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This presentation was made by Brisbane Family Law Centre Director, Clarissa Rayward, on behalf of the Queensland Law Society. Clarissa was asked to present on this topic as a result of her experience owning and operating two small businesses.
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Towards a New Work CultureCreating & maintaining a great workplace in these changing times
Clarissa RaywardAccredited Family Law SpecialistDirectorBrisbane Family Law Centre
What is a ‘Great Workplace’
“Convention dictates that a company looks after its shareholders first, its customers next and last of all worries about its employees. Virgin does the opposite. For us, our employees matter most. It just seems common sense to me that, if you start off with a happy, well motivated workforce, you’re much more likely to have happy customers. And in due course, the resulting profits will make your shareholders happy.”Richard Branson, Founder and Chairman the Virgin Group
What CREATES a ‘Great Workplace’
A hallmark of a ‘Great Workplace’ is happy and Motivated Staff so, how do we motivate our staff to maintain and foster a good work environment?http://www.youtube.com/watch?v=y1gE6xKusIo&feature=email
•Gone are the days where simply having a job or a big salary was a driver for employees.•While this might work for some, our workforce is now, more than ever expecting more and more from their employers. •So, in these challenging times, how to we keep up? How do we motivate and maintain our staff to ensure that we are creating ‘great workplaces’
A ‘Great Workplace’ is created by having happy, motivated team members
What motivates our employees?
1. Flexibility2. A culture of Autonomy3. New challenges4. Ongoing career development, education and training5. Sense of belonging to ‘The Team’
What CREATES a ‘Great Workplace’
1. Flexibility
•ABS study October 2010 confirmed that of those surveyed, over 1.1 million Queenslanders (58%) were using some sort of flexible work arrangement.•Those aged 15-24 years did not use flexible working arrangements as often as their older colleagues•14% of those surveyed wanted more work hours while 25% wanted less work hours•Financial reasons were the main driving force for wanting more work hours while Lifestyle reasons were the main driver for wanting to work fewer hours (ABS Flexible working arrangements in Qld October 2010)
What CREATES a ‘Great Workplace’
1. Flexibility- The impact of our changing workforce
•The last 50 years has seen significant change in the demographics of the Australian workforce. •In general, women are more likely than men to be working part-time. •As people move closer to retirement, they are increasingly likely to work part-time. •In March 2008, 15% of men aged 45 years and over were employed part-time compared with 46% of working women in this age group. (ABS Health of Mature Age Workers in Australia 2004-2005)
What CREATES a ‘Great Workplace’
1. Flexibility- The impact of our changing families
•For couple families in 2008, 45% of children aged 0-2 years had both parents employed and 66% of children aged 9-12 had both parents employed.•For single parent families, 28% of children aged 0-2 years had their parent employed, compared with 64% of children who were aged 9-12 years. •The choice to increase workforce participation once children are older is particularly evident for employed mothers. In couple families where the father was employed, 13% of children aged 0-2 years had their mother employed full time, compared with 30% of children aged 9-12 years(ABS Australian Social Trends June 2010)
What CREATES a ‘Great Workplace’
1. Flexibility- The impact of our changing families
As we try and balance careers, family and lifestyle, the demand upon employees is becoming greater and greater.
As such, the requirement for employers to meet this demand through creative, diverse and flexible work practices is now the norm.
How can this work for small business?
What CREATES a ‘Great Workplace’
Flexible Work Practices- the practical example
At BFLC-4 Solicitors1 Chartered Accountant5 Administrative Staff1 Consultant MediatorWithin our team of 11 there are currently 2 staff members working usual office hours (8.30-5pm) from the office- the balance of the workforce is currently utilising some form of flexible work hours or part time arrangement
What CREATES a ‘Great Workplace’
Flexible Work Practices- the practical example
At BFLC-•The need for flexibility in our workplace has increased each year of our business•The availability of flexibility for all staff has enabled us to attract and retain professionals who are committed to their careers and whose personal values mean that they are motivated by a professional and personal life balance•Being a small business it can be difficult to retain talent on salary alone. Our unique and flexible workplace practices have enabled us to compete and retain great talent in an ever challenging talent market.
What CREATES a ‘Great Workplace’
Flexible Work Practices- the practical example
The Flexible Work Practices in use at BFLC-1. Part time/ Flexible Work hours-• Reduced hours during the day (ie 8am -3.30pm)• Reduced days per week (ie 4 days per week)• Varied start and finish times (ie 8am- 4.30pm)• Ability to take time for family reasons and ‘make up’ at
other times through ‘overtime’ or additional hours on other days
What CREATES a ‘Great Workplace’
Flexible Work Practices- the practical example
The Flexible Work Practices in use at BFLC-2. Work from home•Capacity for Professional Staff to work remotely- this has been utilised by all professional staff primarily to enable care of children during holiday periods or illness
What CREATES a ‘Great Workplace’
Flexible Work Practices- the practical example
The Flexible Work Practices in use at BFLC-3. Children at work•We have created a ‘kids room’ at our office and staff are able to bring children to work on days that they are unable to source alternate care. •Have now also set up nursery arrangement to cater for Director and Senior Solicitor who intend to work and manage very young children during 2012
What CREATES a ‘Great Workplace’
Flexible Work Practices- the practical example
The Flexible Work Practices in use at BFLC-4. Flexible Leave Arrangements•Staff are able to nominate leave around family commitments and purchase additional leave or take leave without pay to manage carer responsibilities including children and parents
What CREATES a ‘Great Workplace’
Flexible Work Practices- the practical example
Advantages for Employer•Happier Employees!•Can attract and retain talent and compete with the larger Legal Marketplace by offering a unique workplace rather than salary alone•Capacity to work from home and/or bring children to work ensures productivity can be maintained•Maternity or other leave can be managed within professional team using reduced hours, remote access rather than a valued staff member having to step away for long periods
What CREATES a ‘Great Workplace’
Flexible Work Practices- the practical example
Disadvantages for Employer•Not all employees motivated by flexibility- in our experience stage of life is a driving factor•Boundaries need to be clear- both between employee and employer and between employees or sense of imbalance or ‘injustice’ can be created•Remote access or flexible work hours may not suit all personality types. Give consideration to the type of employee you are trying to accommodate and motivate when considering flexible work arrangements•Kids in the office- whilst fun- can be a distraction and boundaries need to be clear.
What CREATES a ‘Great Workplace’
2. A Culture of Autonomy
A culture of autonomy enables employees to almost ‘self motivate’
“A sense of autonomy has a powerful effect on individual performance and attitude. (In the United States) researchers at Cornell University studied 320 small businesses, half of which granted workers autonomy; the other half relied on top-down direction. The businesses that offered autonomy grew at four times the rate of the control-oriented firms and had one-third the employee turnover.”Drive: The Surprising Truth About What Motivates Us by Daniel H. Pink, published by Riverhead Books.
What CREATES a ‘Great Workplace’
2. A Culture of Autonomy
An Example- “The Google Story”
http://www.youtube.com/watch?v=XsKh7UmpzBQ
What CREATES a ‘Great Workplace’
2. A Culture of Autonomy- How do we create it?
Consider your management and leadership style?•Avoid micromanagement•Provide employees a framework for their tasks ie job and time frame however allow them to create and manage the manner in which they complete the task• Foster an ‘inclusive’ work environment where employees are involved in decision making and creativity is encouraged•Encourage all employees to feel a sense of responsibility for their own work and to look for solutions to problems rather than diverting to others for answers
What CREATES a ‘Great Workplace’
2. A Culture of Autonomy- How do we create it?
Disadvantages for Employers-•Cannot be applied equally to all employees- consideration must be given to the level of experience of a staff member (for example Junior Solicitor vs Senior Associate).•Will not be a motivator for all personality types- some staff will be happier with very clear boundaries and direction and almost enjoy the security that comes from a lack of autonomy•Important to consider the types of personalities you are hiring if you wish to create and foster an autonomous workplace
What CREATES a ‘Great Workplace’
2. A Culture of Autonomy- How do we create it?
Advantages for Employers•Happier employees!•Frees up Management and Leaders •Can lead to creative and new ideas•Employees more likely to ‘self motivate’ rather than being pushed from above
What CREATES a ‘Great Workplace’
3. New Challenges
New challenges (even for lawyers!) are essential to maintaining a dynamic workplaceA ‘new challenge’ will be different for each and every staff memberA Senior Practitioner who is an expert in their field may no longer be challenged by new clients. However this practitioner may be challenged by a new staff member- through mentoring, teaching or even developing a new skillA new junior receptionist may be challenged each day in learning their new role and therefore may not require additional ‘new’ challenges
What CREATES a ‘Great Workplace’
3. New Challenges
You can feel a workplace with energy and that ‘good vibe’ just by walking around the halls.At BFLC we have used the ‘new challenges’ in creative out of the box ways to both unify and motivate our team.For example-
Annual charity pantomimeAnnual Mystery Christmas Tour
What CREATES a ‘Great Workplace’
3. New Challenges
Advantages for Employers•Taking your staff out of their comfort zones will reveal much about their personalities while also unifying your team•At times that mood is low implementing a ‘new challenge’ often unrelated to ‘The Law’ can assist in rebuilding morale•Ensuring that staff are provided with ample challenges in their day to day roles is essential to maintaining employee enthusiasm- particularly with professional staff
What CREATES a ‘Great Workplace’
3. New Challenges
Disadvantages for Employers•Not all staff will be motivated by the ‘new challenge’ concept. Many organisations have the ‘worker bees’ who are very content in undertaking the same tasks over and over without challenge- that is exactly what they are after in a workplace
•Try and fit the ‘new challenge’ to the personality and allow your autonomous worker to identify their own desire for new challenges- staff surveys can be useful for this
What CREATES a ‘Great Workplace’
4. Ongoing Development, Education and Training
A commitment in your workplace to fostering ongoing education and training is both a motivator for staff but an essential tool to ensure your team remains ‘on top of the pack’
CLE training for professional staff is important however internal training and mentoring should not be overlooked
At BFLC we have implemented regular in-house team training sessions on legal and non-legal issues to ensure that information is exchanged and all levels of staff are always growing their skill base
What CREATES a ‘Great Workplace’
4. Ongoing Development, Education and Training
•External training can be expensive for small business. At BFLC we have overcome this issue by joining with other local businesses and law firms to have seminars where information is shared•You will find Junior Staff particularly will be seeking a commitment from you as employers to their education and training. This can be difficult and draining on a small business owner. Encourage other staff, including non-professionals, to be involved in training junior lawyers particularly as often the secretaries and paralegals who have worked in our industry for 20 years are a wealth of knowledge of legal process
What CREATES a ‘Great Workplace’
4. Ongoing Development, Education and Training
Advantages for EmployersHappier employees!Adding value to your business- Maintains a high professional standard of work at all ends of your firmKnowledge sharing can enable staff transitions to be better managed and can assist during periods of illness/ holidays etc
What CREATES a ‘Great Workplace’
4. Ongoing Development, Education and Training
Disadvantages for EmployersCan be frustrating when you invest time and money in education and training and staff move onExternal training can be costly to a small businessWhat an employer considers important in terms of training and education may not always align with an employees interest or skill
What CREATES a ‘Great Workplace’
5. A sense of belonging to ‘The Team’
In a ‘great’ workplace each team member is acknowledged, appreciated and valued for what they do and how they do it.
Like a sporting team, without each player the team will not function to its full potential
A great team will offer support both ‘up and down’ the chain of command. The sense of ‘belonging’ is important to us all and no less to our employees
What CREATES a ‘Great Workplace’
5. A sense of belonging to ‘The Team’
How do we create that sense of belonging?
At BFLC we underwent significant growth very quickly in our first 2 years. In the early stages it was clear amongst the team (all 3 of us!) what our aims and objectives were and how they were being implemented. We did not need these written down. With only 3 people, communication between us was almost always direct making it simple and clear where we were going.
What CREATES a ‘Great Workplace’
5. A sense of belonging to ‘The Team’
How do we create that sense of belonging?
As the firm grew it became clearer and clearer that as new team members joined, they were not aware of the trials and tribulations that had come before and were also not organically aware of what it meant to work at BFLC.
As a result we set about creating the “BFLC Commitment Statement”
What CREATES a ‘Great Workplace’5. A sense of belonging to ‘The Team’
“Individually we cannot always be exceptional, but together we can be an exceptional team”
What CREATES a ‘Great Workplace’
5. A sense of belonging to ‘The Team’
Advantages for Employers •The sense of a ‘Team’ starts at the top- As a leader you must commit or you cannot expect your team to•Whilst a ‘commitment statement’ is great on paper you must live by it- implementing the ethos of your business in everything you do•We have found our commitment statement an essential tool when hiring new staff, resolving disputes and dealing with the unexpected•By involving all of your staff in decisions and idea generation you will foster creativity, new ideas and also a sense of belonging
What CREATES a ‘Great Workplace’
5. A sense of belonging to ‘The Team’
Disadvantages for Employers•It is difficult to think of any disadvantages that come from a unified team within a business•It is essential that your ‘team’ allows each individual to remain autonomous and be able to express their individuality
What CREATES a ‘Great Workplace’
A few other tips...
A ‘Great Workplace’ creates conditions for people to do their best work
Always consider your individual team members, their personalities, strengths and stage of life. Each member of your team will be motivated in a different way at different times. You will gather this information by listening, talking and sometimes by watching. Be wary of performance reviews as a time to gauge staff motivation- consider perhaps instead an unannounced staff survey.
What CREATES a ‘Great Workplace’
A few other tips...
What else has worked for us-•Monthly ‘Ideas Box’ prize•Regular staff competitions- ie create a billboard slogan•Culture of creativity- physical office environment through to all that we do•Celebrating success- champagne challenge, client thank you cards, spot rewards•A culture of openness and inclusion•A sense of humour and fun•Focus on fitness and health (staff gym memberships, staff activities)
What CREATES a ‘Great Workplace’
A few other tips...
And Importantly-A ‘Great workplace’ is created by the culture and the people. Don't be afraid to say ‘enough is enough’! The old adage ‘one rotten apple can ruin the bunch’ is so true in small business.
And If All Else Fails....http://www.youtube.com/watch?v=1SY8qJntO4Q&feature=email
