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Let's face it. The "ideal" workplace is one where you can work well with your supervisors and your co-workers. That is typically it. There is a lot of talk these days about atmosphere, culture, and ergonomics, but the bottom line is that people don't leave organizations. People leave people. You can buy me a nice chair and put a stylish lamp on my desk, but if my boss is terrible as his job, I am not going to experience an "ideal" anything.

CULTURE

To be fair, the culture and "environment" do have some impact. People more connected to their work environment experience higher satisfaction when they are "engaged" in the work. This means that they believe in what they are doing, are challenged, and feel that they have input into the process. Granted, creating this kind of atmosphere is complicated because most organizations still run with a mostly "top-down" hierarchy. In addition, not all employees have good knowledge or ideas. Additionally, encouraging anarchy and a lack of accountability is not what organizations are usually about. Still, companies that keep lines of communication open and provide opportunities for employees to give feedback tend to do better in the modern age. In addition, the company that has a sense of their employee's needs tends to get more out of them. This includes things like flexible scheduling, telecommuting, workflow, benefits, compensation, and expectations. Therefore, companies shouldn't just "talk a good game" about employee involvement. Either do it, or don't expect the employees to feel invested in the organization. Ask people what they think, genuinely listen, and then look for ways to implement their idea. Or, be honest and tell them it isn't going to happen rather than placating them. People don't need all of their ideas put into practice, but they do expect to be heard.

OFFICE AMMENITIES

There are also factors of the work setting that are affected by the physical environment. This includes office temperature, lighting, furniture, spacing, and public areas like employee lounges. There are also other things to consider such as the "perks". These can include special events, celebrations, and other opportunities for "fun" in the workplace. Going out to lunch every once in a while may not seem like a big deal, but it can make a huge difference in terms of office atmosphere. Therefore, let people customize their workspaces a bit. Give them money to decorate, and put in a few amenities that make your workplace stand out. A jukebox, pinball machine, and snow cone maker may seem a bit sophomoric, but employees want to come to a place that is desirable, not obligatory.

STILL COMES BACK TO THE BOSSES

Of course, all this is nice but it still comes back to people. When employees consistently complain to an executive about a particular middle manager and that executive does nothing, the company shouldn't expect those employees to feel like they are in an "ideal" setting. Granted, most organizations don't go around firing people on the spot because of a few complaints. They are typically too afraid of conflict. However, they shouldn't then be surprised when the general atmosphere of the company is a bit colder than they would have envisioned. The "ideal" work environment is a pretty broad construct with a lot of factors, but it often comes down to people and their viewpoints. It may be an oversimplification, but the ideal workplace is whatever your employees express as their needs. People may be followers at times but they aren't stupid. When their ideas, opinions, and needs aren't addressed, they will not forget. They then become "clock-punchers" and the "ideal" working environment is just a vague agenda item at the executive meeting.

Learn more about this author, Todd Pheifer.
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