Everything starts with your choice of employees. It is best when the superior can choose their own employees them self. But not only according to knowledge and experience, motivation, capability and desire to learn. The personality of the person is also important. Personality is important so that this person can fit in with the collective and, if it's possible, for them to be positive and constructive and for that person to have personal preconditions for the position they are going to fill. It pays to not make any compromises and it is better to search on than to complicate both your situation and the situation of others, as well as the atmosphere of the workplace.
Every company should have set company values, a company culture. They aren't just phrases or empty words. There are also behavior rules, which should be kept by everyone, so that even the most dissimilar personalities can successfully cooperate and meet the company’s goals. It isn't easy. The person who holds the culture at work is the superior, who must be the example. Mere words aren’t enough. Quite on the contrary. It has paid off for me that I have organized twice a day workshops with all the employees - on the first day we debated about how we understand the company’s values, what they mean to us and if there aren’t any other values that could be important specifically for our team. I was immensely pleased to hear that, for my colleagues, team work is the most important. One for another. And this makes us the strongest we can be when a problem arises for us to solve.
One ability is very important for having a positive atmosphere at the workplace – giving constructive feedback and knowing how to accept feedback. Both are difficult, especially for some people. Unfortunately, in our region, it happens time and time again that we try to handle the problem with someone, who is not even involved instead of the person directly related. I don’t know why this is. Maybe it is because we are afraid that we don't have enough arguments or that we have a problem with communication - we don’t know how to turn a problem into constructive feedback. We don’t want to have to face a conflict or maybe we're just cowardly and careful... It's only that the method of slander at the workplace doesn’t solve the problem, it only makes it worse, resulting in having a negative effect on the entire collective. It is toxic and it takes away people’s focus from work.
I speak about feedback and my capabilities with everyone. I think highly of the foundation of positive atmosphere at the workplace. We should give each other feedback. I agree that it's not easy. I, along with my colleagues, went through an entire, all day workshop on this topic. How to say what I am feeling, but to not offend or discourage my colleagues. Rather to help them understand and set a path leading to a positive change. But, also about how we accept feedback, that we find to be unpleasant. How to not become offended or try to explain ourselves, but to think it over.
We established a rule of workplace culture - for example, we are going to keep our doors open at all times, assuming it is possible, and that anyone within the company can come in and share their opinion. One requirement is that you must say, if possible, everything constructively and with empathy.
Having some people bring their children or their dog to work from time to time can also contribute to a positive atmosphere. For me, I like having a dog the most... It is like canistherapy. I read that some, foreign personnel offer such a possibility as this for the benefit of the employees.
It is important for all the employees to know that the company and their superiors are interested in them and that they appreciate their successes and that they are there to help solve any complications. It is about setting up trust. I believe that for many employees, this is more important than, for example, a pay raise.
A positive boss is the most important part of having a positive atmosphere at work. A positive boss, who energizes their colleagues, lets them make mistakes and then learns from them. A boss who motivates and directs them, as well as respects them and makes sure they feel respected. And on the other side, a boss who deals with conflicts immediately and demonstrates the rules of the company. It isn’t easy, but the invested energy will pay off.