Better Work

Nobody wants to spend their days counting down the hours until they get home. By working together to create an engaging environment, staff and managers alike can benefit - staff get to enjoy a more lively and upbeat environment, and managers will see their staff producing better work as their day-to-day satisfaction increases.

How can I create a more engaging environment for myself?

Make yourself heard

Here at GCU, we want to encourage an environment in which raising issues with your manager is a natural and commonplace part of working life.

When something is troubling you about your day-to-day working experience, you don't need to struggle with it alone - if you talk to a manager about your problems, you may be surprised at how easily things can be improved. In addition, if you're looking for development opportunities or feel uncertain about your future career path, your manager can provide support and guidance.

GCU also engages in regular anonymous staff surveys and consultations, giving you more opportunities to speak out about issues. Following on from the reports arising from such surveys both a corporate action plan and local departmental action plans are formulated. These are made accessible so staff can see what progress is being made. 

How can I create a more engaging environment for my staff?

Keep listening

People work better when they know their input is sought after and respected, and they're more likely to disengage if they feel they're being ignored.

By organising regular catch-up sessions with your team members you can get a sense of how they're doing in their work and hear out any concerns they have. It'll help you identify areas for improvement and development - and help you catch any problems early, before they develop into something bigger.

You should also take on board results from anonymous surveys and staff consultation methods, and apply them to your improvement process.

Monitor their workloads

Overburdened colleagues are more likely to see their productivity impacted by stress, and more likely to make mistakes; they may become stuck reacting to emergencies, unable to find the time to deal with the underlying issues causing them.

When conversations with your team flags up workload issues, consider redistributing tasks or bringing in extra support to help them find some breathing space. Initiatives such as the Workload Allocation Model for academic activity can also help with distributing tasks fairly and making sure that everyone is being given a manageable and healthy workload.

Offer opportunities

If people don't know where they're going or what they're working towards, they'll naturally be less engaged and less motivated.

By supporting your staff in their development, discussing their career path, and offering them opportunities to take on different responsibilities and gain new experience, you'll find yourself leading a much more focused and positive team. More advice on career guidance can be found on our Career Development pages; to research development opportunities for your staff, check out the Development Library.

Further Contacts

Staff can also contact our Equality and Diversity Champions and Harrassment Contacts for information.