How A Just Work Environment Can Increase Employee Productivity

 

A company is only as good as the people running it. This much is true. But what people often fail to recognize is that a company wouldn’t even be a company if it weren’t for the employees working behind the scenes. Employees serve as irreplaceable resources any company can’t go without. They are hands, feet, and the backbone that mobilizes the entire company. Without them, ideas would remain as ideas. No more and no less.

However, it is all too often that company managers and administrators would express dissatisfaction with an employees’ work output. A common cause for grievance would be low outputs, gross misconduct, underperformance, or all of the above. These issues have long been destroying employer-employee relationships, and often end in both parties harbouring bad blood against each other. But can we really blame employees for doing unsatisfactory work all the time?

Many factors influence employee behaviour. Some employees would go as far as purposefully sabotaging their own work just to make a point. They will intentionally lower their work performance as a form of rebellion against the management – yes, even if it means risking their jobs in the process.

You see, not all employees are tolerant or stupid enough to just humour the decisions of whoever is on top. And they’re definitely not blind to the injustice that exists within the company, if there are any. So just in case you’re wondering what’s causing the obvious drop of employee productivity in your company, you might want to analyze your company’s internal systems first.

Are you sure that the current program you have for employees is sufficient to satiate their needs?

Are you giving them all the benefits rightfully due to them?

Is your manner of doing business just and favorable?

If I am to work for the company I am running, would I feel satisfied with the current management?

Ponder upon these questions carefully. Then you can decide whether the work environment you currently have in the company is employee-friendly or not. And to better guide you in doing your own, internal evaluation of your company, here are a few notes to remember:

People Don’t Just Work For Money

This is a common misconception employers have. They would often think that employees will stay if they are earning enough. Sometimes, they even think that employees will do anything just to keep their jobs. After all, populous cities like New York have significantly high rates of unemployment. This means that decent jobs are hard to come by in places with too much competition. So, how can employees even entertain thoughts of abandoning their jobs – right?

Let me tell you something. Employees WILL leave their jobs when they find it too unfair or unrewarding.  Let’s not forget that globalization is making jobs more accessible for individuals that have unrivalled potential. Highly-talented employees that you take for granted can turn the tables on you at any given time. The whole world is their oyster and the internet is a giant hiring platform that can introduce them to multitudes of BETTER career opportunities. Are you really sure that employees get the short end of the stick when they resign? Did it even cross your mind that maybe, it’s the other way around?

Employees Value Corporate Culture More Than You Know

Corporate Culture, when done right, is a huge plus factor that can encourage employees to work harder and improve their productivity – not to mention, it also plays a big part in retaining employee loyalty. In case you are unfamiliar with Corporate Culture (CC for short), let me explain the concept briefly.

When a company has existed long enough, it begins to develop its own identity – an entirely diverse culture that is commonly shared by everyone who is part of the same company. Like countries, each company would have a different culture. Some would be warm and inviting; others would be toxic and restrictive. A good culture usually becomes a foundational factor that makes people stay with a company. Needless to say, great CC motivates employees to do better – to grow into a better professional.

I remember a good friend of mine, who used to work (and probably still working) part time for a certain company. She was fully-aware that she’s being underpaid before I even called her attention about it. But she stuck with the same job for years. It boggled me really. “Why?” I would often think. But I soon realized that it was because the culture that existed within the company was sublime. They didn’t have much to offer, monetary-wise. But they had a rich, supportive culture. People weren’t trying to bring each other down. It was the opposite actually – they always tried to help each other out. Although I, for one, would still say that this company deserves a legal summon (they are underpaying, after all), they still have my applause for establishing such a culture.

Employees Need To Feel That They’re More Than Just Tools

When you start taking employees for granted, they will also start getting the wrong idea. Never forget that behind job positions are individuals who have their own rights and privileges. They are not mere tools to help you grow your business, nor are they pawns you can simply discard after they’ve served their purpose. When employees get the gist that you are not treating them with the respect they deserve, chances are, they’ll turn their tails on you. Or worse, report you to labor councils. Mind you, we’ll happily welcome them with open arms. *wink*

See to it that they are getting what is rightfully due to them. Being cheap, or depriving them of their benefits as ascribed in the laws of the state, will certainly leave a sense of unfairness in your employees’ hearts. If you want to save yourself the trouble and the insane costs of taking matters to court, make it a point to look after employees’ welfare. This will not only benefit them; it will benefit you as well. Remember, happy employees are productive ones. So, do it right!

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