physical well-being. I truly believe that well-rested employees are more focused, efficient, and motivated at work. When employees feel their time is respected, they are more committed and engaged in their roles.
If you can pull all three of these strategies together, you are on your way to creating a winning formula for a positive work culture.