Make time to actually be part of the environment – say no to unnecessary meetings!
1. Open and inclusive management
Management plays a crucial role in the organisational work environment. An open management that actively involves staff in decision-making and is available for dialogue contributes to creating an atmosphere of trust and unity.
2. Clear goals and strategy
Ensure that the organisation's overall goals and strategy are clearly communicated and discussed with employees. When staff see the connection between their efforts and the organisation's goals, it gives meaning and direction to their work.
3. Clear roles and responsibilities
Make sure it is clear who is responsible for what. Unclear roles can lead to uncertainty, conflict and inefficiency. Regularly review and clearly communicate roles and expectations to minimise such challenges.
4. Effective communication channels
Establish good routines and communication channels to ensure information flows efficiently and in a timely manner. Find a good balance in what, how much and how often information is shared, in dialogue with employees.
5. Good feedback and improvement practices
Create opportunities for employees to give input on what works well and what can be improved. Regular open forums for discussion and feedback help foster a culture of continuous improvement.
6. Initiatives for professional development
Investing in professional development creates a work environment where employees feel they can grow and develop. It also reduces uncertainty related to changes in tasks or technology.
7. Systems for managing conflicts and challenges
Be familiar with procedures for conflict resolution and follow-up on work environment challenges, and share them with your employees. This reassures staff that issues will be handled professionally and reduces the risk of small conflicts escalating.
8. Health, safety and environment (HSE) as a natural part of work life
Ensuring physical and mental health in the workplace is important. This includes ergonomic measures, a focus on stress management, good safety procedures and systems to detect early signs of dissatisfaction or overload.
9. Flexibility and accommodation of individual needs
Be flexible and open to adapting work tasks where possible. Demonstrating flexibility shows care for employees and their different life situations, which strengthens their sense of belonging and motivation.
10. Diversity and inclusion as part of organisational culture
Diversity and inclusion fosters broader understanding and greater creativity within the organisation. Through good dialogue and active efforts to promote inclusion, all employees can experience genuine belonging and equity in the workplace.
11. Predictability in organisational changes
Ensure that major changes are communicated as early as possible and that employees understand how these will impact their tasks. Transparency and involvement in change processes reduce uncertainty and increase employees' willingness to adapt.
By regularly following up and discussing the work environment within your unit, you can build a stable, productive and safe work environment where employees thrive and feel valued. This will, in turn, strengthen both employee loyalty and our efficiency and reputation. Good luck!
Need tips or advice? Feel free to contact the Division of Human Resources
- kristian.solaas@uia.no
- Phone
- +47 38 14 19 71
- ann.birgitte.tveiten@uia.no
- Phone
- +47 37 23 30 19