Workplaces with healthy cultures are shown to have positive effects on employees, such as increased job satisfaction and well-being. It also improves staff retention and engagement. In a 2022 survey, Westfield Health found that 86% of employees said that a good culture makes them more productive at work, and 64% stated that they would leave if the work culture was incompatible.
Having a good workplace culture is an important part of the Consumer Duty which came into force earlier this week. Firms must first establish positive organisational cultures that support integral business practices, which in turn leads to fairer treatment and better outcomes for consumers.
It is important that firms have a culture that places their customers first instead of focusing on the number of sales and targets needed to achieve. Consider the product and services your firm is offering and the overall customer experience. A negative experience could result in the customer purchasing the wrong product, which could lead to potential foreseeable harm. Firms have a duty to support customers, and to do so involves looking to ways to improve the workplace culture.
Communication
Employees are more likely to feel valued when there is two-way communication, transparency, and honesty in their workplace. There will be feelings of mistrust and disregard if a company doesn’t communicate its choices and actions to its staff. Simply listening to the concerns and needs of employees and acting on promises can make all the difference. People are more likely to have higher performance levels if there is trust.
Leading by example
Ultimately, senior management shapes the culture of an organisation. There should be a genuine responsibility for instilling the right culture in the workplace and deciding what works best. If the tone from upper management reflects principled values and behaviours, employees are likely to follow suit.
A culture of support and safety
Developing a healthy workplace culture allows employees to feel safe and comfortable when expressing ideas and feedback. In a culture of accountability, for example, employees deliver results and acknowledge responsibility for their own actions. In the event that a problem does occur, then learning from a mistake is far more valuable than assigning blame. This serves as a buffer against negative experiences and stress which in turn improves employees’ ability to bounce back from any problems and challenges that have occurred.
Culture and compliance in the workplace go hand in hand. Companies that dedicate themselves to maintaining happy, healthy, and motivated workplaces are ensuring that staff feel valued and respected, strengthening the relationships between the employer, employees, and the consumer.
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About the author
Regine Tse
Regine joined RWA between 2021-2023 having graduated from Loughborough University with a 2:1 in Graphic Communication and Illustration. As a Digital Content Assistant, Regine used their graphic design and illustration experience to create engaging e-learning modules.
