In almost any industry, entering into a desirable work culture is at the forefront of employees’ minds. Especially in fast-paced industries, such as clinical research, a positive work environment makes all the difference in retention and job satisfaction.
Creating a positive work atmosphere isn’t designed to happen overnight; it starts with empowering your employees to become leaders not only in their departments, but ultimately the organization. Here are four tips to leverage in your organization to create a positive work culture.
One of the easiest ways to move employees into leadership roles is to encourage certification. There are many different ways to become certified, and staff can become certified through organizations such as The Association of Clinical Research Professionals (ACRP) or The Society of Clinical Research Associates (SOCRA). While it may seem like more work upfront, becoming certified furthers professional development, builds their resume and empowers employees to become leaders in their organization. It is well worth the time and effort it takes to obtain certification.
Clinical research coordinators (CRCs) in particular do a lot of work for their organization and the trials they are a part of. It’s incredibly important for managers to take the time and effort to show appreciation for their CRCs. Not only does this help build and strengthen working relationships, but it ultimately reduces turnover in an organization. Additionally, the more appreciated an employee feels in their organization, the more motivated they will be to go the extra mile day in and day out.
Since everyone feels appreciated in different ways, there are a handful of ways to show gratitude, such as showing coordinators the impact of their work, finding meaningful ways to say thank you or helping them with professional development so they can become the best they can be.
Understanding what individually motivates your employees makes all the difference in pushing them forward. There are two types of motivations: intrinsic and extrinsic. Intrinsic motivation is driven by a person’s internal feelings, such as knowing the work they are doing is rewarding. Extrinsic motivation is an external drive, such as one’s salary.
Managers have the unique ability to learn what prompts their employees to do a thorough job each day and can capitalize on those motivators. Tailoring to each employee is not only more effective in motivating them forward, but it creates an individualistic experience, helping employees feel seen and heard in an organization.
While connecting with colleagues within an organization is important, it’s equally important to network outside the organization. Making cross-organizational connections with peers allows everyone to share what works for their organization, giving different viewpoints for similar processes. Networking also allows employees to see the potential trajectory of their career path – oftentimes, people are likely to stay with an organization if they have a clear vision of how they can grow within the workplace.
A great way to network is to attend industry conferences. The benefits to attending a conference are twofold: your staff can meet and form relationships with people in the industry, and sending staff to a conference shows you are invested in them and committed to their professional growth. Employees can bring what they’ve learned from both research professionals and sessions and apply it to their specific organization.
Learn more about empowering your staff and leaders within an organization through promoting a positive work environment in the webinar “Developing Leaders and Building Successful Careers in Your Organization.”