Golden Rules to create a Passionate Workforce

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TTM associates Article

 Golden rules to create a passionate workforce

Passion is the secret ingredient for success at any level. It’s the base for having a successful relationship with a significant other, it is a main motive for many people to go the gym and exercise, it is the energy that drives others to perform hard assignments, sometimes hard enough that we see impossible… but with passion it becomes possible! Take this secret ingredient and put it in the work environment and you will see your employees performing in ways you have never imagined possible, you will find them happy, motivated and fulfilled at their jobs, isn’t that such a wonderful status to be at?

As business leaders, we have responsibilities towards our employees, and one of these responsibilities is to create a passionate work environment, a culture that helps employees grow and support the growth of your organizations.We are listing here the top 6 behaviours that you need to demonstrate as a business leader if you wish to create a passionate work environment for your employees.



Appreciate, embrace and celebrate diversity:

Great cultures are built on a diversity of background, experience, and interests. These differences generate energy, which is critical to any organization.


Communicate with passion:

Fertile culture is one that recognizes when things don’t work and adjusts to rectify the problem. Additionally, people need to feel safe and empowered to speak freely without fear of repercussion. The art of communication tends to put the stress on talking, but listening is equally important. Great cultures grow around people who listen, not just to each other or to their clients and stakeholders. It’s also important to listen to what’s happening outside your walls. What is the market saying? What is the zeitgeist?

What developments, trends, and calamities are going on? So, asking the right question is a key.


Use positive energy in voice, words and body language:

People want to be around those who make them feel better about themselves. Employees with positive attitudes tend to be more productive employees because they always see the opportunity associated with every challenge. Things are seldom as bad as you think they are: research shows that only eight percent of the things we worry about are worth being concerned about.


Encourage, support and help:

Employees find interaction and communication with and attention from senior and executive managers to be motivational. In a recent study by Towers Watson, the Global Workforce Study, which included nearly 90,000 workers from 18 countries, it was found that the role of senior managers in generating employee discretionary effort exceeded that of immediate supervisors.


Inspire and motivate:

We know that stacking any worker’s plate too high with unexpected challenges can hinder that person’s motivation and performance. Yet allowing employees to get too comfortable can work to their detriment as well. Both DeLuca and Besmertnik challenge their workers to innovate and excel beyond their potential as a way to keep things spry in the workplace. Motivation doesn’t have to take the form of a cash incentive, either. “Having some sense of autonomy is one of the things that drives employee satisfaction,” Besmertnik says.

“There’s nothing more motivating than having success at what you are doing, that feeling of accomplishment and being pushed in a healthy kind of way.”


Create Trust Culture:

Many experts agree that trust is perhaps the most important element of a harmonious, synergistic and efficient work environment. Organizations that have trust among employees are usually successful; those that don’t frequently are not.To build trust in the workforce, it all starts at the very top; since trustfulness – and trustworthiness – can exist only if top management sets the example, and then builds that example into every department and unit. Trust building is relationship building. If you don’t build trust, you don’t build relationships.No trust–no relationship; limited trust–limited relationship; strong trust–strong relationship. To learn more about this interesting topic, please read our full article: Golden Rules to Create a Difference Through a Passionate Workforce.

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To learn more about this interesting topic, please read our full article: Golden Rules to Create a Difference Through a Passionate Workforce
Read more about Behavioural Leadership and Passion and about how TTM associates is developing passionate behaviours in clients’ teams and individuals.