The work environment is the environment in which all activities within an organization are carried out. In other words, a set of social, organisational, material and emotional characteristics that condition the worker’s day-to-day life. <\/p>\n
Depending on the state of all these elements, we may find a positive, neutral work environment or a bad work environment. Be that as it may, this environment in which we carry out our work activity will have a decisive influence on our performance and productivity. <\/p>\n
Why is it important to improve the work environment?<\/strong><\/h2>\nA good work environment whose maxims are the motivation and well-being of employees will help to promote emotional bonding and boost productivity. It is one of the most powerful tools for internal talent retention. <\/p>\n
But we should not interpret it only as a means to prevent the flight of our professionals. A positive work environment will make the people who shape our organization feel more motivated, satisfied and accompanied. <\/p>\n
In this way we will generate an important emotional bond that, in these times, is priceless: a relationship of trust and mutual commitment.<\/p>\n
What types of work environment are there?<\/strong><\/h2>\nAlthough in recent years less attention has been paid to this aspect, sometimes there are 4 types of work environment, from the perspective of leadership style<\/a><\/strong><\/span>: <\/p>\n\n- \n
Authoritarian environment<\/strong>: with hardly any interaction between superiors and the rest of the organization. Decisions are made exclusively in small groups. <\/h3>\n<\/li>\n- \n
Paternalistic environment<\/strong>: there is a certain trust, but not effective communication. Employees do not feel a great connection with the organization’s philosophy. <\/h3>\n<\/li>\n- \n
Consultative environment<\/strong>: There are good channels of communication and significant dynamism. Even so, strategic decisions are made at the apex of the hierarchical structure. <\/h3>\n<\/li>\n- \n
Participatory environment<\/strong>: full trust and decisions made by consensus. They generally favor the feeling of belonging and orientation to objectives, since these are perceived as shared objectives. <\/h3>\n<\/li>\n<\/ol>\nLogically, although we must consider each person as an individual with their own motivations and aspirations, the higher the level of participation, the better the perception that employees will have about the work environment in a company.<\/p>\n
But what factors influence to improve the work environment?<\/strong><\/h2>\nThere are three main types of factors that decisively influence the perception of the work environment:<\/p>\n
\n- \n
Psychological-emotional (or competency) factors: <\/strong>In this group we include a set of intangible elements related to the organizational culture and the way in which it is reflected. They are the starting point for improving the work environment. <\/h3>\n\n- \n
Leadership style and level of collaboration<\/strong><\/h4>\n<\/li>\n- \n
Degree of autonomy and empowerment<\/strong><\/h4>\n<\/li>\n- \n
Identification with corporate values and culture<\/strong><\/h4>\n<\/li>\n<\/ol>\n<\/li>\n- \n
Material factors: <\/strong>This category includes all the tools, features and physical elements that facilitate (or not) the day-to-day life of our employees:<\/h3>\n\n- \n
Remuneration structure<\/strong><\/h4>\n<\/li>\n- \n
Material resources<\/strong><\/h4>\n<\/li>\n- \n
Healthy offices\/facilities<\/strong><\/h4>\n<\/li>\n<\/ol>\n<\/li>\n- \n
Logistical factors: <\/strong>Especially booming in recent years. They are all those aspects that facilitate day-to-day life without being material elements. It is common to use the concept of Emotional Salary as a synonym: <\/h3>\n\n- \n
Flex<\/strong><\/h4>\n<\/li>\n- \n
Possibilities for teleworking and work-life balance<\/strong><\/h4>\n<\/li>\n- \n
Other benefits (childcare, insurance, rewards for achieving goals…)<\/strong><\/h4>\n<\/li>\n<\/ol>\n<\/li>\n<\/ol>\nLike any list, it is a generalization. Human Resources professionals must go further and understand that not everyone will value all these factors in the same way. For example, someone without family responsibilities may not value the options of conciliation for family care as positively as someone who is in charge of a large family. <\/p>\n
Be that as it may, we must be able to understand that all these aspects will influence two essential aspects of the business: productivity and commitment.<\/strong><\/p>\nImprove the work environment and commitment<\/strong><\/h2>\nWhen do we understand that a person feels committed to their company? Although there is no one-size-fits-all answer to this question, we can conclude that we tend to feel engaged when we are proud to belong to a group, when we feel happy in the workplace, and when we feel valued. <\/p>\n
It may seem terribly subjective, since it is based on the perception of the individual and, as we have already mentioned, perceptions can be different between individuals in the same situation.<\/p>\n
Even so, it is highly recommended to invest in improving the work environment and the work environment since the commitment to the organization is amortized<\/strong>:<\/p>\n\n- Profitability and sales can increase by up to 20% on average.<\/li>\n
- Productivity can be increased by up to 17%.<\/li>\n
- Staff turnover can be reduced by up to 25%.<\/li>\n<\/ul>\n
The best tool to promote person-organization commitment is the work environment.<\/p>\n
How to improve the work environment<\/strong><\/h2>\nThere is no single path to improving the work environment. In reality, any strategy of this type must first analyse the starting point and, depending on the threats detected, establish a specific roadmap. <\/p>\n
From the Consulting & Transformation Area of Psicotec<\/strong><\/a><\/span> we always recommend our clients the use of a specific methodology that helps to contemplate all the previous aspects in projects of this type.<\/p>\nOur 5-point methodology<\/strong><\/span><\/a> proposes five phases<\/strong> when tackling a project to improve the work environment:<\/h3>\n\n- Define the objective of the analysis<\/li>\n
- Study the scope of the project<\/li>\n
- Schedule all the actions to be carried out<\/li>\n
![\"5](\"https:\/\/dev.psicotec.com\/wp-content\/uploads\/2023\/05\/fases-mejorar-el-clima-laboral.png\")
Communicate before, during, and after the project<\/li>\n- Rely on the support of an expert for all those issues that may involve greater complexity.<\/li>\n<\/ol>\n
And, as in any strategic action, we must never forget to measure absolutely all the actions of the project in order to be able to implement improvements constantly.<\/strong><\/p>\nWork environment: how to measure it<\/strong><\/h2>\nIn a work environment project, measurement is one of the most important aspects, if not the most. Not only do we have to ask for the answers of our employees, but we will also have to measure the effectiveness of the actions and the evolution over time. <\/p>\n
We must understand a work environment project as a strategic commitment of the entire organization, so it is highly recommended to carry out interviews, focus groups, questionnaires or follow-up periodically and, if possible, through digital, intuitive and attractive tools.<\/p>\n
Only then will we know if the different indicators are evolving positively, if we have stagnated or if we are regressing in some aspect.<\/p>\n
People, the basis of the business, evolve. It stands to reason that his impressions will evolve as well. What is perceived today as a positive work environment, in a year, if we do not make any changes, may be interpreted as a bad work environment. We must lay the foundations to create a constant communication channel that allows us to measure the long-term health of our work ecosystem. <\/p>\n
And when is the best time to analyze your organization’s work environment?<\/strong> Now! Without a doubt, it is already weather time<\/a><\/strong><\/span>. If you are thinking of starting a project of these characteristics, at Psicotec we will be happy to help you. <\/h2>\nContact Psicotec here.<\/a><\/span><\/strong><\/h2>\n","protected":false},"excerpt":{"rendered":"The only aspect that makes an organization truly unique is the people who are part of it. Therefore, if a company aspires to grow and transform, it will have to pay special attention to its teams. To help you, today we ask ourselves \u201chow to improve the work environment and enhance commitment?\u201d First of all, […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[41,51],"tags":[],"class_list":["post-4005","post","type-post","status-publish","format-standard","hentry","category-blog-en","category-psicotec-en"],"_links":{"self":[{"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/posts\/4005","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/comments?post=4005"}],"version-history":[{"count":1,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/posts\/4005\/revisions"}],"predecessor-version":[{"id":4202,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/posts\/4005\/revisions\/4202"}],"wp:attachment":[{"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/media?parent=4005"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/categories?post=4005"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/tags?post=4005"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
Although in recent years less attention has been paid to this aspect, sometimes there are 4 types of work environment, from the perspective of leadership style<\/a><\/strong><\/span>: <\/p>\n Logically, although we must consider each person as an individual with their own motivations and aspirations, the higher the level of participation, the better the perception that employees will have about the work environment in a company.<\/p>\n There are three main types of factors that decisively influence the perception of the work environment:<\/p>\n Like any list, it is a generalization. Human Resources professionals must go further and understand that not everyone will value all these factors in the same way. For example, someone without family responsibilities may not value the options of conciliation for family care as positively as someone who is in charge of a large family. <\/p>\n Be that as it may, we must be able to understand that all these aspects will influence two essential aspects of the business: productivity and commitment.<\/strong><\/p>\n When do we understand that a person feels committed to their company? Although there is no one-size-fits-all answer to this question, we can conclude that we tend to feel engaged when we are proud to belong to a group, when we feel happy in the workplace, and when we feel valued. <\/p>\n It may seem terribly subjective, since it is based on the perception of the individual and, as we have already mentioned, perceptions can be different between individuals in the same situation.<\/p>\n Even so, it is highly recommended to invest in improving the work environment and the work environment since the commitment to the organization is amortized<\/strong>:<\/p>\n The best tool to promote person-organization commitment is the work environment.<\/p>\n There is no single path to improving the work environment. In reality, any strategy of this type must first analyse the starting point and, depending on the threats detected, establish a specific roadmap. <\/p>\n From the Consulting & Transformation Area of Psicotec<\/strong><\/a><\/span> we always recommend our clients the use of a specific methodology that helps to contemplate all the previous aspects in projects of this type.<\/p>\n And, as in any strategic action, we must never forget to measure absolutely all the actions of the project in order to be able to implement improvements constantly.<\/strong><\/p>\n In a work environment project, measurement is one of the most important aspects, if not the most. Not only do we have to ask for the answers of our employees, but we will also have to measure the effectiveness of the actions and the evolution over time. <\/p>\n We must understand a work environment project as a strategic commitment of the entire organization, so it is highly recommended to carry out interviews, focus groups, questionnaires or follow-up periodically and, if possible, through digital, intuitive and attractive tools.<\/p>\n Only then will we know if the different indicators are evolving positively, if we have stagnated or if we are regressing in some aspect.<\/p>\n People, the basis of the business, evolve. It stands to reason that his impressions will evolve as well. What is perceived today as a positive work environment, in a year, if we do not make any changes, may be interpreted as a bad work environment. We must lay the foundations to create a constant communication channel that allows us to measure the long-term health of our work ecosystem. <\/p>\n The only aspect that makes an organization truly unique is the people who are part of it. Therefore, if a company aspires to grow and transform, it will have to pay special attention to its teams. To help you, today we ask ourselves \u201chow to improve the work environment and enhance commitment?\u201d First of all, […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[41,51],"tags":[],"class_list":["post-4005","post","type-post","status-publish","format-standard","hentry","category-blog-en","category-psicotec-en"],"_links":{"self":[{"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/posts\/4005","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/comments?post=4005"}],"version-history":[{"count":1,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/posts\/4005\/revisions"}],"predecessor-version":[{"id":4202,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/posts\/4005\/revisions\/4202"}],"wp:attachment":[{"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/media?parent=4005"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/categories?post=4005"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/tags?post=4005"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n
Authoritarian environment<\/strong>: with hardly any interaction between superiors and the rest of the organization. Decisions are made exclusively in small groups. <\/h3>\n<\/li>\n
Paternalistic environment<\/strong>: there is a certain trust, but not effective communication. Employees do not feel a great connection with the organization’s philosophy. <\/h3>\n<\/li>\n
Consultative environment<\/strong>: There are good channels of communication and significant dynamism. Even so, strategic decisions are made at the apex of the hierarchical structure. <\/h3>\n<\/li>\n
Participatory environment<\/strong>: full trust and decisions made by consensus. They generally favor the feeling of belonging and orientation to objectives, since these are perceived as shared objectives. <\/h3>\n<\/li>\n<\/ol>\n
But what factors influence to improve the work environment?<\/strong><\/h2>\n
\n
Psychological-emotional (or competency) factors: <\/strong>In this group we include a set of intangible elements related to the organizational culture and the way in which it is reflected. They are the starting point for improving the work environment. <\/h3>\n
\n
Leadership style and level of collaboration<\/strong><\/h4>\n<\/li>\n
Degree of autonomy and empowerment<\/strong><\/h4>\n<\/li>\n
Identification with corporate values and culture<\/strong><\/h4>\n<\/li>\n<\/ol>\n<\/li>\n
Material factors: <\/strong>This category includes all the tools, features and physical elements that facilitate (or not) the day-to-day life of our employees:<\/h3>\n
\n
Remuneration structure<\/strong><\/h4>\n<\/li>\n
Material resources<\/strong><\/h4>\n<\/li>\n
Healthy offices\/facilities<\/strong><\/h4>\n<\/li>\n<\/ol>\n<\/li>\n
Logistical factors: <\/strong>Especially booming in recent years. They are all those aspects that facilitate day-to-day life without being material elements. It is common to use the concept of Emotional Salary as a synonym: <\/h3>\n
\n
Flex<\/strong><\/h4>\n<\/li>\n
Possibilities for teleworking and work-life balance<\/strong><\/h4>\n<\/li>\n
Other benefits (childcare, insurance, rewards for achieving goals…)<\/strong><\/h4>\n<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n
Improve the work environment and commitment<\/strong><\/h2>\n
\n
How to improve the work environment<\/strong><\/h2>\n
Our 5-point methodology<\/strong><\/span><\/a> proposes five phases<\/strong> when tackling a project to improve the work environment:<\/h3>\n
\n
Communicate before, during, and after the project<\/li>\nWork environment: how to measure it<\/strong><\/h2>\n
And when is the best time to analyze your organization’s work environment?<\/strong> Now! Without a doubt, it is already weather time<\/a><\/strong><\/span>. If you are thinking of starting a project of these characteristics, at Psicotec we will be happy to help you. <\/h2>\n
Contact Psicotec here.<\/a><\/span><\/strong><\/h2>\n","protected":false},"excerpt":{"rendered":"