Factors affecting Work Environment
Working in a toxic environment can be detrimental to one’s health and well-being. Working under
stressful conditions can also have a negative impact on employee productivity and efficiency. To
combat this, employers should strive to create a conducive working environment for their
employees. However, the working environment extends beyond the physical workplace to the
entire employee experience. Let’s take a look at the factors that can affect the work environment.
The Physical Workplace: The physical environment refers to the actual workspace where
employees spend most of their time. This includes the layout of the office, the office furniture, the
lighting, and any noise or sources of distraction. A clean, brightly lit, and comfortable
workspace can work wonders for employee productivity. Nonetheless, when employees are
working in an environment that’s too cold, too hot, too bright, or too noisy, they may experience
discomfort, frustration, or distraction.
The Organizational Culture: The organizational culture refers to the values, norms, and practices
that guide employee behavior. It also refers to how employees are treated within the
organization. For example, the organizational culture may dictate that employees should be
respectful to one another and refrain from gossip, but they also expect their employees to be
extremely hardworking and put in long hours. Employers must leave enough room for employees
to feel comfortable voicing their opinions and concerns. They also need to ensure that their
employees understand and adhere to the organization’s values and norms.
Communication: Transparent and respectful communication is a critical component of the work
environment. A work atmosphere in which workers are polite and thoughtful of one another, as
well as customers, clients, and the general public, can lead to higher morale and increased
productivity. Still, poor communication can also have the opposite effect, leading to frustration
and stress. Moreover, harassment, bullying, and intimidation can have even more serious
repercussions — both for your employees and for your business. In case of a serious incident or
complaint, employers must conduct a thorough investigation and take appropriate disciplinary
action. Implementing a cloud archiving solution can help you monitor communication, detect
issues early on, and provide evidence in case lawsuits arise.
Clear leadership and expectations: A work environment with strong leadership and support that
helps workers understand what they need to perform, how their job contributes to the organization,
and whether changes are on the horizon, can produce a psychologically healthy
environment. However, if employees don’t have a clear idea of what they should be doing, where
they’re going, or what they may expect in the future, they may become frustrated and
disengaged. Moreover, if employees aren’t informed about any upcoming changes, they may
become anxious and stressed.
Employee Engagement: Employee engagement refers to the willingness of employees to invest
their energy, enthusiasm, and discretionary effort in their work.
Engaged and motivated employees tend to produce higher quality work, are more committed to
the organization, and are more likely to stay with the company.
When employees are engaged, they:
take pleasure in their task
are prepared to put in extra effort at work if necessary
see work as an essential aspect of their identity
are dedicated to the organization’s success
are proud of their job
Rewards and recognition: Employees who are recognized and rewarded for their efforts feel
valued and appreciated. Recognition and rewards don’t have to be extravagant or expensive. Even
a simple “thank you” or “good job” can go a long way. Still, if employees are constantly ignored
or taken for granted, it can have a detrimental impact on the work environment. Managers and
supervisors should encourage employees to praise one another so that the recognition is mutual.
Workload management: Another big taboo in organizations is workload management. This is
because, for a long time, organizations have taken the stance that workers have no other choice.
However, we must acknowledge the value of having an efficient workload management
system. Speak to your employees about their workload. Ask them about the number of tasks they
have, how long it takes them to complete them, and whether they have any deadlines or priorities.
Also, ask them about the degree of control they have over their workload. Finally, ask them if their
workload has increased or decreased in recent months. You may be surprised when you realize
that employees have had to take on more tasks without extra compensation. By providing them
with this information, you can help them prioritize their tasks.
Growth and development: When you invest in your staff, they will offer higher-quality work
more quickly. They will also be able to enhance their talents through time. Employees will feel
stagnant if you do not include training and development in your company culture. Keep in mind
that training is intended to improve the abilities of your personnel. And these are talents that they
may utilize to improve their performance. Investing in them means investing in your company.
