positive work environment essay

SUGGESTED TOPICS
The Magazine
Newsletters
Managing Yourself
Managing Teams
Work-life Balance
The Big Idea
Data & Visuals
Reading Lists
Case Selections
HBR Learning
Topic Feeds
Account Settings
Email Preferences

Proof That Positive Work Cultures Are More Productive

Emma Seppälä
Kim Cameron

Four ways bosses can create them.

Too many companies bet on having a cut-throat, high-pressure, take-no-prisoners culture to drive their financial success.

Emma Seppälä , PhD, is a faculty member at the Yale School of Management, faculty director of the Yale School of Management’s Women’s Leadership Program and bestselling author of SOVEREIGN (2024) and The Happiness Track (2017). She is also science director of Stanford University’s Center for Compassion and Altruism Research and Education . Follow her work at emmaseppala.com , http://www.iamsov.com or on Instagram . emmaseppala
KC Kim Cameron , PhD, is the William Russell Kelly Professor of Management and Organizations at the Ross School of Business at the University of Michigan and the author of Positive Leadership , Practicing Positive Leadership , and Positively Energizing Leadership .

Creating a positive work environment: 7 proven strategies

positive work environment - Workplace from Meta

What are the ingredients of a positive work environment, and what strategy do you use when people aren’t sharing the same physical space? We take a look.

A positive working environment is critical for workplace culture and the employee experience . It influences everything from stress levels and mental wellbeing to productivity and performance. But creating a positive work environment goes far beyond the color of the office walls. In fact, it goes beyond the workplace entirely.

Research from McKinsey suggests that some sectors will have up to 5 times more employees working from home after the pandemic than pre-lockdown. However, while this makes your company’s ‘work environment’ less tangible than it was in 2019, there’s still a lot you can do to improve and harness it, providing your people with a positive and motivating work environment they’ll want to wake up to.

Let’s look at some of the key ingredients that make a positive work environment and how to get it right.

Learn how global HR leaders build company culture

Download these 6 expert tips to discover the link between employee engagement and company culture.

What is a positive working environment?

When you think of: ‘working environment,’ the first thing you might imagine is a physical space. The desk you sit at, how close you are to the coffee machine, the color scheme in the meeting room. But the working environment is about far more than just the physical.

A positive work environment is a space that promotes employee wellbeing , productivity and growth. A few factors go toward this, including having good working practices, relatable values, a supportive atmosphere, and a culture of trust.

In short, a positive working environment is a space that encourages people to perform at their best. And this applies whether they’re working collectively in a physical space or remotely through virtual environments .

Why is it important to have a positive working environment?

A positive working environment has benefits for people at all levels in an organization. Research from Deloitte shows that 94% of executives and 88% of employees believe a positive workplace culture is essential to business success. That’s because creating a space where employees feel happy and inspired naturally leads to a more lively and collaborative workforce who are motivated to achieve their personal and professional goals.

Here are five of the benefits a positive work environment could bring to your workforce:

Less stress and burn-out

According to the UK’s Labour Force Survey , 828,000 employees suffered from work-related stress, depression or anxiety in 2019/20 resulting in the loss of 17.9 million working days. That's a lot .

So it's essential to create an environment where people feel comfortable asking for help to manage stress, avoid burnout and minimize absenteeism .

Increased productivity

Happiness and productivity go hand-in-hand. A study by Oxford University into the productivity of BT workers showed employees were 13% more productive when happy - working faster, making more calls per hour and converting more calls into sales. 1

A positive working environment equips people to complete tasks more efficiently, increasing overall work output while helping individuals progress faster up the career ladder.

Staff retention

It should come as no surprise that happy employees are less likely to start searching for opportunities elsewhere . While you might be able to attract talent with a good salary, if company culture, working environment and progression opportunities fail to live up to expectation, people will soon start looking for a new job.

The Work Institute estimates the cost of replacing a single US worker at ,000, or about one-third of a worker’s annual earnings. 2 Meanwhile, employees who leave within the first year bring little-to-no return on the investment made to hire them. This makes quick turnover one of the most expensive and preventable costs a company faces.

Better wellbeing

According to the CIPD’s annual health and wellbeing survey , 2020 was the worst year on record for mental health at work. Nearly two-thirds (68%) of respondents reported some form of anxiety, and 58% said they had experienced at least mild symptoms of depression.

Improved morale

In a nutshell, employee morale is the overall satisfaction, attitude and outlook that people feel at work. High employee morale encourages your workforce to engage and work collaboratively, bringing a positive mindset to the job.

Key factors that affect morale in the workplace include good business communication between employees and management, providing clear and measured career pathways, and celebrating accomplishments and employee successes.

‘The importance of a positive working environment - Workplace from Meta’

How to create a positive work environment

So how do you do it? According to the Work Institute, 78% of the reasons employees quit are preventable. But creating a positive work environment doesn’t have to be an uphill battle. Here are seven of the critical areas to focus on.

Create a great onboarding experience

You've heard the expression, 'first impressions are lasting impressions.' And it's true – a good employee experience starts from day one. The Hays What Workers Want survey demonstrated that an unwelcoming office environment deterred 64% of applicants. And unwelcoming staff put off 44% of new starters as early as their first day. 3

Understanding the needs of your new hire is essential for creating that great first impression . Office-wide introductions and a clear walkthrough of their role, along with tours of the workplace – virtual or physical – can help them feel at home and give them the first taste of your company culture.

Own your values

There's a correlation between companies with clearly articulated culture or organizational values and overall business performance. But many organizations find it's easier to talk the talk than walk the walk.

Clear and inspirational company values are what shape your business vision and unite your workers. But you need to make sure you put them into practice to give people a real sense that you’re all working toward a common goal.

Encourage connections

Building positive connections between all your employees is essential in creating a culture of team collaboration , where workers at all levels feel like part of a team. And it’s more important than ever in today’s remote working culture where people may have few opportunities to meet up physically.

Team-building exercises – face-to-face or virtual – can be a great way to bring colleagues together, building up rapport and social connections to create an environment that supports mutual respect and trust.

Focus on wellbeing

It’s essential that employers are aware of what’s going on with their employee’s wellbeing, and that they demonstrate that awareness. Fifty-eight percent of UK employees would consider leaving their job if company leaders didn’t show empathy to staff needs, according to Workplace from Meta research. 4

Offering benefits like discounted gym memberships, flexible working options, and free counseling can help reduce workplace stress and improve overall wellbeing. But an open-door policy, where people feel free to talk to leaders about what's on their minds, could be even more effective.

Encourage diversity and inclusion

Does your company welcome people of all ages, ethnicities, cultures, religions and genders? Diverse, inclusive teams power innovative, forward-thinking organizations. But if diversity in your company is low, it can directly impact the experience of diverse hires and how comfortable they feel in your work environment. Find out more about how to improve diversity in your workplace .

Get the physical workplace right

It's incredible just how much of an impact a suitable physical space can have on our mood. Everything from the chairs you provide to the office lighting will directly impact your workers and their ability to perform at their best.

But it's not all about work. While creating a comfortable, productive space is essential, it's just as vital to design spaces for collaborative working and downtime, enabling people to build social connections and take charge of their mental wellbeing in the work environment.

Employees who feel their leaders communicate with them directly and truthfully are far more likely to respect the company they work for and feel positive about their work environment. And people aren't just demanding openness about the organization itself – 62% of employees want transparency on societal issues like climate, diversity and inclusion, our research shows. 5

With remote and hybrid working increasingly part of the mix, you must get your messages across while enabling employees to communicate effectively with you and everyone else.

Let's Stay Connected

Get the latest news and insights from the frontline of work.

By submitting this form, you agree to receive marketing-related electronic communications from Facebook, including news, events, updates and promotional emails. You may withdraw your consent and unsubscribe from such emails at any time. You also acknowledge that you have read and agree to the Workplace Privacy terms.

Keep reading

Workplace culture: what it is and how to create a positive culture in your organization
What is diversity and inclusion?

What are organizational values and why are they important?

The four types of organizational culture: which is the best for your business, discover how to influence your company culture and be the right kind of ally., recent posts.

Culture | 11 minute read

Workplace Culture: How To Create a Positive Culture and Boost Productivity

Workplace culture is even more important in a world of hybrid and remote working. Find out what workplace culture means and how to improve it.

Culture | 8 minute read

Organizational values can provide a compass for employees and a reason to believe for customers. Find out how to develop and communicate organizational values.

Why Diversity and Inclusion is More Important Than Ever

What is diversity and inclusion and why is so important in the workplace? We explore why big companies care about these important issues.

The Characteristics of a Positive Work Environment

Your work environment can have a positive or negative effect on your daily life. “Positive” work environments can be defined as those workplaces where there is trust, cooperation, safety, risk-taking support, accountability, and equity.

There are some abstract concepts when thinking about a positive work environment. You want to strive for shared purpose, values, and trust. However, there are practical ways you can start building a positive work environment immediately. Below are some concepts to consider and implement into your workplace.

What is trust? “Trust definitionally, is the willingness to rely on someone in a situation where you are vulnerable so it’s, in a sense, the absence of fear” (Weiss, 2018). When you are not scared, you feel like you can speak up. A positive work environment is a place where everyone is heard. Safety and equity are two important components of a positive work environment. In her interview with Dr. Michele Williams, Lydia Weiss talks about how psychological safety allows people to take risks and people can speak up which is part of a strategy for building trust. Dr. Williams talks about how inequitable treatment – e.g. penalizing women for engaging in flex schedules – can add a gendered aspect that creates a barrier to trust.

How the WorkLife Office assists employees and units build trust:

Team building activities
1:1 Consultations for employees and supervisors
Psychological Safety presentation
Building Your Best Colleague presentation
Boundaries and Safety at Work presentation

Cooperation

What is cooperation? The standard dictionary definition refers to cooperation as the act of people working together toward the same goal(s). Working together toward a goal, like collaborating on a project, requires a lot of communication. There is a big difference between the quantity and quality of communication in the workplace. It is important that you and your team members have a shared purpose. If you do not share the same purpose and values, then you might be talking about two different things, pursuing two different goals, and that leads to problems when communicating with team members. Agarwal (2018) describes some cooperative elements of a positive work environment:

Institutional Level: Establish clear values for the organization
Director Level: Create an inclusive work environment
Project Leaders: Create clear goals and rewards for team members
All Team Members: Foster collaboration and communication

How the WorkLife Office assists employees and units build cooperation:

Presentations and workshops to help you build better teams and colleagues in many ways, at many different levels. You can find more information about these presentation or request a presentation.
Campus and community connections through one-on-one consultations.

Positive Behaviors in the Workplace

How do you exhibit trust and cooperation in the workplace? It’s not as easy as it sounds. It is one thing to say you promote a positive work environment. It’s a bigger challenge to practice the behaviors each day. Burke (2017) outlines some ways you can start to build a positive work environment right now:

Model positive and respectful behavior in your interactions – Be accountable, don’t play the blame game. Instead, take responsibility and risk being vulnerable, to encourage others to be honest and responsible. Encourage an environment where it’s okay to make mistakes and move forward.
Show your gratitude and appreciation – Send a thank you note or say it during a meeting.
Celebrate wins – Look for ways to celebrate whether it’s an employee birthday or recognizing a milestone or achieving a goal. Honoring wins and milestones improves morale by encouraging the person and showing team members that important events are noticed and praised.

Of course, those actions should be genuine and authentic. Those individual qualities should be within you. But, if you are still looking for ways to act out positivity, Geue (2018) outlines a few tips:

Listen – Be open and encouraging to hearing other’s opinions, ideas and solutions without judgment. This encourages team members to speak up and feel heard and valued.
Communicate often – Keep employees in the loop with frequent updates. This helps keep people connected and feeling part of the larger team. Provide regular feedback including constructive feedback and not just at performance review time. Employees want to know how they are doing along the way.
Create clear goals – By creating goals and how each person is responsible for achieving them, it motivates and inspires an air of striving for betterment in the workplace.
Foster collaboration and diversity – Teams are at their best when they are able to make the best use of their strengths and welcome different perspectives, ideas and opinions of their team members to extract the best solution or result.

Working in a positive work environment is great. There is a quote from Zig Zigler that says, “Positive thinking will let you do everything better than negative thinking will.” That can be applied to the workplace: A positive work environment will let you do everything better!

How the WorkLife Office assists employees and units build positivity in the workplace:

Annual Outstanding
Supervisor Award
Annual Take Your Child to Work Day
Annual WorkLife Office:
Workplace Conference
Grounding Strategies training
How to Recognize and Minimize Burnout
Wellbeing at Work Guide
Towards a Respectful Workplace Website

Towards a Respectful Workplace Website and Guide

Visit the Toward a Respectful Workplace website for more information, resources, and a toolkit. The Well-being at Work Guide is also helpful.

Agarwal, D. P. (2018, August 30). How To Create A Positive Workplace Culture. Forbes
Burke, M. (2017, August 28). Creating A Positive Workplace Culture – A Little Kindness Goes A Long Way. Huffpost
Cameron, E. S., & Cameron, K. (2017, May 08). Proof That Positive Work Cultures Are More Productive. Harvard Business Review
Geue, P. E. (2018). Positive practices in the workplace: Impact on team climate, work engagement, and task performance. The Journal of Applied Behavioral Science, 54(3), 272-301
Sakai, K. (2014, January 11). New Guide Offers Bold Ideas for Making Work “Work” During Challenging Economic Times and Spotlights Great Workplaces.
Weiss, L. (fall 2018). Building Trust in Higher Education: An Interview with Dr. Michele Williams. Quarterly Review of Work-Life Policy and Practice, 1-13.
https://www.berries.com/blog/positive-quotes

Positive work environment: Everything you need to know

It is highly likely that either you or someone you know has faced a phase of workplace stress , or even endured a persistent period where stress seemed relentless and unyielding. It seemed like it would never fade away.

Burnout and stress are common workplace adversaries, and the significance of fostering positivity and well-being cannot be overstated. A positive work environment transcends superficial perks and trendy office designs; it is the cornerstone upon which high-performing teams and thriving organizations are built.

But what does a positive work environment truly entail? Let's explore the key elements that create this nurturing atmosphere , backed by compelling statistics and real-life examples, to understand why investing in positivity is a wise business decision.

What is a positive working environment?

“Positive” work environments can be defined as those workplaces where there is trust, cooperation, safety, risk-taking support, accountability, and equity.

It is characterized by open communication , collaboration, fairness, and a focus on employee development and growth . In such an environment, employees are more likely to be motivated, engaged, and productive.

What are the 3 types of work environments?

The three types of work environments are:

Traditional office environment

This is the most common and traditional type of work environment where employees work from a central office location. It typically consists of cubicles, private offices, conference rooms, and communal areas.

In this setting, employees usually work fixed hours and interact face-to-face with their colleagues and supervisors.

Remote or virtual work environment

With advancements in technology, remote work has become increasingly prevalent. In this type of environment, employees have the flexibility to work from locations outside of a central, physical office space, such as their homes or co-working spaces.

Communication and collaboration are often facilitated through digital tools like video conferencing, email, and project management software.

Hybrid work environment

As the name suggests, a hybrid work environment is a combination of both traditional and remote work setups. Employees have the flexibility to divide their work time between the central office and remote locations.

This model allows for greater work-life balance and often involves a mix of in-person and virtual collaboration.

It's important to note that the prevalence and types of work environments can vary across industries , organizations, and geographic locations. The choice of work environment depends on various factors, including the company's values, the nature of the work, the company's culture, and the preferences of the employees.

Why is it important to work in positive work environments?

Working in a positive environment is crucial for several compelling reasons:

Enhanced job satisfaction

A positive work environment nurtures a sense of fulfillment and contentment among employees. When people feel valued, supported, and respected, they are more likely to enjoy their work and find meaning in what they do.

Increased employee engagement

Positive environments foster higher levels of employee happiness and engagement . Engaged employees are more committed to their roles, actively contribute to the organization's success, and are willing to go the extra mile to achieve shared goals.

Boosted productivity

When employees feel happy and motivated, their productivity levels soar. Positive work environments encourage creativity, innovation, and problem-solving, leading to better results and improved performance .

Better mental and physical health

A negative work environment can contribute to stress, anxiety, and burnout. Conversely, positive environments have the opposite effect, supporting employees' mental and physical well-being, resulting in reduced absenteeism and better overall health .

Enhanced team collaboration

A positive work environment promotes open communication, positive thinking, trust, and teamwork . Employees are more likely to collaborate , share ideas, and work together harmoniously, leading to a more cohesive and productive team.

Increased employee retention

In positive environments, employees are more likely to stay with the company for the long term. A supportive and respectful workplace reduces turnover , saving the organization recruitment and training costs.

The attraction of top talent

Positive work environments become magnets for top talent. Prospective employees seek organizations that prioritize employee well-being and offer a positive work culture throughout, making it easier to attract and retain skilled professionals.

Improved customer experience

Happy and motivated employees are more likely to provide exceptional customer service. A positive work environment can directly impact how employees interact with customers, leading to better customer satisfaction and loyalty.

Organizational reputation and branding

A company known for fostering a positive work environment gains a positive reputation in the industry and the job market. This positive branding can attract clients, partners, and even potential investors.

Adaptability and resilience

In challenging times, a positive work environment can help encourage employees to stay resilient and adapt to changes more effectively. Positive-minded teams are better equipped to face obstacles, overcome adversity, and drive the organization forward.

Promotion of diversity and inclusion

Positive work environments often prioritize diversity and inclusion initiatives. Employees from different backgrounds feel valued and included, fostering a rich tapestry of perspectives that can lead to better decision-making and problem-solving. This diversity can also contribute to a more innovative and dynamic workplace.

Professional development opportunities

Positive work environments invest in the growth and development of their employees . Providing training, mentorship programs, and opportunities for career advancement not only benefit individual employees but also contribute to the overall success and sustainability of the organization.

Recognition and rewards

Acknowledging and rewarding employees for their hard work and achievements is a crucial aspect of a positive work environment. Regular recognition boosts morale , reinforces positive behavior, and creates a culture of appreciation, motivating employees to continue delivering their best.

Flexible work arrangements

Positive work environments often prioritize flexibility, recognizing that employees have diverse needs and responsibilities outside of work. Offering flexible work arrangements, such as remote work options or flexible hours, can enhance work-life balance and contribute to overall job satisfaction.

Continuous feedback and communication

Open and transparent communication channels are vital in positive work environments. Encouraging continuous feedback , both from leaders and peers, fosters a culture of improvement and growth. Employees feel heard and valued, leading to increased job satisfaction and a more constructive work environment.

In summary, a positive work environment is the bedrock for a thriving, successful, and sustainable organization. It not only benefits individual employees but also contributes to the overall growth and prosperity of the company.

What are the 3 key elements of a productive and happy workplace?

A productive and happy workplace is characterized by several key elements that contribute to both employee satisfaction and overall organizational success. Three pivotal elements stand out as fundamental in creating such an environment:

1. Positive workplace culture

A positive workplace culture forms the bedrock of a productive and happy workplace. This involves fostering an environment where mutual respect, trust, and open communication prevail.

When employees feel valued, supported, and connected to their colleagues and the organization, it cultivates a sense of belonging and purpose.

A positive culture encourages collaboration, innovation, and a shared commitment to common goals, which are essential ingredients for both productivity and happiness.

2. Effective leadership

Leadership plays a critical role in shaping the work environment. Effective leaders inspire, guide, and empower their teams . They lead by example, demonstrating the values and behaviors they expect from their employees.

Transparent communication, accessible leadership, and a genuine concern for the well-being of team members contribute to a positive leadership style.

When employees have confidence in their leaders and trust in their decision-making abilities, it enhances their job satisfaction, motivation, and overall employee happiness , ultimately boosting productivity.

3. Employee well-being and work-life balance

Prioritizing employee well-being and work-life balance is integral to creating a happy and productive workplace.

Organizations that recognize the importance of their employees' physical and mental health, and actively promote initiatives that support these aspects, contribute to a positive work environment.

Offering flexibility in work arrangements, providing wellness programs, and encouraging a healthy work-life balance show a commitment to the holistic well-being of employees.

When individuals feel supported in managing their personal and professional lives, it leads to increased job satisfaction, lower stress levels, and improved productivity.

Characteristics of positive working environments

Transparent and open communication

At the heart of a positive working environment lies transparent and open communication . In such a setting, employees feel comfortable sharing ideas, concerns, and feedback without fear of judgment or reprisal.

This environment fosters trust between team members and management, enabling the free flow of information and collaboration.

Empowering leadership

Positive work environments are nurtured by empowering leadership . Leaders who inspire and support their teams, delegate authority, and recognize individual contributions create a sense of ownership and accountability among employees.

This leadership style fosters a growth mindset and encourages innovation and risk-taking.

Recognition and appreciation

A culture of appreciation and recognition is a hallmark of a positive workplace. Acknowledging employees' efforts, achievements, and milestones, whether big or small, fosters a sense of value and belonging.

Recognition can take various forms, such as verbal praise, awards, or opportunities for professional growth.

Flexibility and work-life balance:

Modern work environments embrace flexibility and promote work-life balance . Offering flexible work hours, remote work options, or family-friendly policies demonstrates the organization's commitment to employees' well-being, resulting in increased job satisfaction and loyalty.

Opportunities for growth and development

A positive work environment is a place where employees have access to continuous learning and growth opportunities . Organizations that invest in their employees' professional development demonstrate a commitment to their long-term success and personal growth, encouraging loyalty and dedication.

Collaborative and supportive culture

Collaboration and support are integral to a positive work environment. Employees thrive when they feel part of a cohesive team that fosters camaraderie, cooperation, and mutual assistance. A culture that values collective success over individual accomplishments inspires a shared sense of purpose.

Emphasis on well-being

Prioritizing employee well-being goes beyond physical health; it encompasses mental, emotional, and social well-being. A positive work environment encourages activities like mindfulness sessions, wellness programs, and stress management workshops, promoting a holistic approach to health.

Diversity and inclusion:

Inclusive workplaces celebrate diversity and embrace individual differences . A diverse workforce brings a wide range of perspectives, ideas, and experiences to the table, fostering creativity and enriching the overall work environment.

Clear goals and expectations

Positive working environments are characterized by clearly defined goals and expectations. Employees perform at their best when they understand their roles, responsibilities, and the overall objectives of the organization.

Effective conflict resolution

In positive work environments, conflict is viewed as an opportunity for growth and improvement rather than a hindrance. Establishing effective conflict resolution mechanisms ensures that issues are addressed promptly and constructively.

Employee involvement in decision-making

A positive work environment values the input of its employees in decision-making processes. Encouraging participation and seeking input from various levels within the organization fosters a sense of ownership and commitment.

Adaptability and innovation

Positive work environments thrive on adaptability and a culture of innovation. Embracing change and encouraging employees to contribute new ideas and solutions lead to continuous improvement.

Social connections and team-building activities

Building strong social connections among employees contributes to a positive work environment. Team-building activities, social events, and informal gatherings foster a sense of community and camaraderie.

Creating a positive working environment is an investment that yields remarkable returns. By nurturing transparent communication, empowering leadership, and a culture of appreciation , organizations can unlock their employees' full potential and achieve unprecedented levels of success.

How does a positive work environment affect employees?

Employee's looking happy wearing a cape in the workplace

A positive work environment significantly influences employees in various ways, profoundly impacting their well-being, performance, and overall job satisfaction.

Enhanced job satisfaction: Employees thriving in a positive work environment experience heightened job satisfaction. Feeling valued, supported, and appreciated creates a sense of fulfillment, making the work experience more enjoyable.
Increased motivation and productivity: Positive work environments cultivate motivation among employees . When individuals feel happy and supported, their productivity levels soar. The encouragement of creativity, innovation, and problem-solving leads to improved performance and results.
Improved mental and physical health: Contrastingly, negative work environments can contribute to stress and burnout. A positive work atmosphere, however, supports employees' mental and physical well-being, reducing absenteeism and fostering a healthier workforce.
Strengthened team collaboration: Positive work environments promote open communication, trust, and teamwork. Employees are more likely to collaborate, share ideas, and work harmoniously together. This cohesion results in a more productive and efficient team.
Enhanced employee retention: In positive work environments, employees are more likely to stay with the company for the long term. The supportive and respectful atmosphere reduces turnover , saving the organization recruitment and training costs.
Attraction of top talent: Positive work environments become magnets for top talent. Skilled professionals seek organizations that prioritize employee well-being and a positive work culture, making recruitment and retention efforts more successful.
Better customer experience: Employee satisfaction directly correlates with customer satisfaction. Happy and motivated employees are more likely to provide exceptional customer service, contributing to increased customer satisfaction and loyalty.

What is an example of creating a positive workplace culture?

There are numerous ways to build and create a positive work environment. Let’s dive into a simple example.

Let’s assume you are the newly appointed HR manager of a reputable manufacturing company , you recognize the immense value of fostering a culture of open communication and transparency. To encourage regular employee feedback and ensure their voices are heard, you propose implementing an "Open Door Policy."

Step 1: communicate the policy

Organize a company-wide meeting to introduce the Open Door Policy to all employees. Explain that this initiative aims to create a safe and supportive space for them to share feedback, suggestions, or concerns at any time.

Step 2: designate approachable points of contact

Appoint specific managers or HR representatives as designated points of contact for the Open Door Policy. Make sure these individuals are known for their approachability, empathy, and discretion.

Step 3: create anonymous feedback channels

In addition to direct communication, set up anonymous feedback channels such as suggestion boxes, digital forms, or confidential email addresses. This allows employees to share sensitive feedback without fear of repercussions.

Step 4: schedule regular one-on-one meetings

Encourage managers to schedule regular one-on-one meetings with their team members. This provides an opportunity for employees to discuss any concerns or ideas privately and in a more personal setting.

Step 5: training for managers

Provide training to managers on active listening and constructive feedback techniques. This ensures that when employees do share their thoughts, they feel genuinely heard and supported.

Step 6: acknowledge and respond

Promptly acknowledge feedback received through the Open Door Policy, whether it's positive reinforcement or constructive criticism. Respond to employees with gratitude for their input and communicate the steps being taken, if applicable.

Step 7: foster a learning culture

Encourage a learning culture by valuing mistakes as opportunities for growth and improvement. Emphasize that providing feedback is a constructive process that benefits the entire organization.

Step 8: implement positive changes

Whenever feasible, implement changes based on employee feedback and communicate these improvements throughout the company. Showing that feedback leads to tangible improvements reinforces the value of the Open Door Policy.

Step 9: periodic reviews

Periodically review the effectiveness of the Open Door Policy. Analyze feedback trends, assess employee engagement , and seek suggestions on how to further enhance the feedback process.

Step 10: recognize feedback champions

Acknowledge employees who actively participate in providing feedback and contributing to positive changes. Recognizing their efforts motivates others to engage with the Open Door Policy.

By implementing an Open Door Policy, you are creating an environment where employees feel empowered and encouraged to share their thoughts, knowing that their feedback is valued and can drive positive change.

This continuous feedback loop enhances employee engagement , boosts morale, and fosters a culture of trust and openness throughout the organization. Over time, this approach will lead to a more cohesive and productive workforce, positioning the company for long-term success.

What does a positive work environment look like?

Where the positive work environment begins.

Working in a positive work environment is like a breath of fresh air, where employees feel energized, motivated, and valued every day. It's a place where open, honest communication , and constructive feedback are the norm, fostering a sense of trust and collaboration among team members.

In such an environment, employees experience a higher level of job satisfaction , leading to reduced stress and burnout.

According to a Gallup poll, organizations with engaged employees have 41% lower absenteeism and 17% higher productivity. A positive work environment also cultivates a culture of recognition, where employees' efforts are celebrated and appreciated, contributing to a sense of belonging and loyalty.

Opportunities for growth and development are abundant, allowing employees to thrive both personally and professionally. Team members support one another, creating a supportive network that encourages innovation and creativity.

Overall, a positive work environment cultivates a sense of fulfillment and happiness, translating into a productive and successful organization where employees are inspired to give their best each day.

23 Ways to build a positive work environment

14 Ways to build a positive work environment

Cultivate open communication: Encourage frequent and transparent dialogue between employees and management, ensuring everyone's voices are heard and valued.
Empower and support your employees: Trust your team members with responsibilities and provide them with the necessary resources and guidance to excel in their roles.
Recognize and appreciate their efforts: Acknowledge and celebrate individual and team achievements to motivate employees boost morale and motivation.
Encourage work-life balance: Offer flexible work arrangements and advocate for a healthy balance between personal and professional life.
Provide growth opportunities: Invest in training, workshops, and career advancement programs to nurture employees' skills and ambitions.
Foster a collaborative team spirit: Create an environment where cooperation and idea-sharing flourish, fostering professional relationships and camaraderie among colleagues.
Embrace diversity and inclusivity: Value different perspectives and backgrounds , creating a company culture where every employee feels accepted and included.
Prioritize employee well-being: Implement wellness initiatives and mental health support to ensure a healthy and happy workforce.
Offer flexible work options: Provide remote work opportunities and flexible hours to accommodate various needs and preferences.
Create a culture of trust and respect: Foster an atmosphere where trust and mutual respect are at the core of all interactions.
Celebrate achievements and milestones: Commemorate important milestones and successes, reinforcing a culture of achievement.
Promote a positive work-life culture: Encourage a positive and productive atmosphere, by organizing team-building events, social gatherings, and activities that boost morale.
Provide regular feedback and support: Offer constructive feedback and continuous support to help employees thrive and grow.
Lead by example and be approachable: Demonstrate the values you wish to instill in your team and be accessible to employees, encouraging open communication.
Encourage collaboration and creativity: Foster a culture where employees feel empowered to suggest new ideas and approaches to enhance processes or solve challenges.
Establish clear goals and expectations: Ensure that employees have a clear understanding of their roles, responsibilities, and the organization's objectives.
Foster a sense of belonging: Promote a workplace where every employee feels a sense of belonging. Implement initiatives that encourage inclusivity, such as employee resource groups and mentorship programs.
Support continuous learning: Encourage a culture of continuous learning by providing access to educational resources, workshops, and opportunities for skill development.
Foster a sense of autonomy: Empower employees by allowing them some degree of autonomy in decision-making related to their roles.
Implement flexible seating arrangements: Consider flexible seating arrangements that allow employees to choose their workspaces based on their tasks and preferences.
Encourage social responsibility initiatives: Participating in community service projects and environmentally friendly initiatives not only contributes to a greater cause but also fosters a sense of pride and purpose among employees.
Establish a feedback loop: Implement a structured feedback loop that allows employees to provide input on processes, policies, and the work environment.
Promote a healthy work environment: Create a physically healthy work environment by ensuring ergonomic workstations, adequate lighting, and comfortable spaces.

How managers can help in creating positive work environment?

Managers are discussing in an idea in the workplace

Creating a positive work environment is paramount for the overall well-being and productivity of a team. Managers play a crucial role in shaping and maintaining such an environment. Here are several ways managers can actively contribute to fostering a positive workplace.

Lead by example: Demonstrate the values and behaviors you expect from your team members. Your actions set the tone for the workplace culture.
Encourage open communication: Establish transparent communication channels where employees feel comfortable expressing ideas, concerns, and feedback without fear of reprisal.
Provide support and resources: Empower your team by entrusting them with responsibilities and offering the necessary resources and guidance. This not only boosts their confidence but also enhances their performance.
Recognize and appreciate: Regularly acknowledge and celebrate individual and team achievements. Recognizing efforts fosters a positive atmosphere, motivating employees and reinforcing a culture of appreciation .
Promote work-life balance: Advocate for and implement policies that support a healthy work-life balance. This includes offering flexible work arrangements and discouraging excessive overtime.
Facilitate growth opportunities: Invest in training, workshops, and career development programs to nurture the skills and ambitions of your team members. This demonstrates a commitment to their long-term success.
Foster team collaboration: Create an environment that encourages collaboration and idea-sharing. A cohesive team spirit promotes positive relationships among colleagues and enhances overall productivity.
Prioritize well-being: Implement wellness initiatives and mental health support to ensure the physical and emotional well-being of your team. A healthy workforce is a more engaged and productive one.
Encourage inclusivity: Embrace diversity and foster an inclusive culture where every employee feels valued. Implement initiatives that celebrate differences and promote a sense of belonging.
Provide constructive feedback: Offer regular and constructive feedback to help employees thrive and grow. A feedback-rich environment contributes to continuous improvement and individual development.

Fostering positivity at work: How to cheer up a coworker?

Fostering positivity at work is crucial for maintaining a healthy and collaborative professional environment. When a coworker is feeling down, it becomes a collective responsibility to uplift their spirits. Here are nine effective ways to cheer up a coworker and contribute to a positive workplace atmosphere:

Express empathy: Start by expressing genuine empathy . Let your coworker know that you understand they may be going through a tough time and that you are there to offer support. A simple, "I'm here for you if you need anything," can make a significant difference.
Offer a listening ear: Sometimes, a sympathetic listener is all someone needs. Encourage your coworker to share their thoughts and feelings. Actively listen without judgment, providing a safe space for them to express themselves.
Provide encouragement: Offer words of encouragement and positive affirmations. Remind your coworker of their strengths, past achievements, and capabilities. Sometimes, a boost in confidence can go a long way in lifting their spirits.
Small acts of kindness: Engage in small acts of kindness to show your support. This could include bringing them a cup of coffee, leaving a thoughtful note on their desk, or offering to help with tasks to lighten their workload.
Organize a team celebration: Rally your team to organize a small celebration in honor of your coworker. It could be a surprise birthday celebration, a recognition event for their achievements, or simply a casual get-together to boost morale.
Create a positive workspace: Infuse positivity into the work environment. Decorate the coworker's desk with uplifting quotes, flowers, or other cheerful items. A visually positive workspace can have a direct impact on their mood.
Initiate group activities: Organize group activities that promote camaraderie and teamwork. This could be team-building exercises, lunch outings, or even collaborative projects. Building a sense of unity among coworkers contributes to a more positive overall atmosphere.
Encourage a healthy work-life balance: Remind your coworker about the importance of maintaining a healthy work-life balance. Encourage them to take breaks, step outside for fresh air, and engage in activities they enjoy outside of work. A balanced life often leads to a more positive mindset.
Provide resources for support: Share information about available resources, such as employee assistance programs or counseling services, if your coworker is going through a particularly challenging time. Ensure they are aware of the support networks within the organization.

In the pursuit of building a successful and thriving organization, the importance of a positive work environment cannot be overstated. From transparent, clear communication, and empowering leadership to recognition and work-life balance, each aspect plays a vital role in creating a workplace where employees flourish and achieve their fullest potential.

As we conclude this journey into the world of positive work environments, let us not forget that the well-being and satisfaction of our employees lie at the heart of sustainable success. Embracing a culture of trust, support, and inclusivity is the key to unlocking the true potential of our workforce.

To truly unleash the potential of a healthier workplace, we invite you to explore CultureMonkey - a holistic employee engagement platform designed to cultivate and sustain a healthy workplace culture.

With CultureMonkey, you can break the barriers of workplace burnout and empower your employees to become their best versions. Together, let's create a workplace environment where positivity, collaboration, and growth reign supreme, ensuring a brighter and more prosperous future for your organization and its most valuable asset - your people.

Kailash Ganesh

Kailash is a Product Marketer with 5+ years of experience. He loves story-telling in the simplest way possible and he is an avid reader, movie buff, and likes to travel new places to meet new people.

15 benefits of employee wellness programs that you should know in 2024.

Employee wellness programs have become a popular strategy for companies looking to promote health and well-being in the workplace. In this blog, we explore the various benefits of wellness programs, including improved health behaviors, productivity, engagement, and morale.

Employee experience vs employee engagement: What’s the difference?

Imagine employee engagement as the pulse of your organization. It's the excitement, motivation, and dedication your employees bring to the table. Alternatively, employee experience is all about the journey—the daily grind, the work culture, the tools and tech that make your employees' lives easier.

Book a free, no-obligation product demo call with our experts.

Business Email is a required field*

Too many attempts, please try again later!

The Importance of Positive Relationships in the Workplace

With lots of people spending more time at work than on any other daily activity, it is vital that individuals within any organization feel connected and supported by peers, subordinates, and leaders.

Psychosocial hazards related to the culture within an organization, such as poor interpersonal relations and a lack of policies and practices related to respect for workers, are significant contributors to workplace stress (Stoewen, 2016).

While prolonged exposure to these psychosocial hazards is related to increased psychiatric and physiological health problems, positive social relationships among employees are how work gets done.

Whether organizations and their employees flounder or flourish largely depends on the quality of the social relationships therein.

This article will take a look at the science behind positive relationships at work and the importance of positive social interactions, and discuss some of the ways positive employee interaction can be introduced and encouraged in the workplace.

Before you continue, we thought you might like to download our three Work & Career Coaching Exercises for free . These detailed, science-based exercises will help you or your clients identify opportunities for professional growth and create a more meaningful career.

This Article Contains:

The science behind positive relationships at work, what are the benefits of social interaction at work, why are positive interactions in the workplace so important, how to foster employee interaction in the workplace, a take-home message.

Psychologists have long identified the desire to feel connected to others as a basic human need, and interpersonal relationships have a significant impact on our mental health, health behavior, physical health, and mortality risk (Umberson & Montez, 2010). Our physiological systems are highly responsive to positive social interactions.

Gable and Gosnell (2011) surmised that humans are endowed with separate reflexive brain networks for social thinking. Close relationships are linked to health as they build certain biological systems that may protect against the adverse effects of stress. Their research found that in response to social contact, the brain releases oxytocin, a powerful hormone linked to trustworthiness and motivation to help others in the workplace.

Dunbar and Dunbar (1998) suggested that when individuals experience social pain in the workplace from feeling isolated, for instance, the region of the brain that is activated is the same as if physical pain had been experienced.

Conversely, when relationships in the workplace are characterized by cooperation, trust, and fairness, the reward center of the brain is activated, which encourages future interactions that promote employee trust, respect, and confidence, with employees believing the best in each other and inspiring each other in their performance (Geue, 2017).

Positive social interactions at work directly affect the body’s physiological processes. According to Heaphy and Dutton (2008), positive social interactions serve to bolster physiological resourcefulness by fortifying the cardiovascular, immune, and neuroendocrine systems through immediate and enduring decreases in cardiovascular reactivity, strengthened immune responses, and healthier hormonal patterns.

Put simply, when employees experience positive relationships, the body’s ability to build, maintain, and repair itself is improved both in and out of the workplace.

1. Employee engagement

Social interactions play an essential role in wellbeing, which, in turn, has a positive impact on employee engagement.

Organizations with higher levels of employee engagement indicated lower business costs, improved performance outcomes, lower staff turnover and absenteeism, and fewer safety incidents (Gallup, 2015).

2. Shared knowledge

Social interaction can lead to knowledge and productivity spillover from trained to untrained workers in collaborative team settings or between senior and junior workers, particularly in low-skilled tasks and occupations (Cornelissen, 2016).

For instance, Mas and Moretti (2009) found that productivity was improved when employees were assigned to work alongside faster, more knowledgeable coworkers.

3. Employee satisfaction

Employees who are satisfied with the overall quality of their workplace relationships are likely to be more attached to the organization.

Leaders who encourage informal interactions, such as after-hours social gatherings, can foster the development of more positive relationships and significantly influence and improve employee satisfaction (Sias, 2005).

4. Reduce health risks

A lack of social interaction in the workplace can have potentially negative consequences in relation to social support.

Several studies have indicated that the sense of isolation that comes from this lack of social support is associated with a host of negative health consequences, including a higher risk of cardiovascular disease, compromised immunity, increased risk of depression, and shortened lifespan (Holt-Lunstad et al., 2015; Cacioppo, Hawkley, Norman, & Berntson, 2011; Mushtaq, Shoib, Shah, & Mushtaq, 2014).

5. Innovation

Strong within-group ties with coworkers (characterized by frequent social interactions) provide opportunities to facilitate innovative thinking.

According to Wang, Fang, Qureshi, and Janssen (2015), the strong ties developed by social interactions assist innovators in the search for inspiration, sponsorship, and support within the workplace.

6. Connection

Social interactions in the workplace help to ensure everyone in a group is on the same page. According to Sias, Krone, and Jablin (2002), peer relationships (also referred to as equivalent-status relationships) represent the most common type of employee interaction.

These peer relationships exist between coworkers with no formal authority over one another and act as an important source of informational and emotional support for employees. Coworkers who possess knowledge about and an understanding of their specific workplace experience are given opportunities to feel connected and included through the sharing of information through regular social interactions.

7. Positive feelings

Social interactions in the workplace have been found to increase self-reported positive feelings at the end of the workday (Nolan & Küpers, 2009).

Repeated positive social interactions cultivate greater shared experiences and the gradual development of more trusting relationships (Oh, Chung, & Labianca, 2004). When trust exists between team members, they are more likely to engage in positive, cooperative behavior, which in turn increases employee access to valuable resources.

9. Altruism

Employees who engage in positive social interactions also tend to exhibit more altruistic behaviors by providing coworkers with help, guidance, advice, and feedback on various work-related matters (Hamilton, 2007).

10. Team performance

The information collated through social interaction can help a team collectively improve its performance and the precision of its estimates (Jayles et al., 2017).

11. Improved motivation

Social interaction and positive relationships are important for various attitudinal, wellbeing, and performance-related outcomes. Basford and Offermann (2012) found that employees in both low- and high-status positions reported higher levels of motivation when interpersonal relationships with coworkers were good.

17 More Work & Career Coaching Exercises

These 17 Work & Career Coaching Exercises [PDF] contain everything you need to help others find more meaning and satisfaction in their work.

Created by Experts. 100% Science-based.

As with any interpersonal relationship, those formed in the workplace reflect a varying and dynamic spectrum of quality.

At their very best, interactions can be a source of enrichment and vitality that helps and encourages individuals, groups, and organizations as a whole to thrive and flourish.

Conversely, negative workplace interactions have the potential to be a source of psychological distress, depletion, and dysfunction.

Positive social interactions are often referred to as appetitive. They are characterized by the pursuit of rewarding and desirable outcomes, while negative ones are aversive and commonly characterized by unwelcome and punishing results (Reis & Gable, 2003).

Positive interactions in the workplace have been shown to improve job satisfaction and positively influence staff turnover, as employees who experience support from colleagues are more likely to remain in an organization long term (Hodson, 2004; Moynihan & Pandey, 2008).

Furthermore, positive interactions between supportive coworkers who provide help and clarify tasks can improve an individual’s understanding of their role, thus reducing job role ambiguity and workload, which, according to Chiaburu and Harrison (2008), may ultimately increase job satisfaction and organizational commitment.

Positive interactions in the workplace are marked by trust, mutual regard, and active engagement. According to Rosales (2016), interactions characterized in this way can improve employee awareness of others, foster positive emotions such as empathy and compassion, and increase the likelihood of trusting, respectful engagement between individuals.

In contrast, negative ties between two individuals at work are characterized by animosity, exclusion, or avoidance, which can cause stress and job dissatisfaction (Rosales, 2016).

This can, unsurprisingly, have a detrimental effect upon an employee’s emotional wellbeing; social relations at work that are disrespectful, distrustful, and lack reciprocity are independent predictors of medically diagnosed depression (Oksanen, Kouvonen, Vahtera, Virtanen, & Kivimäki, 2010).

Employees tend to be involved in many dyadic relationships within the workplace, with individuals generally possessing both negative and positive ties. However, when individuals have more negative associations with coworkers than positive, they might experience negative moods, emotions, and other adverse outcomes such as social ostracism (Venkataramani & Dalal, 2007).

Mastroianni and Storberg-Walker (2014) indicated that wellbeing is enhanced through work interactions when those interactions are trusting, collaborative, and positive, and when employees feel valued and respected. Interactions lacking these characteristics were found to detract from wellbeing and negatively impacted sleeping and eating patterns, socializing, exercise, personal relations, careers, and energy.

With the amount of time we spend at work, it is imperative that employees feel connected and supported through positive social relationships. Seligman (2011) noted that happiness could not be achieved without social relationships, and while social relationships do not guarantee happiness, happiness does not often occur without them (Diener & Seligman, 2002).

Such connections and interactions give energy to individuals and to the organization in which they work, whereas negative relationships may deplete energy and lead to individual and corporate floundering (Ragins & Dutton, 2007).

Given the organizational and personal benefits of positive workplace relationships, creating opportunities for and fostering positive social interactions should be a paramount objective for team leaders and managers.

According to the Society for Human Resource Management’s 2016 Employee Job Satisfaction and Employee Report , relationships with colleagues were the number one contributor to employee engagement, with 77% of respondents listing workplace connections as a priority.

It is therefore crucial that leaders and managers determine ways to promote positive workplace relationships. In doing so, organizations are better able to adopt a more relationship-centric outlook wherein the fostering of positive employee interactions becomes a goal in and of itself. According to Geue (2017), ‘elevating interactions’ is a critical requirement in creating a positive work environment.

In general, maximizing engagement levels can be boiled down to two key concepts: removing barriers that limit social interaction in the workplace and creating opportunities for employees to engage with each other. These outcomes can be achieved in several ways, and while not all approaches are suitable for all organizational types, the concepts hold true.

Promote face-to-face interaction

With the advent of digital communication, we’re now only ever a few clicks away from contact with virtually anyone anywhere in the world. While the internet has facilitated communication on a scale hereto unrivaled, there’s a lot to be said for traditional face-to-face interaction. An email might be easier, but we lose the nuances of nonverbal cues and tone.

For traditional workplaces, consider the layout of shared working environments. Is the layout of the office conducive to employee interaction? Considering the stereotypical ‘bull-pen’ office environment, literally removing the barriers between employees can open doors for social interaction opportunities.

Include remote workers

What about employees who work remotely? The upward trend in telecommuting is expected to continue over the coming years, with more employees working from home (or otherwise remotely), posing fresh challenges for the relationship-centric organization.

While organizations have been keen to reap the benefits of access to a broader talent pool and reduced office overheads, remote workers pose a challenge to the relationship-centric workplace.

Where in-person interaction isn’t feasible, face-to-face interaction can still be facilitated using social technology. Using video-conferencing software regularly can help to foster positive social relationships for remote workers.

Plan collaborative events

Dedicating time to specifically promoting positive social interactions in the workplace can be a powerful route to ensuring the relationship-centric approach doesn’t fall by the wayside amidst organizational pressure to achieve.

Set aside time for employees to interact; focus on interests and experiences out of work to direct attention to shared interests to allow for employees to discover commonalities and relatedness.

Effectively mediate conflict

Both employees and employers require meaningful relationships with others in the workplace, and yet these needs may be impeded by counterproductive and destructive workplace practices (Bolden & Gosling, 2006).

Organizational leaders should attempt to minimize negative interactions between employees by proactively mediating and resolving differences and building a culture of open communication that fosters trust and relationship building.

Lead by example

Creating a physical environment that nurtures positive social interactions between employees is a significant first step, but to promote relationships, a good team leader, supervisor, or manager should practice what they preach.

By establishing consistent patterns of behavior that exemplify the desired culture, you can promote an emotional environment of inclusivity and positivity.

Positive psychology founding father Martin Seligman’s (2011) PERMA model highlights five critical elements for mental wellbeing, which business leaders can adopt to promote a positive culture that encourages belonging.

The five elements of the PERMA model are:

Positive emotion
Positive relationships
Achievement/accomplishment

Learn how to put the PERMA model into practice here .

The workplace is one of the few environments where people are ‘forced’ into relationships. By their very nature, workplace environments are made up of a blend of diverse groups of people, many of whom would have very little interest in freely meeting or socializing outside of the workplace. While a company’s greatest asset is its employees, those employees do not work together harmoniously all the time.

There are, however, actions that any individual or organization can take to encourage employee interaction and develop an inclusive workplace culture. Through the promotion of positive social interactions, workplace relationships can be a source of individual and collective growth, learning, and flourishing.

We hope you enjoyed reading this article. Don’t forget to download our three Work & Career Coaching Exercises for free .

Basford, T. E., & Offermann, L. R. (2012). Beyond leadership: The impact of coworker relationships on employee motivation and intent to stay. Journal of Management & Organization , 8 , 807–817.
Bolden, R., & Gosling, J. (2006). Leadership competencies. Leadership, 2 , 147–163.
Cacioppo, J. T., Hawkley, L. C., Norman, G. J., & Berntson, G.G. (2011). Social isolation. Annals of the New York Academy of Sciences , 1231 (1), 17–22.
Chiaburu, D., & Harrison, D. A. (2008). Do peers make the place? Conceptual synthesis and meta-analysis of lateral social influences on perceptions, attitudes, OCBs, and performance. Journal of Applied Psychology , 93 , 1082–1103.
Cornelissen, T. (2016). Do social interactions in the workplace lead to productivity spillover among co-workers? IZA World of Labor , 314 , 1–10.
Diener, E., & Seligman, M. E. (2002). Very happy people. Psychological Science , 13 , 81–84.
Dunbar, R., & Dunbar, R. I. M. (1998). Grooming, gossip, and the evolution of language . Harvard University Press.
Gable, S. L., & Gosnell, C. L. (2011). The positive side of close relationships. In K. M. Sheldon, T. B., Kashdan, & M. F. Steger (Eds.), Designing positive psychology: Taking stock and moving forward (pp. 265–279). Oxford University Press.
Gallup. (2015). State of the global workforce [Report]. Retrieved from https://www.gallup.com/workplace/238079/state-global-workplace-2017.aspx
Geue, P. E., (2017). Positive practices in the workplace: Impact on team climate, work engagement, and task performance. Emerging Leadership Journeys , 10 , 70–99.
Hamilton, E. A. (2007). Firm friendship: Examining functions and outcomes of workplace friendship among law firm associates (Unpublished doctoral dissertation). Boston College, Boston, MA.
Heaphy, E. D., & Dutton, J. E. (2008). Positive social interactions and the human body at work: Linking organizations and physiology. Academy of Management Review, 33 , 137–162.
Hodson, R. (2004). Work life and social fulfillment: Does social affiliation at work reflect a carrot or a stick? Social Science Quarterly , 85 , 221–239.
Holt-Lunstad, J., Smith, T. B., Baker, M., Harris, T., & Stephenson, D. (2015). Loneliness, and social isolation as risk factors for mortality: A meta-analytic review. Perspectives on Psychological Sciences , 10 (2), 227–237.
Jayles, B., Kim, H-R., Escobedo, R., Cezera, S., Blanchet, A., Kameda, T., … Theraulaz, G. (2017). How social information can improve estimation accuracy in human groups. Proceedings of The National Academy of Sciences , 114 , 12620–12625.
Mas, A., & Moretti, E. (2009). Peers at work. American Economic Review , 99 , 112−145.
Mastroianni, K., & Storberg-Walker, J. (2014). Do work relationships matter? Characteristics of workplace interactions that enhance or detract from employee perceptions of well-being and health behaviors. Health Psychology and Behavioral Medicine, 2, 798–819.
Moynihan, D. P., & Pandey, S. K. (2008). The ties that bind: Social networks, person-organization value fit, and turnover intention. Journal of Public Administration Research and Theory , 18 , 205–227.
Mushtaq, R., Shoib, S., Shah, T., & Mushtaq, S. (2014). Relationship between loneliness, psychiatric disorders, and physical health? A review on the psychological aspects of loneliness. Journal of Clinical and Diagnostic Research , 8 (9), WE01–04.
Nolan, T. & Küpers, W. (2009). Organizational climate, organizational culture, and workplace relationships. In R. L. Morrison & S. L. Wright (Eds.), Friends and enemies in organizations (pp. 57–77). Palgrave Macmillan.
Oh, H., Chung, M.-H., & Labianca, G. (2004), Group social capital and group effectiveness: the role of informal socializing ties. Academy of Management Journal, 47 , 860–875.
Oksanen, T., Kouvonen, A., Vahtera, J., Virtanen, M., & Kivimäki, M. (2010). Prospective study of workplace social capital and depression: Are vertical and horizontal components equally important? Journal of Epidemiology and Community Health , 64 (8), 684–689
Ragins, B. R., & Dutton, J. E. (2007). Positive relationships at work: An introduction and invitation. In J. E. Dutton & B. R. Ragins (Eds.), Exploring positive relationships at work: Building a theoretical and research foundation (pp. 29–45). Lawrence Erlbaum Associates.
Reis, H. T., & Gable, S. L. (2003). Toward a positive psychology of relationships. In C. L. Keyes & J. Haidt (Eds.), Flourishing: The positive person and the good life (pp. 129–159). American Psychological Association.
Rosales, R. M. (2016). Energizing social interactions at work: An exploration of relationships that generate employee and organizational thriving. Open Journal of Social Sciences , 4 , 29–33.
Seligman, M. (2011). Flourish: A visionary new understanding of happiness and well-being. Free Press.
Sias, P. (2005). Workplace relationship quality and employee information experiences. Communication Studies, 56 , 375–395.
Sias, P. M., Krone, K. J., & Jablin, F. M. (2002). An ecological systems perspective on workplace relationships. In M. L. Knapp & J. Daly (Eds.), Handbook of interpersonal communication (3rd ed.) (pp. 615–642). Sage.
Society for Human Resource Management. (2016, April 18). 2016 Employee job satisfaction and engagement: Revitalizing a changing workforce. Retrieved from https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/pages/job-satisfaction-and-engagement-report-revitalizing-changing-workforce.aspx
Stoewen D. L. (2016). Wellness at work: Building healthy workplaces. The Canadian Veterinary Journal, 57, 1188–1190.
Umberson, D., & Montez, J. K. (2010). Social relationships and health: A flashpoint for health policy. Journal of Health and Social Behavior, 51 , S54–S66.
Wang, X-H. F., Fang, Y., Qureshi, I., & Janssen, O. (2015). Understanding employee innovative behavior: Integrating the social network and leader-member exchange perspectives. Journal of Organizational Behavior, 36 , 403-420.
Venkataramani, V., & Dalal, R. (2007). Who helps and harms whom? Relational antecedents of interpersonal helping and harming in organizations. The Journal of Applied Psychology, 92 , 952–966.

Share this article:

Article feedback

What our readers think.

Thanks for this article

Let us know your thoughts Cancel reply

Your email address will not be published.

Save my name, email, and website in this browser for the next time I comment.

Company Culture: How to Create a Flourishing Workplace

Company culture has become a buzzword, particularly in the post-COVID era, with more organizations recognizing the critical importance of a healthy workplace. During the Great [...]

Integrity in the Workplace (What It Is & Why It’s Important)

Integrity in the workplace matters. In fact, integrity is often viewed as one of the most important and highly sought-after characteristics of both employees and [...]

Neurodiversity in the Workplace: A Strengths-Based Approach

Promoting diversity, equity, and inclusion (DEI) in the workplace is a priority for ethical employers who want to optimize productivity and leverage the full potential [...]

Download 3 Free Work & Career Tools Pack (PDF)

By filling out your name and email address below.

Email Address *
Your Expertise * Your expertise Therapy Coaching Education Counseling Business Healthcare Other
Name This field is for validation purposes and should be left unchanged.

Download 3 Work & Career Exercises Pack (PDF)

Case Studies
Flexible Products

Expert Insights
Research Studies

Creativity and Culture
Management and Leadership
Business Solutions

Member Spotlight
Employee Spotlight

How to create a positive work environment

A positive work environment can improve performance and drive success.

No matter the size of your business, you shouldn’t underestimate how important it is to develop a healthy work culture that can foster productivity for your employees. Creating a positive work environment can help employees improve performance and drive your business to succeed.

A supportive culture helps employees and employers alike. If you view a positive work culture as an optional benefit, consider some of its advantages below. Learn how to create a good working environment, and see how some companies are already putting these tips into action.

Sense of belonging

One of the most valuable empowerment tools you can give your employees is to make them feel like they belong . After all, when you want your company to be the best in its field, you want it to be more than a place where your employees spend a few hours each day. You want your company to help employees shape their identities and feel respected. Creating a positive work environment that encourages employees to forge connections and give their all enables a sense of belonging.

Improved productivity

Employees who feel valued at work and happy in their careers are more productive than those who never quite hit their stride. In fact, workers who consider themselves happy are 12 percent more productive than the average employee. As a study by the Department of Economics at the University of Warwick found, unhappy employees are 10 percent less productive than other employees. Creating a positive workplace culture can mean a significant difference in productivity for your company.

Better employee retention

Workers who feel respected also tend to stay with their employers for longer periods of time. If you run a small business and you can’t afford much employee turnover, then retaining the talent you have is essential. After all, replacing an employee can cost thousands of dollars and several weeks of company time. In addition to offering competitive salaries and benefits and providing your employees with challenging and rewarding opportunities, encourage loyalty by ensuring that they’re part of a forward-thinking work environment, too.

Five tips for encouraging a positive work environment

Whether you’re launching a new business or you need to fix your company’s current work environment, you can take steps to encourage positivity. Follow the tips below for creating a supportive workplace culture .

1. Establish a positive mission statement

For many companies, it all starts with a positive vision expressed in your mission statement. While some businesses use their mission statements to explain their purposes and objectives in a relatively simple and uninspiring way, you can do much more with yours.

Turn your company’s mission statement into a forward-thinking expression of where you see your company going. Mention how your valued employees will contribute to your overall success.

Don’t make it only about your business, though. Discuss how you’ll strive to do your part to improve the world. This mindset will help you build a positive work environment from the ground up.

2. Create opportunities for employees to advance

Few career-minded professionals want to stay in the same position forever, especially if they have ample talent to contribute. If motivated employees get the sense that they’re in a dead-end job, they’re bound to feel stuck and get frustrated, leading to unhappiness and lower productivity.

In contrast, creating opportunities for employees to advance tends to encourage positivity, leading to less turnover and better productivity. While an internal promotion is the best example of employee advancement, a promotion isn’t the only way to spread positivity. You should also consider offering advanced training, funding continued education, launching networking opportunities, or starting a mentorship program. All of these methods can promote forward movement while rewarding valued employees.

3. Give feedback

If you offer employees feedback only during their annual reviews, you’re missing countless chances to improve performance, encourage growth, and build a positive work environment. Instead of keeping feedback to yourself, encourage managers to give feedback regularly , especially when it’s relevant to a current issue. While negative feedback is inevitable from time to time, try to focus on overall improvement and strides forward.

Along the same lines, remember that employees love getting recognition for their successes, but they don’t always need elaborate rewards. Instead of giving away prizes for jobs well done, take the time to offer thoughtful, positive feedback and recognize your employees publicly.

4. Keep your office door open

If you’ve ever worked for a company where the boss was mostly invisible and remained behind closed doors for much of the workday, you know that feeling isolated can be frustrating for employees. As more and more millennials enter the workplace, they increasingly value transparency. While they might not expect face-to-face meetings with the CEO, they want open lines of communication with decision makers.

You can inspire transparency and communication by establishing an open-door policy for people throughout your corporate hierarchy. Taking this approach can also help build trust and strengthen the positive work environment you’re striving for.

5. Set up healthy workspaces

When you want your employees to feel good and put in their best performances, you’ll need to do more than create positive vibes. You’ll also need to make sure they feel healthy.

In the workplace, you can meet this goal by setting up healthy workspaces . This effort can include everything from allowing employees to select furniture and equipment that works best for them to maintaining a comfortable temperature and using warm lighting. While you should make sure that your employees have their own personal spaces to work, you can also leave some space flexible so that employees can collaborate and let their creativity flow .

Examples of companies creating a positive work environment for employees

From tech companies to health care providers and supermarkets, several U.S-based businesses set admirable examples for creating positive work environments. Find out which companies have the best work culture and what steps they’ve taken to do so.

Kaiser Permanente

Kaiser Permanente, the Oakland, California–based health care provider, shapes its positive work culture around healthy choices. The company offers popular programs such as Go KP, which encourages employees to take part in fitness challenges and track their own personal wellness.

Kaiser Permanente also has on-site dining facilities with plenty of healthy and locally produced items. Employees can get reimbursed for biking to work, which encourages a positive culture through good health and sustainability.

Google has long led the way to offering millennial-approved perks such as gourmet cafeterias, a fitness center, and on-site laundry services. However, the company does much more to encourage a positive work culture. Google offers a generous parental leave policy to help employees create a healthy work-life balance , and the company also leads workshops and meetings to build a workplace that’s safe and inclusive for everyone. As a result, nearly 100 percent of employees think Google offers great challenges, rewards, and workplace atmosphere.

Wegmans Food Markets

Rochester, New York–based Wegmans Food Markets might be smaller than Google, but this century-old company has long made headlines for its positive work culture. In fact, the company’s culture is so welcoming that, as Fortune reports, many employees feel like family.

Wegmans offers plenty of big benefits, such as flexible schedules and many opportunities to advance in the company. But this supermarket chain also offers small touches to make employees feel like they’re part of the team, such as birthday cakes every year. In addition, nearly all employees appreciate the health of the facilities where they work and the exciting challenges they face on the job.

Edward Jones

For employee advancement and development, Edward Jones sets the bar high. This St. Louis, Missouri–based financial services company provides its full-time staff members with more than 100 hours of training every year, which helps employees continually move their careers forward.

In addition, Fortune reports that Edward Jones hires more than one-third of its positions internally, which means there’s plenty of room for advancement. Thousands of Edward Jones employees have worked for this company and its positive work environment for more than 20 years.

Whether you’re managing a medium-sized company or you’re launching a small startup, you can lead your employees toward creating a positive work environment . Follow the tips above and get inspired by these forward-thinking companies.

Rethinking your workspace?

From watercooler chats to crisis communication, the way companies share information can make or break them

Millennials now make up most of the workforce, and it’s changing how we communicate at the office

Virtual Experiences
In-Person Experiences
Hybrid Experiences
Social Calendar [New]
Experience FAQ
Features & Benefits
How Pricing Works
Client Testimonials
Happiness Guarantee
Blog Articles
Video Library
View Experiences

How To Create A Positive Work Environment: 13 Ideas

By: Grace He | Updated: October 09, 2022

You found our guide to positive work environments .

A positive work environment is an atmosphere where employees enjoy performing their jobs and feel supported. Creating a positive environment in the workplace involves implementing activities that make staff feel engaged, valued, and empowered. Understanding this concept is crucial because it enhances team building, increases the sense of belonging, and improves employee productivity.

These environments are the opposite of workplace toxicity and follow employee engagement best practices .

This article covers

positive work environment examples,
good working environment characteristics
benefits of positive work environments
the role of a leader in creating positive environments

Let’s get started!

Positive work environment examples

Having a positive workplace atmosphere makes employees enjoy working. Here are examples of what constitutes a positive work environment.

1. Adherence to occupational safety

Safety in the workplace makes employees more comfortable and willing to work.

Most countries have an Occupational Safety and Health Act, OSHA, which helps regulate and enforce a healthy working environment. Managers should ensure that their institutions adhere to these OSHA principles and requirements to prevent various risks associated with employees’ jobs. Employees can also take steps to meet the occupational safety and health requirements.

Below are activities that can help organizations achieve occupational safety and reasonable prevention of hazards.

Training staff on risk prevention. For instance, fire safety training may cover the different types and causes of fire and how to prevent and extinguish the blaze.
Using pictorial labels and signages to warn or direct employees in case of potential danger. For example, using green labels to make exits on doors and staircases.
Encouraging health breaks to prevent fatigue-related errors. For instance, employees who operate machinery need concentration to perform. Without sufficient breaks, these employees may tire out and cause fatal accidents.
Wearing protective gear such as helmets, gloves, boots, and clothes such as aprons to guard against scratches, heat, impact, and contact with harmful substances.
Decluttering the office space. Keeping the office clean and organized creates enough room for movement and prevents risks like falls and electrocution from loose or misplaced electric cables.

Occupational safety is extensive, and managers can adjust tactics depending on the nature of the job.

2. Employee engagement

Employees who feel engaged are likely to perform better and remain loyal to the organization. Employee engagement involves providing opportunities for staff to participate in important matters concerning an individual’s line of duty.

Employee engagement examples include

inviting employees to consultative meetings
involving staff in departmental decision-making procedures
stimulating employees’ intellectual capacity through challenges
delivering clear and frequent communication, especially company updates
giving employees autonomy for creativity, improvement, and opinion

The main purpose of employee engagement is to create an environment where employees feel part of the organization. As a result, you maintain high employee motivation, dedication to work, and enthusiasm for work.

Here is a guide to employee engagement strategies and a list of creative engagement ideas for staff .

Get our free team building toolbox

icebreaker games
bingo cards

3. Appropriate workplace ergonomics

Good ergonomics improve employees’ physical and mental comfort to enable optimal working. Ergonomics is crucial in reducing employees’ fatigue, stress, and injuries. To ensure a positive work environment through ergonomics, focus on adjusting the workspace arrangement and design to suit employees’ needs.

Here are ways that staff can ensure personal comfort on different body parts

Since different employees need different ergonomics, it is best to redesign the workplace to fit every employee. Additionally, you can enhance physical well-being by taking more fluids and engaging in physical exercises.

You can budget for economic equipment, including offering a stipend to work from home employees.

4. Existence of a positive organizational culture

Good organizational culture aims to promote the company’s core values . For instance, a company may create its own work culture by

fostering mutual respect in employees of all levels
applying professionalism in all staff dealings
working with integrity
building team spirit
integrating employees with the organizational purpose

Positive work culture strengthens employees’ bonds and gives an organization a competitive edge. For example, the organization becomes attractive to current and potential employees. This competitiveness improves employee retention and attracts diverse talents in the recruitment process.

Check out this guide to improving company culture .

5. Availability of quality tools and equipment

Work tools and equipment make work easier and more enjoyable for your employees. These tools and equipment include computers, machines, materials, and consumables that employees often use to perform tasks.

Supervisors often overlook the need to maintain office tools and equipment. However, it is necessary to ensure that machines undergo regular servicing and inspection. It is also essential to repair or replace malfunctioning equipment that may be risky to employees. These simple practices will contribute to a conducive work environment for the employees.

6. Integration of diversity, equity, and inclusion standards

Discrimination in the workplace is a common complaint at work and kills teamwork and morale. The concept of Diversity, Equity, and Inclusion (DEI) may be the long-term solution to discrimination issues.

Currently, most employees appreciate an inclusive workplace because diversity, equity, and inclusion appear in most company policies. These employees include the traditionally disadvantaged groups such as people living with disabilities, women, and certain races. Nonetheless, HR professionals should constantly revise the company policies to ensure that each staff enjoys equal opportunities at the workplace.

Here are some practical tips for employees to promote inclusivity.

Promote tolerance, for instance, through reading to understand different cultures
Encourage hospitality, such as welcoming new employees and showing them around
Have a discrimination policy that sets diversity, equity, and inclusion policies in the recruitment process
Nurture respect by practicing courtesy
Encourage fair treatment through equal opportunities
Encourage active listening to promote understanding

Though many companies have set DEI standards, there is a need for increased sensitization of diversity and inclusion across the globe for organizations to embrace this concept.

Check out this list of DEI exercises and books on workplace diversity .

7. Employee well-being

Managers concerned with employees’ well-being directly invest in staff’s emotional needs. In turn, these employees feel valued and remain loyal to the company.

These are examples of the most important employee well-being elements.

Provision of medical cover and health insurance
Provision of sanitary needs like clean drinking water and hygienic restrooms
Allowance or sufficient rest time throughout work shifts
Protection against external environments like noise, awful smell, and extreme temperatures.
Family-work balance through workweek hours and vacation provisions, for example
Social security funding like retirement benefits and 401k plan

Taking care of your employees’ welfare has many benefits, including achieving high levels of staff retention and promoting a good attitude towards work.

Check out more employee wellness program ideas and employee benefits .

8. Fair policies

Fairness brings contentment and results in harmony among team members.

Examples of areas where fair policies promote a positive work environment include:

the hiring process, for example publicly sharing all internal job openings
promotion opportunities. For instance, having a written policy that outlines the basis for promotion, using merits
training and educational opportunities
Offering equitable pay as per the job responsibilities and staff experience

For policies to be fair, they should be equitable and applicable to all staff members. Therefore, it is a best practice to have an accessible, written policy document.

9. Clear job expectations

Employees perform better when individual duties and responsibilities are well defined. When each staff understands their role, it becomes easy for supervisors to provide direction. In addition, outlining an employee’s work scope helps avoid conflicts that arise from overlapping jobs.

Understanding the demands of the jobs allows staff to determine and communicate needs, for example, access to information and equipment. Employees may also create a positive work environment by communicating personal objectives with the supervisors and incorporating these goals into their job responsibilities.

10. Supportive leaders

Leaders who listen and show a willingness to help influence employees to love their jobs. Such leaders promote a good atmosphere for work by helping employees overcome work challenges.

These examples of simple action are effective in promoting a conducive work atmosphere.

Providing job-related advice
Sourcing and allocating required resources
Facilitating teamwork
Providing mentorship

Leadership is a skill that managers and supervisors should have to influence their followers to work toward achieving company goals.

Here are the signs of a good manager .

Good working environment characteristics

The state of the working environment manifests in many ways. Positive workplaces tend to share several qualities. Below are notable features of a good working environment.

1. Open communication

The existence of open and transparent communication provides a pleasant work environment. Employees derive job satisfaction when they get a chance to offer opinions, share ideas, give feedback, and receive updates regarding the progress of the tasks.

To enhance communication in an organization, ensure that employees understand the communication process and protocols.

Check out this list of books on communication .

2. Strong work ethic

Work ethics such as discipline and respect are essential in directing how employees should relate to one another. The ethos promotes good relationships, defines responsible behavior, and promotes accountability. These benefits contribute to trust-building, which improves the work environment for workers.

3. Positive thinking

Employees portray positive thinking when they deal with challenges objectively and proactively. For instance, when a problem emerges, folks with positive thinking will provide creative solutions, collaborate with other team members, or suggest substitutive methods to counter a problem. However, Individuals with negative thinking are likely to complain, shift blame, and back off.

To improve positive thinking in your staff, consider strategies like staff empowerment, leadership training and development, and motivation strategies such as incentives.

4. Empathetic team members

Strong teams signify team leaders’ efforts in ensuring that team members collaborate and bond. When staff are part of a team that cares about their well-being, they feel a sense of belonging. Effective team building activities strengthen relationships among team members and allow social integration.

5. Enticing motivation strategies

There are two categories of workers, based on Douglas McGregor’s theory X and theory Y. HR professionals who understand the concept of these theories apply different motivation strategies to promote enthusiasm at work. For instance, extrinsic motivation like monetary incentives likely attracts the theory X group better, while theory Y folks delight more in intrinsic motivations such as recognition and supportive supervisors.

Enticing rewards make tasks attractive, promote a pleasant work attitude, and encourage productivity.

Check out this list of books on motivation and this guide to incentive programs .

6. Smooth onboarding process

Integrating new employees into the work system and culture introduces the recruits to the work environment. Employees who receive good onboarding connect better with other colleagues and quickly find their footing in the organization.

Good communication and intensive orientation enhance the onboarding experience and contribute to a positive work environment for newbie staff.

Here are ways to welcome new employees virtually and a list of the best onboarding activities for new hires .

7. Ambient workspace

An ambient atmosphere encourages optimal working by reducing distractions and promoting high concentration levels. Examples of factors that make the workplace ambient include tidy office rooms, well-organized desks, sufficient lighting, external noise management, good work ergonomics, and high hygiene.

Benefits of positive work environments

A positive environment has many benefits to the employee and the organization, including the following.

Below are some benefits of a positive work environment

1. Increased sense of belonging

Team building and employee engagement create a good working environment where employees feel that they are valuable contributors to the overall organizational goals.

2. Improved productivity

Employees become more productive when they work in optimum conditions. Better technology, well-maintained equipment, and a clean and healthy environment contribute to improved output.

3. Team collaboration

Good communication and leadership strategies enhance team spirit and cooperation among colleagues.

Here are strategies to improve workplace cooperation .

4. Career growth

A positive work atmosphere promotes career growth through acquiring knowledge and fine-tuning talents. Mentorship and coaching also equip employees with the necessary skills and traits for leadership.

5. Boosted morale

Motivation strategies such as incentives, participation in decision-making, and occupational safety and health boost employee confidence and job enthusiasm.

Check out this list of quick morale boosters .

6. Increased loyalty

Employees who devote time and energy to their jobs echo satisfaction with their employer. Fairness, clarity of purpose, and employee engagement are examples of a positive environment that enhance employee loyalty .

7. Reduced turnover

Improved employee loyalty, job contentment, and management support contribute to employee retention.

Here is a guide to staff turnover .

The role of a leader in creating positive environments

Creating a positive climate requires leaders’ efforts and persuasion. Below are actions leaders take to create an enjoyable workplace.

1. Encouraging good employee communication

Effective leaders share useful information with managers and allow communication to cascade down to junior employees and vice versa. Managers should encourage an open-door policy, meaning that employees feel free to share personal contributions such as individual experiences, info, ideas, and opinions.

Here are some communication-boosting exercises .

2. Spearheading a positive work culture

Leaders have the power of influence and can use this authority to cause a change in organizational culture. A leader may convince employees to behave ethically by rewarding professionalism, for instance.

3. Encouraging collaboration through team building activities

Working together makes challenging jobs easier to manage. Through team building activities a leader increases the bond and collaboration in a team and influences the members to work together towards a common purpose.

4. Promoting camaraderie

Humans are social beings who have an innate need for socialization. Leaders promote friendship and fraternity among colleagues through social activities like company luncheons and corporate events.

Check out this list of community-building ideas .

5. Encouraging fun and humor

Allowing socialization in the workplace fosters bonding, empathy, and teamwork. Leaders can ensure such opportunities exist for staff by creating workplace social joints. For instance, a centralized water dispenser, a shared office kitchen, and Slack channels are effective places for staff to meet.

6. Aligning employee skills with suitable roles

Employees have diverse talents and skills that may be crucial to an organization. Leaders offer staff opportunities to unleash untapped potential by aligning these skills with specific job roles. For instance, through job redesignation and promotions, employees find a chance to work in a more suitable role or job position.

7. Improving the workplace ambiance

The office interior can affect occupants’ moods and attitudes. Leaders improve the ambiance by redesigning the appearance and plan in the office. For instance, customizing colors that promote productivity, ornaments that enhance beauty. Also, considering that the amount of light coming into the room is sufficient to avoid glare or strain.

8. Enhancing sanitation and tidiness

Leaders implement hygienic measures to benefit staff’s mental and general well-being. For example, these measures get rid of fumes, ensure clean public areas and bathrooms help to keep employees comfortable. By adding shelves and cabinets to create more storage space, leaders promote neatness and easy retrieval of materials.

9. Empowering the staff

Leaders empower employees by allowing autonomy for the staff to manage themselves, make decisions, and handle more demanding responsibilities under a supervisor’s guidance.

10. Focusing on employees’ career growth

Leaders help staff grow through mentoring and coaching, role modeling, and shadowing new employees. These strategies impart knowledge and skills that make jobs easier to tackle. Here is a list of mentor program ideas .

11. Encouraging employees to perform better

Recognitions such as employee of the month awards encourage healthy competition. Leaders who celebrate employees’ achievements make work a fun place for employees.

12. Implementing fair compensation

Employees deserve compensation that matches ability and effort. HR managers promote a happy work environment when they give equitable salaries based on an employee’s skills and experience.

13. Supporting staff performance

Leaders give support by funding, leading, and empowering staff with necessities for successful completion of the task.

A constructive work atmosphere encourages employees to achieve organizational objectives such as high productivity. Managers achieve a positive environment by offering support to employees, encouraging professional culture at work, and ensuring that the physical properties of the workplace meet employees’ physical needs. Leaders may use the features of a positive work environment, such as transparent communication to assess the effectiveness of the strategies used to promote a positive work environment.

Next, check out this collection of books on company culture , this guide to creating a strong remote work culture and this list of ways to celebrate promotions .

We also have a guide on the matrix organizational structure and one on company culture committees .

Book wildly fun team building events with expert hosts

FAQ: Positive working environments

Here are answers to common questions about positive working environments.

What is a positive working environment?

A positive work environment occurs when employees experience contentment at work. The satisfaction arises from the presence of trust, collaboration, fairness, and respect. The factors that make up this positive environment include management support, employee engagement, and good corporate culture.

What are the qualities of a positive office environment?

The qualities of a positive environment may be physical or intangible.

The physical qualities of a positive office environment include

Ergonomic workspace
Ambient interiors
Organized office plan
Hygienic environment

The intangible qualities of a positive office atmosphere include

Employee satisfaction
Staff loyalty
Employee empowerment
Career growth

These qualities also act as qualitative measures of a positive office environment.

How do you create a positive work environment for employees?

Managers can create a positive work environment by focusing on different employees’ needs and meeting those needs. For instance,

Encouraging teamwork and camaraderie for employees’ social needs
Maintaining high hygiene and sanitation to meet staff’s physical needs
Empowering staff to take up challenges for mental and capacity growth
Giving praise and encouragement for emotional needs
Providing training, development, and mentorship to meet career goals

Through a thorough evaluation of employee needs, leaders gain vast insight into improvement areas. Thus, the creation of a positive environment may vary with the different needs of the organizations.

Author: Grace He

People & Culture Director at teambuilding.com. Grace is the Director of People & Culture at TeamBuilding. She studied Industrial and Labor Relations at Cornell University, Information Science at East China Normal University and earned an MBA at Washington State University.

We lead wildly fun experiences for teams with 1,000,000+ players to date.

4.96 / 5.0 rating on

50,225 Google Reviews

Building A Positive Work Environment To Foster Success

Whats Inside?

Open communication channels, emphasise work-life balance, invest in professional development, recognition and appreciation, create a comfortable physical environment, encourage team building, promote a positive leadership style, establish clear goals and expectations, offer employee wellness programs, flexibility and autonomy, in conclusion.

In the quest for organisational success, creating a positive work environment stands out as a fundamental cornerstone. Beyond the physical workspace, a positive workplace culture has far-reaching effects on employee well-being, engagement, and overall productivity. Here's a deep dive into the strategies and benefits of cultivating a positive work environment.

Effective communication is the bedrock of a positive work environment. Encourage open dialogue among team members and between management and staff. Foster an environment where ideas and concerns can be shared freely. Regular team meetings, feedback sessions, and open-door policies contribute to a culture of transparency, trust, and collaboration.

Advertisment

Recognise the importance of a healthy work-life balance. Encourage reasonable working hours, discourage excessive overtime, and support flexible scheduling when possible. Prioritising work-life balance not only enhances employee well-being but also promotes sustained productivity and creativity.

A positive work environment values and invests in the growth of its employees. Provide opportunities for professional development, whether through training programs, workshops, or educational resources. This not only equips your team with valuable skills but also communicates a commitment to their long-term success.

Regularly acknowledge and appreciate the efforts of your team members. Recognition, whether through formal awards or simple expressions of gratitude, goes a long way in boosting morale and fostering a positive atmosphere. Celebrate achievements, milestones, and personal victories and make sure that it’s known across the business using posters within the office to create a culture of positivity and motivation.

The physical workspace significantly influences the overall atmosphere. Ensure that the office is well-lit, organised, and comfortable. Consider factors like ergonomic furniture, break areas, and collaborative spaces to enhance the overall well-being of your employees. A pleasant physical environment contributes to a positive mindset and increased job satisfaction.

Team building activities are not just a break from routine; they are essential for building strong interpersonal relationships among team members. These activities can be as simple as group lunches, team-building exercises, or offsite retreats. Strengthening the bonds between colleagues fosters a sense of camaraderie and collaboration within the workplace.

Leadership sets the tone for the entire organisation. Leaders who embody positivity, empathy, and a solutions-oriented mindset inspire their teams to do the same. Lead by example, demonstrate resilience in the face of challenges, and actively seek opportunities for growth and improvement.

Uncertainty and ambiguity can breed negativity. Clearly define organisational goals and individual expectations. Provide employees with a sense of purpose and direction, allowing them to understand their contributions to the broader vision. Clarity in goals fosters a positive work environment by reducing confusion and increasing motivation.

Prioritise the well-being of your employees by implementing wellness programs. This can include initiatives such as fitness challenges, mental health resources, and access to wellness-related activities. A focus on holistic well-being not only benefits employees personally but also contributes to a healthier, more positive work environment.

Empower your team members by providing a degree of flexibility and autonomy in their work. Trusting employees to manage their tasks and allowing them to have a say in how they approach their work fosters a sense of ownership and responsibility, leading to increased job satisfaction.

Creating a positive work environment is a multifaceted endeavor that requires a combination of intentional strategies and a commitment to continuous improvement. From open communication and recognition to a comfortable physical space and a positive leadership style, each element plays a crucial role in cultivating a workplace where employees thrive. By prioritising the well-being and happiness of your team, you set the stage for increased productivity, innovation, and overall success.

Notifications.

Essays About Work: 7 Examples and 8 Prompts

If you want to write well-researched essays about work, check out our guide of helpful essay examples and writing prompts for this topic.

Whether employed or self-employed, we all need to work to earn a living. Work could provide a source of purpose for some but also stress for many. The causes of stress could be an unmanageable workload, low pay, slow career development, an incompetent boss, and companies that do not care about your well-being. Essays about work can help us understand how to achieve a work/life balance for long-term happiness.

Work can still be a happy place to develop essential skills such as leadership and teamwork. If we adopt the right mindset, we can focus on situations we can improve and avoid stressing ourselves over situations we have no control over. We should also be free to speak up against workplace issues and abuses to defend our labor rights. Check out our essay writing topics for more.

5 Examples of Essays About Work

1. when the future of work means always looking for your next job by bruce horovitz, 2. ‘quiet quitting’ isn’t the solution for burnout by rebecca vidra, 3. the science of why we burn out and don’t have to by joe robinson , 4. how to manage your career in a vuca world by murali murthy, 5. the challenges of regulating the labor market in developing countries by gordon betcherman, 6. creating the best workplace on earth by rob goffee and gareth jones, 7. employees seek personal value and purpose at work. be prepared to deliver by jordan turner, 8 writing prompts on essays about work, 1. a dream work environment, 2. how is school preparing you for work, 3. the importance of teamwork at work, 4. a guide to find work for new graduates, 5. finding happiness at work, 6. motivating people at work, 7. advantages and disadvantages of working from home, 8. critical qualities you need to thrive at work.

“For a host of reasons—some for a higher salary, others for improved benefits, and many in search of better company culture—America’s workforce is constantly looking for its next gig.”

A perennial search for a job that fulfills your sense of purpose has been an emerging trend in the work landscape in recent years. Yet, as human resource managers scramble to minimize employee turnover, some still believe there will still be workers who can exit a company through a happy retirement. You might also be interested in these essays about unemployment .

“…[L]et’s creatively collaborate on ways to re-establish our own sense of value in our institutions while saying yes only to invitations that nourish us instead of sucking up more of our energy.”

Quiet quitting signals more profound issues underlying work, such as burnout or the bosses themselves. It is undesirable in any workplace, but to have it in school, among faculty members, spells doom as the future of the next generation is put at stake. In this essay, a teacher learns how to keep from burnout and rebuild a sense of community that drew her into the job in the first place.

“We don’t think about managing the demands that are pushing our buttons, we just keep reacting to them on autopilot on a route I call the burnout treadmill. Just keep going until the paramedics arrive.”

Studies have shown the detrimental health effects of stress on our mind, emotions and body. Yet we still willingly take on the treadmill to stress, forgetting our boundaries and wellness. It is time to normalize seeking help from our superiors to resolve burnout and refuse overtime and heavy workloads.

“As we start to emerge from the pandemic, today’s workplace demands a different kind of VUCA career growth. One that’s Versatile, Uplifting, Choice-filled and Active.”

The only thing constant in work is change. However, recent decades have witnessed greater work volatility where tech-oriented people and creative minds flourish the most. The essay provides tips for applying at work daily to survive and even thrive in the VUCA world. You might also be interested in these essays about motivation .

“Ultimately, the biggest challenge in regulating labor markets in developing countries is what to do about the hundreds of millions of workers (or even more) who are beyond the reach of formal labor market rules and social protections.”

The challenge in regulating work is balancing the interest of employees to have dignified work conditions and for employers to operate at the most reasonable cost. But in developing countries, the difficulties loom larger, with issues going beyond equal pay to universal social protection coverage and monitoring employers’ compliance.

“Suppose you want to design the best company on earth to work for. What would it be like? For three years, we’ve been investigating this question by asking hundreds of executives in surveys and in seminars all over the world to describe their ideal organization.”

If you’ve ever wondered what would make the best workplace, you’re not alone. In this essay, Jones looks at how employers can create a better workplace for employees by using surveys and interviews. The writer found that individuality and a sense of support are key to creating positive workplace environments where employees are comfortable.

“Bottom line: People seek purpose in their lives — and that includes work. The more an employer limits those things that create this sense of purpose, the less likely employees will stay at their positions.”

In this essay, Turner looks at how employees seek value in the workplace. This essay dives into how, as humans, we all need a purpose. If we can find purpose in our work, our overall happiness increases. So, a value and purpose-driven job role can create a positive and fruitful work environment for both workers and employers.

In this essay, talk about how you envision yourself as a professional in the future. You can be as creative as to describe your workplace, your position, and your colleagues’ perception of you. Next, explain why this is the line of work you dream of and what you can contribute to society through this work. Finally, add what learning programs you’ve signed up for to prepare your skills for your dream job. For more, check out our list of simple essays topics for intermediate writers .

For your essay, look deeply into how your school prepares the young generation to be competitive in the future workforce. If you want to go the extra mile, you can interview students who have graduated from your school and are now professionals. Ask them about the programs or practices in your school that they believe have helped mold them better at their current jobs.

Essays about work: The importance of teamwork at work

In a workplace where colleagues compete against each other, leaders could find it challenging to cultivate a sense of cooperation and teamwork. So, find out what creative activities companies can undertake to encourage teamwork across teams and divisions. For example, regular team-building activities help strengthen professional bonds while assisting workers to recharge their minds.

Finding a job after receiving your undergraduate diploma can be full of stress, pressure, and hard work. Write an essay that handholds graduate students in drafting their resumes and preparing for an interview. You may also recommend the top job market platforms that match them with their dream work. You may also ask recruitment experts for tips on how graduates can make a positive impression in job interviews.

Creating a fun and happy workplace may seem impossible. But there has been a flurry of efforts in the corporate world to keep workers happy. Why? To make them more productive. So, for your essay, gather research on what practices companies and policy-makers should adopt to help workers find meaning in their jobs. For example, how often should salary increases occur? You may also focus on what drives people to quit jobs that raise money. If it’s not the financial package that makes them satisfied, what does? Discuss these questions with your readers for a compelling essay.

Motivation could scale up workers’ productivity, efficiency, and ambition for higher positions and a longer tenure in your company. Knowing which method of motivation best suits your employees requires direct managers to know their people and find their potential source of intrinsic motivation. For example, managers should be able to tell whether employees are having difficulties with their tasks to the point of discouragement or find the task too easy to boredom.

A handful of managers have been worried about working from home for fears of lowering productivity and discouraging collaborative work. Meanwhile, those who embrace work-from-home arrangements are beginning to see the greater value and benefits of giving employees greater flexibility on when and where to work. So first, draw up the pros and cons of working from home. You can also interview professionals working or currently working at home. Finally, provide a conclusion on whether working from home can harm work output or boost it.

Identifying critical skills at work could depend on the work applied. However, there are inherent values and behavioral competencies that recruiters demand highly from employees. List the top five qualities a professional should possess to contribute significantly to the workplace. For example, being proactive is a valuable skill because workers have the initiative to produce without waiting for the boss to prod them.

If you need help with grammar, our guide to grammar and syntax is a good start to learning more. We also recommend taking the time to improve the readability score of your essays before publishing or submitting them.

Meet Rachael, the editor at Become a Writer Today. With years of experience in the field, she is passionate about language and dedicated to producing high-quality content that engages and informs readers. When she's not editing or writing, you can find her exploring the great outdoors, finding inspiration for her next project.

View all posts

Email Sign-Up

Positive Links
Positive Organizational Scholarship
Research Articles
POS Research Awards
White Papers
Thriving Accelerators
Thriving Catalyst Endorsement Program
Magnify Immersion Program
Student Well-being Collective
Undergraduate
Teaching During the Time of COVID
At-A-Glance Summaries
Community of Practice Facilitation Guide
Course Syllabi
Teaching Cases
Teaching with a Positive Lens
Teach-Out Videos
Discover Thriving Through Connections
Small Practice Shifts for Big Changes
Emphasize Bright Spots and See Strengths in New Ways
Defining and Sustaining Thriving
Inspirations
Community of Scholars
Research Microcommunities
Recurring Events & Conferences
Member Experience
Become a Member
Reflected Best Self Exercise
Positive Leadership, The Game
Positive Organization Learning Map
Task Enabling Exercise
Job Crafting Exercise
Partner Product: Reciprocity Ring

How your work environment influences your creativity

July 6, 2020

By: Teresa Amabile

The social environment in an organization can help or hinder employees’ creativity.

Are you as creative now as you were when you were a child?

For many people, the answer is no. As we move into adulthood, we are often conditioned to be more serious and to conform to the norms of society. We lose some of the freedom and playfulness that inspired our wacky kid ideas. At the same time, our jobs seem to demand more and more new ideas, creativity, and innovative thinking.

For the past 45 years, I have been studying what contributes to the creativity of adults and children alike. From 10 year olds making collages to R&D scientists dreaming up new products, I’ve observed what kills creativity and what helps it thrive.

We often think of creativity as a trait—something we all have more or less of—but my work has identified a missing piece of the puzzle: how our social environments influence our ability to be creative. The upshot is that whoever we are, we can find ways to reignite creativity in ourselves and in our organizations.

What motivates us to be creative?

Creativity is a novel and appropriate response to an open-ended task or problem. When someone is doing something creatively, they are doing it differently from the way it has been done before, while fulfilling the goal of the activity at hand.

Teresa Amabile

When I first began studying creativity in the 1970s, most creativity researchers essentially believed that there were two types of people: creative geniuses, and all the rest of us. Their studies focused on what distinguishes those creative geniuses, in terms of their special characteristics and traits. For example, highly creative people (those who consistently produce work recognized as creative) tend to have experience, expertise, and skills in a particular domain, and sometimes in multiple domains. They can also think in distinct ways: They see and understand unusual phenomena, take on new perspectives, and persevere in the face of challenges by exploring new approaches and finding unique solutions to problems.

But I had a hunch that there was more to the story than special skills and traits. And I didn’t believe that creativity was limited to only the geniuses. So I organized an “art party” for kids at my apartment complex in Palo Alto, California.

In my study , children attended one of two art parties with games, snacks, and art activities, ending with the key activity: the creation of “silly” paper collages. Kids who had been randomly invited to the Saturday party were told that there would be a random raffle for three toy prizes after they finished making their collages. But kids who attended the Sunday party were told that the three adults running the party would judge the collages to pick three winners, who would get their choice of toys as a prize.

Fine art students then individually rated the creativity of each collage, without knowing which ones were made on which day. The judges’ ratings revealed that the children who weren’t competing for rewards made significantly more creative collages than the other children.

This study suggested a crucial component of creativity: our social environment. Simply stated, “extrinsic” motivators—things outside ourselves and the activity that motivate us, such as competition, evaluation, and rewards—can dampen kids’ creativity.

In another study , with creative writers (who were spending at least 30 hours a week working in poetry, fiction, non-fiction, or play writing), I asked participants to write one brief poem and then randomly assigned them to one of three tasks. Some creative writers completed a questionnaire asking them to rate their intrinsic reasons for being involved in writing (such as “You like to play with words”), others completed a questionnaire asking them to rate their extrinsic reasons for being involved in writing (such as “You enjoy public recognition of your work”), and the rest simply read a short story. Then, they all wrote a second poem.

While there were no differences in the creativity of the first poems, there were significant differences in the second poems. Poems written with extrinsic motivation top of mind were significantly less creative than those written in the other two groups. Here, simply thinking about extrinsic motivators seemed to dampen creativity, even when those motivators weren’t present at the time.

After conducting several similar studies with children and adults, my collaborators and I were able to identify six aspects of social environments that can kill creativity :

Expected evaluation: knowing that a “judge” of some kind will be assessing your work once completed.
Surveillance: being watched while you’re working.
Contracting for reward: doing something with a promise of getting paid or rewarded for your creation.
Being constrained in how to do a task: being told you need to create in a certain way.
Competition with peers.
Focusing on extrinsic motivators (e.g., power, money, and fame).

Extrinsic motivators and constraints of many different kinds undermine creativity, we found, because they undermine the intrinsic motivation to create for its own sake, for the love of it. Our studies revealed that intrinsic motivation drives creativity; people are most creative when they’re motivated primarily by the interest, enjoyment, satisfaction, and personal challenge of the work itself—and not by extrinsic motivators.

Are rewards always bad for creativity?

All my research was pointing to the idea that external motivation undermines creativity. But then an unexpected result in one of my studies caused me to refine my thinking.

In a series of studies I conducted with Beth Hennessey, we asked kids or adults to complete an activity—but as they were doing it, we surreptitiously made something go wrong. Some participants got to choose what they would do next: We invited them to either leave and continue on with their day, or complete a different activity that would fill up the rest of their scheduled time. Others weren’t given a choice: We simply told participants that the first activity wasn’t working, and we instructed them to switch to the second activity: telling stories or making collages (depending on the study). For half of those in each scenario, we said that we were paying people in the second activity or (for the little kids) giving them a reward.

As expected, people who chose to do an activity after being promised a reward for doing it showed the lowest level of creativity. But, to our surprise, we found that those who had no choice but still expected a reward showed the highest creativity. They were significantly more creative than people who worked without expecting a reward.

This revealed that rewards can—under some conditions—enhance our intrinsic motivation and creativity. Rewards that we focus on as the reason for doing a task hurt our creativity. But unexpected or unchosen bonuses and rewards may boost it, especially if they support our engagement in something we’re already quite intrinsically motivated to do. At work, for example, an R&D manager who rewards a great team effort with additional resources to do the next project that the team is excited about will likely boost both the team’s intrinsic motivation and their future creativity.

Hennessey and I began to think that, under some circumstances, extrinsic motivators could work together with intrinsic motivation to produce the most creative results. If you think of an extrinsic motivator like a toxin or germ, threatening to hurt intrinsic motivation and creativity, perhaps there could be a way to psychologically “immunize” people against it.

And that’s exactly what we did in a 1989 study . We gave half the children in this study “intrinsic motivation training”—where they watched videos of other children talking about their love for the schoolwork they were doing, and how rewards, such as good grades, were a kind of bonus to what they were learning (but not the most important thing). Children who heard this message seemed to adopt this attitude toward reward; in a subsequent experiment, the promise of reward didn’t dampen their creativity. In fact, they were more creative when expecting a reward. Children in the control group, who had watched a neutral video, showed the usual creativity-killing effect of reward.

Overall, my experiments have shown that extrinsic motivators that make people feel controlled or driven only by that motivator drain intrinsic motivation and stifle creativity. But extrinsic motivators that either allow a person to be more engaged, or confirm their competence, in something they are already keen to do, can synergistically add to intrinsic motivation and creativity. That delicate balance is what workplaces should be aiming for, but how can we achieve it?

Creativity in the workplace

After studying creativity in the laboratory, I started to investigate how social factors influence people’s motivation and creativity in organizations.

In a 1996 study , we asked R&D employees at a large high-tech company (who were developing new products) to fill out surveys about their work environments. Later, managers at the companies rated each of their projects on creativity. We found that the work environments of the most creative projects differed significantly from the least creative.

High-creativity projects tended to have environments that were more intellectually challenging and offered sufficient resources, greater degrees of freedom, and much encouragement of innovative thinking, as opposed to harsh evaluation of new ideas—all aspects that support intrinsic motivation. Creativity-promoting environments also included work groups that were supportive, trusting, and receptive to new ideas, but also willing to constructively challenge each other’s ideas.

Support from supervisors also appeared to be crucial. The most creative projects were done under supervisors who fostered clear, honest communication, valued individual contributions to team projects, and set clear goals. And organizational supports, such as a free flow of ideas within the organization and mechanisms for developing new ideas, were also important for high creativity.

In later research, we drilled down to an even more detailed level, to examine what people say and do at work every day—as coworkers, team leaders, and organizational leaders—that can contribute to these positive (or negative) environments and influence employees’ intrinsic motivation and creativity. Our large study collected daily electronic diaries from nearly 240 professionals, working on 26 creative projects, who reported on their emotions, their perceptions of their work environment, and their motivation—as well as one notable event from the day—every day throughout their projects.

What drove creativity? We found that, of all the positive events reported in the nearly 12,000 diaries we collected, the single most important event for generating positive emotions, favorable perceptions of the work environment, and strong intrinsic motivation was simply making progress in meaningful work—a sense of moving forward on something that matters. Moreover, on those days, and weeks, and months when people had this experience, they were not only more productive; they were more creative, too.

The lesson for managers is straightforward: Pay attention to what your subordinates need to make progress in their most important work, tell them why that work matters, and provide the progress supports—whether they might be clear goals, freedom in achieving those goals, sufficient resources and time, encouragement to learn from failure, or any one of a number of other ways to ease inevitable setbacks and keep people moving forward with strong intrinsic motivation.

Creativity is crucial for our organizations; it’s one of the elusive abilities that managers are desperately seeking in their employees so their companies can survive in today’s competitive marketplace. My research suggests that organizations would do well to remember that creativity isn’t simply about finding the right candidates; it’s also about setting up the right work environment to allow people’s motivation and creativity to thrive.

This essay is adapted from Teresa Amabile’s talk “ Labor of Love: Lessons in Keeping Creativity Alive ,” part of the Center for Positive Organization’s Positive Links Speaker Series.

Working Environment Improves Employee’s Productivity Research Paper

Introduction, history of working environment (past and present), an exemplary working environment, how to improve working environment, impact of good working environment on employees’ satisfaction and productivity, reference list.

Working environment is a term used to refer to all the aspects surrounding a worker in any setting or organization. This includes the physical work environment, relationship with other workers, the working conditions and the relationship between the workers and the management (Chandrasekar, 2011). Different organizations adopt different working environments depending on the functions, model, culture or history of the organization.

The working environment impacts on the workers’ performance irrespective of the model adopted. The work environment is not constant and keeps on changing or is changed according to emerging demands to ensure optimal performance of the workers. This paper will review the working environment with reference to its developmental history, example of a good working environment, the impact of good working environment, and how to improve a working environment.

Working has been part of human history since creation. The earliest forms of work involved food production on farms as people depended on it for survival in a largely subsistence economy. For successful farming to be accomplished, the people organized themselves into small family farms or villages.

This may be pointed as the first ever organized working environment albeit primitive in structure. Nevertheless, the society also had specialists in different fields such as craftsmen and artisans who traded their wares for food with the farmers. At the beginning of the 19th century, industrialization registered a rapid growth. Most people migrated to urban centers and worked in factories.

These factories employed workers and divided them into various segments according to personal skills. With this came the wage system of labor in which people worked for pay. The working environment then was restrictive and employees suffered physical and psychological torture. For instance, some firms in New England forced their workers to sleep in dormitories owned by the firms. They would also offer low wages and restrict them to only purchase goods from stores owned by the factory owners.

The working environment continued transforming with the emerging demand for skilled labor and higher wages. Trade trends had an impact on the working environments directly affecting employees. The emergence of new and advanced technological applications ushered in a new era of mass industrialization. Most industry players needed to reduce the cost of production to for their products in order to remain competitive in the market.

With technology assisted production cutting on the cost, many employees were laid off. This made working in such settings unsatisfactory due to the uncertainty surrounding work environments. The emerging competition led to the working environment radically being changed with workers being discriminated on the basis of color, race, religion, class, creed and gender. Colonialism only acted to worsen the problem with workers being subjected to forced labor and slavery.

The hostile working environment eventually resulted in resistance among employees that led to the abolition of such practices. This got a further boost with the formation of labor unions that completely revolutionized the relationship between employers and the employee, a love-hate relation that has existed to date what with regular strikes that paralyze operations in these organizations (Huberman & Lewchuk, 1999).

The formation of labor unions and legislative efforts over the years has transformed many working environments into what they are today. Despite numerous challenges, both current and emerging today’s working environment can be described as better in standards as compared to the past. Workers safety is significantly guaranteed nowadays than in the past. This is because of efforts to embrace safe production procedures and legislations that demand workers compensation in case of injuries and litigation.

Today, employees know their rights and procedures to follow in passing their grievances. This empowerment has made employers observe safety measures keenly. The demand for specialized skills in work stations has led to division of labor and increased specialization. Today the number and variety of job descriptions is growing larger. Modern systems of management of labor are in use today in both government and private enterprises (Levering, n.d.).

Challenges in the working environment continue to emerge, especially with the rapid adoption of technology. This has led to efficient systems of production thus making many individuals to become jobless. Issues of remunerations and allowances remain a thorny issue in the modern day working environment due to the rising cost of living affecting the world. Today, the employee understands their roles clearly, and many organizations conduct training programs to empower their employees with up to date skills and knowledge.

Problems being experienced in today’s working environment that can be compared to those of the past include cases of sexual harassment, discrimination on the grounds of gender, race and color. Corruption and nepotism have also infiltrated many working environments today seriously compromising the quality of service provision. These and other factors affect the performance of employees (Morin, 2004).

Working environment has become more important with each passing day owing to the desire by organizations to remain competitive as well as attract and retain highly skilled workforce. One such organization is Google.

The work environment in this company is an attractive, high energy package allowing employees to express their knowledge and skills optimally. In order to assure of employee satisfaction, the company gives its employees a chance to concentrate only on what is interesting to them. The program dubbed “20% time program” encourages all its engineers to explore new challenges.

This has in turn benefited both the company and the employees. The company has an on-site medical facility with a doctor, dentist and massage parlor, fitness equipment and food to ensure the workers perform optimally health wise. Google has a comprehensive compensation and benefits program for its workers (Great Place to Work Institute, Inc., 2007).

Among others, it provides healthcare coverage for the employee and their family. The workers are also titled to flexible working hours and vacation holidays. The work-family relationship is also enhanced at Google with new parents being supported with take away meals.

These meals are worth up to $500 for over a month after birth. The company also has a day care for the employees’ children, onsite dry-cleaning, employee discounts, and free shuttle transport to several locations. Apart from the salaries and allowances, all these cutting edge benefits are offered. The company also offers internship programs to talented youths giving them a platform to learn practical experience from other experienced employees at the firm.

With such a working environment, Google has been able to record tremendous growth due to the increased commitment displayed by its employees. With all the employees enjoying the element of belonging and being integral parts of the company, they are motivated to perform maximally. The professional freedom given at the firm is the best opportunity for enhanced career growth and skills exploitation (Great Place to Work Institute, Inc., 2007).

To ensure optimal performance and satisfaction by an employee, the environment they work in must be favorable in terms of offering physical, social/emotional and psychologically support. One way to achieve this is by embracing best practices in the management of an organization’s affairs.

When an organization cultivates a culture of integrity and credibility within its workforce, the working environment is greatly improved. One of the key elements to enhance such an environment is sharing of information openly. An organization must have mechanisms to allow all employees, irrespective of cadre, to access any information they may need.

The environment should competently offer direction and coordination to employees and available resources in line with the vision and mission of the organization. Integrity within an organization is the greatest asset in development of an enhancing working environment. This is because it promotes openness and transformational leadership where promises are kept, set operational standards and deadlines met, and acceptable ethics are followed to the letter (Christiane, Tit & Carlo de, 2010).

The value of human capital can not be overemphasized. The workers remain the most integral components of an organization. As such, they should be accorded utmost respect through the establishment of an environment that offers professional development of individuals working there.

The overall wellbeing of the employee should be incorporated in the establishment of the working environment. One way in which organizations achieve this is through offering periodical training opportunities to the employees. This is aimed at acquiring up to date skills and learning new ways of tackling emerging challenges. The environment must also be supportive in terms of the equipment in use.

Only then can a professional produce tangible results (Inside Jobs Coaching Company, n.d.). Integrating an employee’s idea and appreciating their achievements encourages growth and creative thinking. This brings new concepts that are beneficial to the firm. A favorable environment in this sense also ensures unlimited support to the employs to explore their imaginations in a safe and caring working environment.

Several internationally recognized institutions have adopted models to promote professional development among their employees. These models include advanced education reimbursements plans in institutions or seminars offering such training. This in the end benefits the individual and the organization (Ripley, 2002).

An enhancing working environment is one that supports the three elements of fairness. These are equity, justice and impartiality. This entails treating all workers within the organization equitably in awarding. The environment should be assuring to the effect that no form of favoritism will be condoned in any process involving the running of the organization.

Thus, it impartiality becomes a norm in such a working environment and any employee is assured of promotion or rewarding in accordance with his/her achievement. On the same vein, such an environment should work to eliminate all forms of discrimination on its employees on the basis of their background and/or orientation while addressing all complaints in an impartial and just manner (Chandrasekar, 2011).

When a working environment instills pride in the workforce, then it can be described as favorable. An organization’s structure should be in such a way as to build personalized ownership of duties to instill the sense of belonging. When an individual or a team is appreciated and valued for accomplishment, an impetus is injected to propel them to greater heights. This concept brought success to Apple Inc. in its formative stage when its proprietor Steve Jobs inculcated a sense of pride and purpose in his team.

This saw them triumph and floor established giants in the competitive computer applications industry. This shows that the focus of such an organization is not only making profits but involving the employees to allow for ownership and career development. The work environment should also enhance employees’ relationships. This will allow them express their feelings concerning their work and create harmonious collaborations that create synergy across departments and in the entire organization (Ripley, 2002).

A general assumption is that working in a favorable environment enables workers to achieve comfort and thus perform optimally. The associated productivity will then translate into a drop in employment cost per employee and facility operation cost. The element of physical workspace is integral in creating a favorable working environment.

Important aspects of this element are space, sound, lighting and designs. Employees spend up to 90% of their time indoors while working and thus the environment should be conducive. It has been shown by a study that 30% of American office workers suffer from sick-building syndrome. These environmental aspects greatly affect an employee’s performance and satisfaction and efforts should be made to create an appealing office environment (Al-Anzi, 2009).

Employee satisfaction and productivity is negatively affected by a hostile working environment. The environment should be supportive of the employee to discourage disturbances that could interfere with the productivity of the employee.

A hostile environment may arise from the organization structure or attitude of management to the employees. When the relationship between the employees and management is tense, productivity is greatly affected. The employees may compromise quality in an aim to reach targets imposed upon them by the management.

At the end, this does not result in employee satisfaction as the environment does not promote personal or professional expression of one’s input. Tensions among employees themselves may create disastrous working environment. Unnecessary competition and jealousy my make some dig downfalls of colleagues all to the detriment of the organization’s performance. In such a setting where an employee’s input is not recognized or valued, they may be demoralized.

This results in below par performance, resignation or seeking transfers to other organizations. The use of technology could have an impact on the employee’s performance. An employee with excellent skills may have their productivity and satisfaction greatly affected by inadequate or lack of appropriate technology to match his/her skills (Taiwo, 2009).

The value of the working environment cannot be underestimated in any organization. This is because it is evident that successful organizations are those that have good working environments. Therefore, the working environment is critical in determining the satisfaction and productivity of employees.

With changing times, the work environment is undergoing rapid changes that organizations need to embrace so as to remain competitive and ensure that employee satisfaction is guaranteed for optimal productivity. In this regard, the organizations should remain flexible to adapt to the dynamism of the working environment. This will ensure success of the organization.

Al-Anzi, N. M. (2009). Workplace environment and its impact on employee performance . Web.

Christiane, W., Tit A. & Carlo de P. (2010). How to create an attractive and supportive working environment for health professionals . Web.

Chandrasekar, K. (2011). Workplace environment and its impact on organizational performance in public sector Organizations . International Journal of Enterprise Computing and Business Systems . Web.

Great Place to Work Institute, Inc. (2007). Why is Google so great? Web.

Huberman, M. & Lewchuk, W. (1999). Globalization and Worker Welfare in Late Nineteenth Century Europe . Web.

Inside Jobs Coaching Company. T en Ways to Create a Positive Work Environment . Web.

Levering, R. Creating a great place to work. Why it is important and how it is done . Web.

Morin, E. M. (2004). The meaning of work in modern times . Web.

Ripley, D. (2002). Improving employee performance: moving beyond traditional HRM responses . Web.

Taiwo, A. S. (2009). The influence of work environment on workers productivity: A case of selected oil and gas industry in Lagos, Nigeria . Web.

Chicago (A-D)
Chicago (N-B)

IvyPanda. (2024, March 1). Working Environment Improves Employee’s Productivity. https://ivypanda.com/essays/working-environment-improves-employees-productivity/

"Working Environment Improves Employee’s Productivity." IvyPanda , 1 Mar. 2024, ivypanda.com/essays/working-environment-improves-employees-productivity/.

IvyPanda . (2024) 'Working Environment Improves Employee’s Productivity'. 1 March.

IvyPanda . 2024. "Working Environment Improves Employee’s Productivity." March 1, 2024. https://ivypanda.com/essays/working-environment-improves-employees-productivity/.

1. IvyPanda . "Working Environment Improves Employee’s Productivity." March 1, 2024. https://ivypanda.com/essays/working-environment-improves-employees-productivity/.

Bibliography

IvyPanda . "Working Environment Improves Employee’s Productivity." March 1, 2024. https://ivypanda.com/essays/working-environment-improves-employees-productivity/.

Google Company Overview
The History and Growth of Google
Google's Strategy in 2009
Google Company Analysis
Google’s Success: Contributions to Google’s Success
Google Does No Evil
Google's Corporate Culture and its Success
The Case of Strategic Analysis of Google Inc.
How Google Governs the Internet
Google Operations in China
Management Team Recruitment and Selection of Employees
Basic Management in Business
Strategic management
Reflection and Reflective Practices in Organizational Learning and Performance
Abu Dhabi Accountability Authority Recruitment Process

26 Example Paragraphs for Performance Reviews [Positive & Negative Feedback]

By Status.net Editorial Team on April 8, 2023 — 15 minutes to read

Performance reviews play an essential role in employee growth and development. Effectively conveying praise and guidance facilitates open communication and contributes to a positive work environment. This article provides example paragraphs for performance reviews, focusing on various skills and including both positive and negative examples; each skill is addressed separately, with example paragraphs demonstrating how to effectively communicate strengths or areas for improvement.

See also: 2000+ Performance Review Phrases: The Complete List (Performance Feedback Examples)

How to Give Effective Feedback (and Avoid Mistakes)

Communication Skills

Positive feedback example for communication skills.

“Emma consistently demonstrates strong communication skills, both in writing and speaking. Her emails are clear, concise, and always contain all necessary information, making it easy for colleagues to understand her messages and respond promptly. Additionally, her ability to intertwine detailed explanations with relevant examples allows her to convey complex ideas in an easily digestible manner.

During team meetings, Emma is an active listener, giving her undivided attention to the speaker and providing thoughtful input on the topic at hand. Notably, she has shown tact and empathy when mediating team discussions, diffusing tense situations effectively. As a result, she contributes to a positive and inclusive work environment.”

Negative Feedback Example for Communication Skills

“John has room for improvement in his communication skills. His written correspondence tends to be disorganized and lacking in detail, creating confusion for the recipients. It is recommended that John proofread his messages carefully and ensure that they include all necessary information before sending them.

In team meetings, John often interrupts his colleagues and speaks over them, making it difficult for others to express their thoughts or complete their points. To improve, John should practice active listening, allowing his team members to speak uninterrupted and demonstrate respect for their opinions.”

See also: Performance feedback phrases for communication skills : Performance Review Phrases for Communication

Leadership Skills

Positive feedback example for leadership skills.

“Emma has demonstrated exceptional leadership skills by fostering a positive work environment where team members feel valued and engaged. She leads by example and creates an atmosphere that encourages open communication, collaboration, and continuous learning. Her team consistently meets and often exceeds their goals, reflecting her ability to delegate tasks effectively and provide constructive feedback to drive improvement.

During challenging times, Emma maintains a calm and collected demeanor, serving as a source of support and reassurance for her team. She has been instrumental in implementing team-building exercises that have helped improve overall team performance and cohesion.”

Negative Feedback Example for Leadership Skills

“While George has demonstrated strong technical skills, his leadership abilities require improvement. He tends to micromanage tasks, which can undermine team members’ confidence and limit their opportunities for growth. In addition, rather than proactively addressing issues and conflicts, George often disregards them, leading to a tense work environment.

Team members have reported feeling unsupported and disengaged, impacting their overall motivation and productivity. To enhance his leadership skills, George should focus on developing better communication and delegation abilities, as well as providing timely and constructive feedback to foster a more supportive and collaborative team dynamic.”

See also: Performance feedback phrases for leadership skills : 169 Performance Review Feedback Phrases for Planning, Leadership, Management Style

Teamwork Skills

Teamwork skills are essential for employees to effectively work together, achieve common goals, and create a positive workplace environment.

Positive Feedback Example for Teamwork Skills

“John demonstrates a strong work ethic and a commitment to the team. He actively collaborates with colleagues and willingly offers his support in any way needed. John’s ability to give and receive constructive criticism has helped the team maintain a healthy working relationship. John respects and values the opinions of his team members. He also communicates his ideas and opinions clearly to other team members, which has greatly improved the group’s overall efficiency. John’s teamwork skills include: effective communication, open-mindedness, active listening, conflict resolution.”

Negative Feedback Example for Teamwork Skills

“Jane shows a lack of teamwork skills that have impacted her team’s performance. She tends to work in isolation and does not openly communicate her ideas or opinions with others. This has led to misunderstandings on several occasions and increased the risk of project delays.

Jane also tends to dismiss the feedback and input of other team members, which has negatively impacted overall morale. She struggles to accept constructive criticism and has shown resistance to change. This behavior hinders the team’s ability to optimize processes and achieve common goals.

Areas for improvement in Jane’s teamwork skills include:

Area of improvement: Communication Suggested action: Participate in training sessions focused on communication skills.
Area of improvement: Listening Suggested action: Attend workshops on active listening and open-mindedness to better understand the value of diverse perspectives.
Area of improvement: Conflict resolution Suggested action: Seek guidance from a mentor or coach to improve conflict resolution skills.
Area of improvement: Collaboration Suggested action: Connect with colleagues regularly and engage in team-building activities to strengthen bonds among the team members.”

See also: Performance feedback phrases for teamwork skills : 150+ Performance Appraisal Phrases (Teamwork, Technical Skills, Time Management)

Problem-Solving Skills

Problem-solving skills are essential for employees to effectively tackle challenges and find solutions in their daily tasks.

Positive Feedback Example for Problem Solving Skills

“Jane has consistently showcased her exceptional problem-solving skills throughout her time on the customer support team. When faced with complex customer issues, she is able to quickly identify the root cause of the problem and implement an effective solution. For example, when a recent escalation arose involving a client’s recurring billing discrepancy, Jane swiftly analyzed the situation and discovered an error in the system settings. She then collaborated with the IT department to address the glitch, resulting in a prompt resolution for the client and preventing further issues.”

Negative Feedback Example for Problem Solving Skills

“While Mike is a valuable team member in our IT department, his problem-solving skills require improvement. When confronted with multiple issues during the recent network updates, Mike appeared overwhelmed and struggled to make problems more manageable. For instance, he failed to prioritize tasks, which led to delays in addressing critical system vulnerabilities. Additionally, his communication with colleagues was less than satisfactory, making it difficult for others to assist and collaborate on finding solutions.

Improving his problem-solving skills would enable Mike to respond more effectively to challenges and contribute significantly to the success of future projects. We encourage him to seek additional training and to collaborate more closely with colleagues to help break down complex tasks into more manageable, actionable steps.”

See also: Performance feedback phrases for decision making and problem solving : 174 Performance Feedback Examples (Reliability, Integrity, Problem Solving)

Time Management Skills

Effective time management is essential for success in the workplace. Employees who excel in managing their time are able to prioritize tasks, meet deadlines, and complete work efficiently.

Positive Feedback Example for Time Management Skills

“During the past year, Jane has demonstrated exceptional time management skills by consistently completing projects ahead of schedule. She is able to create realistic time estimates for tasks and allocate her work hours effectively to ensure her goals are met. An example of her strong time management skills is her work on the ABC project, where she successfully managed multiple tasks and deadlines within tight time constraints. Jane’s excellent time management has allowed her to excel at prioritizing work and increase overall productivity in the team.”

Negative Feedback Example for Time Management Skills

“Over the last year, John has struggled with managing his time effectively, which has resulted in missed deadlines and low-quality work. Despite being provided with clear project timelines, John often underestimates the time required to complete tasks and is unable to prioritize his workload appropriately. One notable example is his involvement in a recent project, where he failed to meet several deadlines and did not effectively communicate his progress to the team. This lack of time management skills has negatively impacted the team’s overall performance and must be addressed in order to improve John’s productivity.”

See also: Performance feedback phrases for time management skills : 150+ Performance Appraisal Phrases (Teamwork, Technical Skills, Time Management)

Creativity Skills

Creativity skills are essential for problem-solving and generating new ideas in the workplace.

Positive Feedback Example for Creativity

“John consistently demonstrates his ability to think outside the box. He is excellent at brainstorming sessions, frequently contributing innovative ideas and solutions. For instance, during a recent project, John developed a creative marketing strategy that increased engagement on social media by 30%. Thanks to his unique perspectives, John has helped drive successful outcomes and boost department performance.”

Negative Feedback Example for Creativity

“Though Jane has strong technical skills, she struggles with adapting to new challenges and situations. She often gets stuck in traditional ways of thinking and is hesitant to propose innovative solutions. This has, at times, limited the team’s ability to overcome obstacles and move forward with projects.

For Jane to improve their creativity skills, she should actively participate in brainstorming sessions, share her thoughts and ideas, and engage in exercises designed to promote out-of-the-box thinking.”

See also: Performance feedback phrases for creativity and innovation : 242 Examples

Interpersonal Skills

Interpersonal skills are essential in the workplace to build healthy relationships and work collaboratively. These skills also help to manage conflicts effectively and cultivate a positive work environment.

Positive Feedback Example for Interpersonal Skills

“Jane has demonstrated excellent active listening skills during team meetings and while working on projects. She effectively listens to her colleagues’ ideas and provides thoughtful feedback, which has improved overall team communication. She consistently fosters an environment of collaboration and cooperation and readily offers her assistance to colleagues.”

Negative Feedback Example for Interpersonal Skills

“During the last quarter, Susan failed to take responsibility for the deadlines and often blamed her team members. She struggles with clearly conveying her ideas and thoughts to others, leaving her colleagues confused and unsure of their tasks or objectives. To improve her interpersonal skills, Susan needs to work on her communication abilities and practice being more concise and clear with her instructions.”

See also: Performance feedback phrases for communication skills : Performance Review Phrases for Communication and Interpersonal Skills

Customer Service Skills

Effective customer service skills are crucial to providing an exceptional experience for customers.

Positive Feedback Example for Customer Service Skills

“Anna consistently demonstrates outstanding customer service skills. She is known for her empathy and active listening, allowing her to effectively understand and address customer concerns. As a result, Anna has been able to maintain a high level of customer satisfaction. She was attentive to customer needs and swiftly addressed their concerns, resulting in repeat business. Her excellent communication abilities enabled her to provide clear instructions, helping to avoid any misunderstandings. Anna’s problem-solving skills allowed her to quickly find solutions to customer issues, ensuring their satisfaction.”

Negative Feedback Example for Customer Service Skills

“Tom struggles in providing satisfactory customer service, because he is often more focused on completing tasks than actively listening to customers, which leads to misunderstandings and dissatisfaction. His lack of empathy prevents Tom from building rapport with customers, which negatively impacts their experience. Tom’s problem-solving skills are limited; he usually needs assistance from a manager to handle complicated customer issues.”

See also: Performance feedback phrases for customer service skills : Examples for Customer Focus and Customer Satisfaction

Technical Skills

Positive feedback example for technical skills.

“Alice has consistently demonstrated exceptional technical skills in her role. She exhibits a deep understanding of the latest software and tools, being proficient in their usage. Alice’s ability to troubleshoot complex technical issues and offer effective solutions showcases her strong problem-solving skills. Her mastery of technology has been pivotal in the successful completion of multiple projects, such as collaborating with team members to create a new app.”

Negative Feedback Example for Technical Skills

“Bob has been struggling to keep up with the technical demands of his role. He frequently requires assistance when working with new software or tools, causing delays in project completion. Bob’s inability to learn new technical skills quickly has hindered his effectiveness and impacted the overall team productivity. It is recommended that Bob invests more time in training and development to become proficient in essential technical skills.”

See also: Performance feedback phrases for technical skills : 150+ Examples (Teamwork, Technical Skills, Time Management)

Attention to Detail

Attention to detail is a critical skill that reflects an employee’s ability to achieve accuracy and focus in their job. This skill significantly contributes to their overall performance and helps reduce mistakes in their work.

Positive Feedback Example for Attention to Detail

“Bob consistently demonstrates exceptional attention to detail in his assignments. He has been able to deliver outstanding results in his projects while maintaining high levels of accuracy. His commitment to ensuring all tasks are thoroughly completed before moving on to the next has contributed to a more efficient workflow. Some specific instances of his excellent attention to detail include: Identifying and correcting a crucial error in a report that could have led to inaccurate conclusions being drawn; Meticulously tracking and documenting project progress to ensure all stakeholders were kept informed and up-to-date; Proactively preventing potential misunderstandings by carefully reviewing and proofreading all communication materials before distribution.”

Negative Feedback Example for Attention to Details

“Alice has struggled with attention to detail in her performance. Her work has been marked by occasional errors and oversights, which have led to lost time and resources in correcting these issues. Despite her best efforts, Alice has not shown improvement in this area, and it has negatively impacted her overall performance. Some examples of her lack of attention to detail include:

Failure to review and double-check calculations, resulting in inaccurate financial reports that needed to be reworked.
Missing important deadlines due to overlooking key tasks on her project plans.
Communicating unclear or incorrect information to team members, leading to confusion and lost time in seeking clarification.

In order to improve her attention to detail, Alice could benefit from implementing strategies such as creating detailed checklists, setting aside dedicated review time for her work, and seeking feedback from colleagues to identify potential areas for improvement.”

See also: Performance feedback phrases for attitude : 100+ Performance Evaluation Comments for Attitude, Training Ability, Critical Thinking

Adaptability

Adaptability skills are critical for thriving in fast-paced and ever-changing work environments. It is important for employees to be able to handle change effectively, stay composed under pressure, and swiftly adjust to new situations.

Positive Feedback Example for Adaptability

“Jane has consistently showcased her adaptability skills throughout the past year, particularly during the company-wide shift to remote work. Despite the unexpected challenges, she quickly embraced the new work environment and made necessary adjustments to maintain her productivity levels.

She demonstrated her ability to handle new software tools effectively and collaborated well with her team, ensuring everyone stayed connected and informed. Jane’s proactive approach to learning and embracing change sets a positive example for her peers and has been instrumental in keeping her department running smoothly.”

Negative Feedback Example for Adaptability

“John has struggled with adaptability throughout the year. He often appears resistant to changes implemented within the organization, avoiding new processes and tools. As a consequence, he has fallen behind on multiple projects, causing delays and additional work for his team. John’s inability to cope with change effectively and maintain a positive attitude has raised concerns among his managers and colleagues.

In order to improve his adaptability skills, John should seek opportunities to enhance his flexibility and openness towards new challenges. He should work on developing a proactive mindset, embracing changes within the workplace, and learning new skills. Successfully doing so will contribute to both his personal growth and his team’s success.”

See also: Performance feedback phrases for adaptability : Performance Review Phrases for Quality of Work, Adaptability, Communication

Reliability and Dependability

Positive feedback example for reliability.

“Heather consistently demonstrates a high level of reliability and dependability in her role. She can be trusted to complete tasks accurately and on time, even when faced with tight deadlines. She is often the first one in the office and the last one to leave, working diligently to ensure her projects are completed thoroughly and without errors. In fact, her dependability has made her a go-to person for her teammates, who know they can count on her assistance and collaboration.”

Negative Feedback Example for Reliability

“Although Michael is talented in many aspects of his job, he struggles with reliability and dependability. He is frequently late to work and has missed several deadlines, leaving his team members struggling to finish their tasks. Additionally, Michael has had difficulty in communicating effectively with his team, making it difficult for them to plan reliance on his contributions. This lack of reliability has had a negative impact on overall team performance, and Michael must focus on improving his time management and communication skills to become a reliable and dependable team member.”

See also: Performance feedback phrases for reliability : Performance Feedback Examples for Reliability and Dependability

Organizational Skills

Organizational skills are essential for employees to effectively manage their time, energy, and resources.

Positive Feedback Example for Organizational Skills

“Jane has consistently demonstrated excellent organizational skills throughout the past year. She meticulously plans her daily tasks using a digital task manager, which allows her to prioritize her workload efficiently. This has greatly impacted her ability to meet deadlines and deliver high-quality work.

Jane’s attention to detail has improved the workflow within her team. By implementing a shared calendar, Jane has facilitated better communication and coordination among team members, resulting in fewer scheduling conflicts and improved project efficiency. Her documentation practices have also contributed to a more organized and accessible repository of project files.”

Negative Feedback Example for Organizational Skills

“John has been struggling with organizational skills for several months. He often arrives at meetings unprepared, leading to lost time and decreased productivity. His disorganized workspace has caused difficulty for his coworkers when they need access to shared resources.

John’s inability to prioritize tasks has led to missed deadlines and a decline in the quality of his work. He would benefit from leveraging available tools, such as digital task managers and shared calendars, to develop a system that helps him stay on top of his responsibilities.

By improving his organizational skills, John can increase his overall efficiency, contribute more effectively to team projects, and achieve better results in future performance reviews.”

See also: Performance feedback phrases for planning skills : 169 Performance Review Feedback Phrases for Planning, Leadership, Management Style

How To Write a Manager Performance Review? (with Examples)

30 Employee Feedback Examples (Positive & Negative)
How to Give Performance Feedback? Techniques and Examples (Star Feedback)
100 Performance Review Phrases for Job Knowledge, Judgment, Listening Skills
Quantity Of Work Examples For Performance Reviews (Full Guide)
2000+ Performance Review Phrases: The Complete List (Performance Feedback Examples)
174 Performance Feedback Examples (Reliability, Integrity, Problem Solving)

IMAGES

15 Positive Work Environment Benefits, Reasons & Results
15 Positive Work Environment Benefits, Reasons & Results
Top 10 Ways to Create a Positive Work Environment
Benefits And Characteristics Of A Positive Work Environment
Positive Work Environment: 4 Reasons Why And How It Matters
How to Create a Positive Work Environment Ideas, and Examples

VIDEO

Creating a Positive Work Environment: A Key to Success
How to Foster a Positive Work Environment: Culture, Perks & Benefits!
Creating a Positive Work Environment: Strategies for Employee Engagement and Satisfaction
Avoiding Conflict: How to Maintain Authority and Build a Positive Work Environment
Environment essay 10 lines in english and hindi || पर्यावरण पर निबंध इंग्लिश और हिन्दी में
Your Workplace Needs These 6 Game-Changing Elements #leadershipinspiration #workplace #management

COMMENTS

Proof That Positive Work Cultures Are More Productive
Proof That Positive Work Cultures Are More Productive. Too many companies bet on having a cut-throat, high-pressure, take-no-prisoners culture to drive their financial success. Emma Seppälä, PhD ...
Essay On Positive Work Environment
Essay On Positive Work Environment. 942 Words4 Pages. One of the most vital factors of job satisfaction is having a positive work environment. It can be defined ,relatively, to workers as a place of work which meets their different expectations to feel happy and satisfied for coming to their work every day and to not think of quitting their jobs.
Summary: The Importance Of A Positive Work Environment
3402 Words14 Pages. A positive working environment is really important in order to raise the morale of the workers. Workers with high morale can perform more effectively, making the best out of their knowledge, skills and energy in order to provide a high quality work. Moreover, a positive working environment helps to reduce tension and work ...
Positive Working Environment: Definition and Characteristics
A positive working environment consists of a healthy balance between your personal and professional life. This ensures you can continue to find job satisfaction without letting your job overtake other areas of your life. Ultimately, a positive working environment encourages employees to find fulfillment in both their work and personal lives.
Creating a positive work environment: 7 proven strategies
A positive working environment is critical for workplace culture and the employee experience. It influences everything from stress levels and mental wellbeing to productivity and performance. But creating a positive work environment goes far beyond the color of the office walls. In fact, it goes beyond the workplace entirely.
98 Work Environment Essay Topic Ideas & Examples
Teamwork in Business: Role and Impact on Work Environment. In order to ensure and achieve a sufficient level of team cooperation, cohesiveness, and unity, the most critical qualities include trust, ownership, creativity, risk tolerance, effective conflict management, competence, open communication, and inclusiveness.
The Characteristics of a Positive Work Environment
Your work environment can have a positive or negative effect on your daily life. "Positive" work environments can be defined as those workplaces where there is trust, cooperation, safety, risk-taking support, accountability, and equity. There are some abstract concepts when thinking about a positive work environment. You want to strive for shared purpose, values, and […]
Positive work environment: Everything you need to know
A positive work environment can directly impact how employees interact with customers, leading to better customer satisfaction and loyalty. Organizational reputation and branding. A company known for fostering a positive work environment gains a positive reputation in the industry and the job market. This positive branding can attract clients ...
The Importance of Positive Relationships in the Workplace
According to Geue (2017), 'elevating interactions' is a critical requirement in creating a positive work environment. In general, maximizing engagement levels can be boiled down to two key concepts: removing barriers that limit social interaction in the workplace and creating opportunities for employees to engage with each other.
How to create a positive work environment
3. Give feedback. If you offer employees feedback only during their annual reviews, you're missing countless chances to improve performance, encourage growth, and build a positive work environment. Instead of keeping feedback to yourself, encourage managers to give feedback regularly, especially when it's relevant to a current issue.
Positive Workplace Behaviors and Professionalism Essay
Professionalism is the key to encouraging positive workplace behavior. A great example is when a salesperson decides to help a customer who needs a commodity way off their budget and, as a result, becomes discouraged and angry. However, a salesperson can brighten the situation by simply accommodating them to find something similar or referring ...
How To Create A Positive Work Environment: 13 Ideas
Fairness, clarity of purpose, and employee engagement are examples of a positive environment that enhance employee loyalty. 7. Reduced turnover. Improved employee loyalty, job contentment, and management support contribute to employee retention. Here is a guide to staff turnover.
Building A Positive Work Environment To Foster Success
Effective communication is the bedrock of a positive work environment. Encourage open dialogue among team members and between management and staff. Foster an environment where ideas and concerns can be shared freely. Regular team meetings, feedback sessions, and open-door policies contribute to a culture of transparency, trust, and collaboration.
Positive work environment and employee engagement
break" an organisation (Lockwood, 2007). A positive organisational work environment aids in the employee engagement due to the fact. that a positive work environment supports its employees ...
Essays About Work: 7 Examples And 8 Prompts
This essay dives into how, as humans, we all need a purpose. If we can find purpose in our work, our overall happiness increases. So, a value and purpose-driven job role can create a positive and fruitful work environment for both workers and employers. 8 Writing Prompts On Essays About Work 1. A Dream Work Environment
7 Strategies for Creating a Positive Work Environment
7 strategies for creating a positive work environment. 1. Prioritize the onboarding process. Having an effective onboarding process can be especially important for creating a positive work environment because it offers new employees the chance to learn about the company and become more familiar with its culture.
Positive Work Environment
In this essay, two questions will be answered and analysed: whether positive environment indeed leads to effective productivity and what are the poor and good atmosphere outcomes within an organisation. Signs of poor work environment and its effects. Negativity is contagious in many ways, and not only when it resides at a workplace.
How your work environment influences your creativity
We found that, of all the positive events reported in the nearly 12,000 diaries we collected, the single most important event for generating positive emotions, favorable perceptions of the work environment, and strong intrinsic motivation was simply making progress in meaningful work—a sense of moving forward on something that matters.
Impact of Employees' Workplace Environment on Employees' Performance: A
Consequently, workplace environment quality has a significant impact on workers and their motivation, enthusiasm, creativity, and efficiency. Work motivation, innovative behavior, attendance, colleagues' engagement, and career management are all influenced by how strongly they are connected to a company ( 43 ).
Working Environment improves Employee's Productivity
Inside Jobs Coaching Company. Ten Ways to Create a Positive Work Environment. Web. Levering, R. Creating a great place to work. Why it is important and how it is done. Web. Morin, E. M. (2004). The meaning of work in modern times. Web. Ripley, D. (2002). Improving employee performance: moving beyond traditional HRM responses. Web. Taiwo, A. S ...
Defining a positive work environment for hospital healthcare
A positive work environment (WE) for healthcare professionals is important for good patient care [ 1 ]; it reduces hospital-acquired infection rates [ 2 - 4 ], hospital mortality [ 5 ], re-admissions [ 6 ], and adverse events [ 2, 3 ]. Furthermore, a positive WE is strongly associated with attracting and retaining healthcare professionals [ 7 ...
Positive Work Environment
1419 Words6 Pages. The main goal of this report is to identify the various ways and methods for creating a positive work environment for every employ in the workplace. When creating positive energy in the workplace employees will feel more comfortable working and more pleasant moods will be in the air. In addition, the environment surrounding ...
26 Example Paragraphs for Performance Reviews [Positive & Negative
Effectively conveying praise and guidance facilitates open communication and contributes to a positive work environment. This article provides example paragraphs for performance reviews, focusing on various skills and including both positive and negative examples; each skill is addressed separately, with example paragraphs demonstrating how to ...

Proof That Positive Work Cultures Are More Productive

Partner Center

Creating a positive work environment: 7 proven strategies

Learn how global HR leaders build company culture

What is a positive working environment?

Why is it important to have a positive working environment?

How to create a positive work environment

Let's Stay Connected

Keep reading

What are organizational values and why are they important?

Workplace Culture: How To Create a Positive Culture and Boost Productivity

Why Diversity and Inclusion is More Important Than Ever

The Characteristics of a Positive Work Environment

Cooperation

Positive Behaviors in the Workplace

Towards a Respectful Workplace Website and Guide

Positive work environment: Everything you need to know

What is a positive working environment?

What are the 3 types of work environments?

Traditional office environment

Remote or virtual work environment

Hybrid work environment

Why is it important to work in positive work environments?

Enhanced job satisfaction

Increased employee engagement

Boosted productivity

Better mental and physical health

Enhanced team collaboration

Increased employee retention

The attraction of top talent

Improved customer experience

Organizational reputation and branding

Adaptability and resilience

Promotion of diversity and inclusion

Professional development opportunities

Recognition and rewards

Flexible work arrangements

Continuous feedback and communication

What are the 3 key elements of a productive and happy workplace?

1. Positive workplace culture

2. Effective leadership

3. Employee well-being and work-life balance

Characteristics of positive working environments

Transparent and open communication

Empowering leadership

Recognition and appreciation

Flexibility and work-life balance:

Opportunities for growth and development

Collaborative and supportive culture

Emphasis on well-being

Diversity and inclusion:

Clear goals and expectations

Effective conflict resolution

Employee involvement in decision-making

Adaptability and innovation

Social connections and team-building activities

How does a positive work environment affect employees?

What is an example of creating a positive workplace culture?

Step 1: communicate the policy

Step 2: designate approachable points of contact

Step 3: create anonymous feedback channels

Step 4: schedule regular one-on-one meetings

Step 5: training for managers

Step 6: acknowledge and respond

Step 7: foster a learning culture

Step 8: implement positive changes

Step 9: periodic reviews

Step 10: recognize feedback champions

What does a positive work environment look like?

23 Ways to build a positive work environment

How managers can help in creating positive work environment?

Fostering positivity at work: How to cheer up a coworker?

Kailash Ganesh

You might also like

Employee experience vs employee engagement: What’s the difference?

The Importance of Positive Relationships in the Workplace

This Article Contains:

1. Employee engagement

2. Shared knowledge

3. Employee satisfaction