QOCO is a fast-growing company that puts the needs of its employees first. Creating a positive workspace often leads to greater levels of success within a company, and QOCO is no exception to this. However, making employees feel like they belong isn’t always as easy as it seems. Building positive company culture can be a complex process, and it’s important for businesses to understand this in order to prosper.

Why Do Companies Need a Healthy and Nourishing Employee Culture?

The most obvious benefit of healthy employee culture is increased productivity. Employees who feel stressed over overworked are more prone to procrastination and errors than those who feel comfortable at work. Happier employees are also more willing to help the company survive during difficult times.

A healthy work environment also encourages creativity. When employees are more engaged with their work, they’re more likely to innovate and find ways to complete their tasks with greater efficiency.

Lastly, a positive workplace reduces turnover. Hiring can be an expensive process, especially when on-the-job training, hiring bonuses, and the like are considered. Long-term employees will often contribute the most value to a company, and so it’s important to keep those employees happy.

The Differences Between Healthy and Toxic Employee Culture

The surest sign of healthy employee culture is frequent communication between all team members. When workers can freely express themselves and when leaders are responsive to feedback, company growth and success are inevitable.

A sign of toxic employee culture is micromanagement. A micromanaged employee will often feel like they aren’t trusted to do their job properly, as they are given no freedom to innovate in their own ways. As such, company growth is unlikely to occur, and employees are likely to leave to other companies where they are given more freedom at work.

How to Build a Positive Employee Culture

Positive employee culture starts with leadership. QOCO’s leaders aim to inspire their workers rather than micromanage them to the point of exhaustion. QOCO also has feedback systems, both anonymous and known, to adapt to the needs of its workers.

Collaboration is also highly valued at QOCO. With COVID restrictions easing up, employees are encouraged to visit the office frequently and to attend team events. There’s also a weekly QOCO Friday call for all employees to share progress with the rest of the company.

Most importantly, QOCO sees mistakes as opportunities to learn, not as something to avoid. Challenging old ideas in order to come up with new, innovative methods often requires several failed attempts before a successful one. This mindset lets QOCO’s employees take a bold approach towards their work so that they can break new ground in the world of aviation software.

Conclusion

All companies, big or small, are built on its employees. Naturally, a company that wishes to thrive in a competitive environment should take good care of its workers. QOCO does this by incorporating feedback and communication systems in the workplace to frequently address the needs of its employees. This leads to higher productivity, lower turnover, and more seized opportunities for innovation.

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