A 2024 report by SHRM (Society for Human Resource Management) revealed the critical importance of prioritizing a positive workplace culture to motivate and retain employees. SHRM’s report reveals that “83% of those who rate their workplace culture as good or excellent are motivated to produce high-quality work as compared to 45% of those in poor or terrible cultures.”
Michigan State University’s “MSU 2030” Strategic Plan acknowledges the imperative of “attracting and retaining top talent in an environment where staff and faculty can do their best work, individually and collaboratively.” MSU is also committed to a “best-in-class workplace culture and welcoming environment in which excellence and opportunity thrive.”
Knowing the importance of a positive workplace culture, how it’s prioritized in MSU 2030, and fueled by data from our recent workplace climate surveys, MSU Human Resources formed a committee representing the many business areas within MSU HR to focus on tangible ways to prioritize and improve workplace culture and communication within our unit. Formally connected last fall, the committee has worked closely with MSU HR staff and leadership to begin implementing systems and processes that promote a positive workplace culture and enhanced communication. We are still learning, taking input from our colleagues, and developing more ideas, but this article shares how we started for those who might be looking for inspiration on how to boost culture and communication within their own teams.
Internal Photo Directory & Knowledge Framework – We put faces to names, learned who to contact for what, and how each of the many teams within MSU HR support other HR teams, systems, processes, and the university. Better access to this information has a positive impact on both communication and culture.
Peer to Peer Recognition: Spartan Snaps – We use a digital platform accessible to onsite and remote staff to recognize one another for outstanding work in big and small ways on a platform visible to everyone in MSU HR. This fun form of public recognition helps motivate and connect staff in valuable ways.
Events and Gatherings – Last fall, MSU HR enjoyed a weekday tailgate where they enjoyed a break from work, good food, and each other’s company. We’ve also participated as a team in the Izzo Legacy Foundation’s 5k event the last two years, seeing a jump in participation this year. We also prioritize regular opportunities to meet as a department to share important updates from leadership and all areas within MSU HR at regular All-Staff meetings. Finally, our new MSU HR Teams channel has allowed everyone to connect in a new way, getting updates from leaders that don’t get lost in our inboxes, and enjoying a “watercooler” space where we share fun updates like photos from Take Your Child to Work Day, plant propagations to take home, takeaways from conferences and more.
Through contributions like these from our committee and the efforts of HR leadership and staff, MSU HR’s next climate survey results improved by 16% overall, with the most significant improvement in areas of communication and culture, including a 63% improvement in the belief that there is honest communication within HR and a 43% improvement in HR being considered a great place to work.
These are just some of the ways MSU HR has recently made strides toward a more positive workplace culture and enhanced communication within our department. We also acknowledge that each workplace and department has people with a variety of needs and preferences, resulting in different interpretations of the ideal culture. We continue to seek ways to address the diverse needs of our talented team and we will continue to implement new ideas, processes and systems that fit MSU HR.
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