Build a Positive Working Environment in Sri Lanka's Public Sector

 


A healthy work environment can significantly help improve employee morale, productivity, and public service efficiency in the public sector. Government institutions in Sri Lanka operate under poor motivation, bureaucratic inefficiencies, and obsolete administrative procedures (Perera & Jayawardena, 2021). Therefore, new strategies need to be established to stimulate motivation, inclusivity and improvements.

One of the most important strategies is implementing a hybrid work model that balances remote and in-office work. The COVID-19 pandemic proved that flexible working conditions could increase productivity and lower operational costs (Fernando, 2022). Organisations can promote work-life balance and job satisfaction by enabling employees to work remotely where applicable. Moreover, digital tools and artificial intelligence can be integrated into administrative processes in a way that optimises workflows, reduces document handling and minimises bureaucratic delays (Weerasinghe & Gunawardana, 2023). Moreover, educating civil servants on digital literacy would help them adapt even better to the changing landscape of the workplace.

An equally important consideration is to establish a culture of recognition and rewards. Lack of recognition and rewards to employees for their efforts in many public institutions acts as a barrier to retaining employees in these organisations (Karunaratne, 2021). Creating organised reward mechanisms like performance bonuses, elaborate annual awards, public appreciation ceremonies, etc., can elevate the spirits of the employees and incentivise them to work more efficiently. Moreover, many organisations are providing non-monetary motivation factors, like career development options, mentorship programmes and extra leave for exceptional performance increases job satisfaction (Senaratne, 2020).

Another key element in how to create a positive work environment is encouraging diversity and inclusion. In Sri Lanka, hierarchically structured government offices tend to lack compassionate values where diversity can manifest (Wickramasinghe, 2022). Gender diversity, allowing those with disabilities, and including minority ethnic groups create a more balanced workplace environment which promotes harmony and productivity and ensures employee well-being. Awareness from campaigns or cultural sensitivity training sessions, as well as equal opportunity policies, can be employed to support this essential skill.

Another critical aspect of the public sector work environment is the encouragement of leadership development and participatory decision-making. A top-down management style that does not take inputs from employees is one of the top reasons why many government employees are disengaged (Herath & Peris, 2023). Exploring participatory governance as a philosophy where employees at all levels are empowered to play a role in policy-making and decision-making processes helps to create stronger workplace relationships and innovation. Management and supervisory-level personnel can be provided with leadership training programmes through which they will be equipped with skills to inspire and empower rather than just obey the bureaucratic rules (Gamage, 2021).

The mental health and well-being support offered to staff is also critical to a healthy workplace. Excessive workloads and rigid structures in the Sri Lankan public sector contribute to high-stress levels and work-related burnout (Ratnayake, 2022). Providing employee assistance programmes, counselling, stress management workshops and wellness programmes can enhance mental health and job satisfaction. Offering wellness programmes — such as workplace ergonomics improvement, recreation spaces, and flexible break times — can also help improve employee well-being.

Therefore, creating a conducive working environment in the Sri Lankan public sector cannot be achieved using a single approach; rather, it requires employing a combination of changes to include flexible/distance working methods, digital reachability, employee recognition, diversity & inclusion, participative leadership style and mental health well-being. This will enhance employee happiness as well as efficiency, which will – ultimately – lead to a better-performing public administration.


References

Abbott, 2022. Abbott’s Code of Conduct. [online] Available at: https://www.abbott.com [Accessed 1 April 2025].

Abbott, 2023. Abbott’s Ethics and Compliance. [online] Available at: https://www.abbott.com [Accessed 1 April 2025].

Brown, D., 2021. Ethical Governance and Speak-up Culture at Abbott. Journal of Business Ethics, 15(4), pp. 222-234.

Fernando, M., 2022. Impact of the Hybrid Work Model in Public Sector Efficiency. Sri Lanka Public Administration Review, 38(2), pp. 88-100.

Gamage, T., 2021. Leadership Development in Public Sector Institutions. Leadership in Public Sector Management, 27(1), pp. 65-75.

Garcia, L., 2021. Diversity and Inclusion in Global Workplaces: Abbott’s Strategy. Diversity in the Workplace, 17(3), pp. 112-130.

Garcia, L., 2022. Corporate Social Responsibility and Sustainability at Abbott. International Journal of Business and Ethics, 18(3), pp. 178-192.

Harrison, A., 2022. Ethical Marketing and Clinical Trial Transparency at Abbott. Journal of Healthcare Ethics, 29(1), pp. 56-65.

Herath, D. and Peris, H., 2023. Employee Engagement in Sri Lankan Government Organisations. Public Sector Performance Review, 19(1), pp. 77-90.

Johnson, R., 2022. Regular Audits and Risk Assessments in Healthcare Companies. Journal of Healthcare Management, 34(4), pp. 150-161.

Karunaratne, D., 2021. Barriers to Employee Retention in Sri Lankan Public Sector. Human Resource Management Review, 29(1), pp. 100-112.

Miller, T., 2023. Learning and Development in Global Corporations: A Case Study of Abbott. Journal of Corporate Training, 23(2), pp. 98-110.

Miller, T. and Williams, P., 2023. Data Privacy and Cybersecurity in the Healthcare Sector. Journal of Healthcare Information Management, 36(2), pp. 202-210.

Perera, P. and Jayawardena, K., 2021. Motivation and Productivity in Sri Lankan Public Sector. Journal of Public Administration and Management, 22(1), pp. 44-58.

Ratnayake, N., 2022. Mental Health and Well-being of Public Sector Employees in Sri Lanka. Sri Lanka Journal of Public Health, 18(3), pp. 134-142.

Senaratne, S., 2020. Non-monetary Motivation in Public Sector Organisations. Sri Lanka Journal of Human Resource Management, 25(2), pp. 112-123.


Comments

  1. Chathuri SamarawickramaApril 2, 2025 at 10:26 AM

    Creating a positive working environment in Sri Lanka's public sector is essential for fostering employee morale, productivity, and job satisfaction. By promoting open communication, offering professional development opportunities, and cultivating a culture of respect and inclusivity, we can create an environment that motivates employees to perform at their best, benefiting both the workforce and the public they serve.

    ReplyDelete
  2. Manori KolonnageApril 2, 2025 at 4:03 PM

    Comprehensive read. A positive work environment in Sri Lanka’s public sector is essential for improving service delivery, employee morale, and governance efficiency. This approach requires systemic reforms, leadership commitment, and employee engagement. consistent adaptations, like transparency in promotions or digital tools can lead to dramatic improvement boosting productivity and strengthening public trust.

    ReplyDelete
  3. AnonymousApril 2, 2025 at 6:25 PM

    There are significant HR issues in the public sector environment in Sri Lanka that are worth discussing today. Unfortunately, many people tend to focus solely on their incapacities and weaknesses. Your insights on the issues, barriers, and potential solutions could facilitate a valuable discussion in an open forum.

    ReplyDelete
  4. chinthanashilpikaApril 3, 2025 at 8:44 AM

    Your article on creating a positive work environment is very useful, especially for Sri Lankan workplaces where stress and long hours can lower morale. HRM can build positivity by training managers to be supportive, improving office spaces (even small changes like plants or better lighting help), and resolving conflicts fairly. I agree that happy workplaces perform better, but in Sri Lanka, challenges like overcrowded offices (mostly government offices) or lack of resources in small businesses need attention too.

    ReplyDelete
  5. Jasmine JayakodyApril 3, 2025 at 11:13 PM

    Creating a positive work environment involves flexible work arrangements, digital transformation, and strong recognition systems. Emphasizing diversity, participatory leadership, and employee well-being ensures higher job satisfaction and productivity.

    ReplyDelete
  6. HashiniApril 4, 2025 at 12:35 AM

    Combining hybrid work, recognition, diversity, and mental health support can really boost employee morale and efficiency.

    ReplyDelete
  7. Shakila FernandoApril 4, 2025 at 4:13 AM

    Creating a healthy work environment in Sri Lanka’s public sector is essential for boosting employee morale, productivity, and efficiency. By adopting flexible work models, promoting recognition and rewards, encouraging diversity and inclusion, and providing leadership development, organizations can create a positive atmosphere that leads to higher job satisfaction and better public service.

    ReplyDelete
  8. Kasun MaddumahewaApril 5, 2025 at 4:40 AM

    You’ve nicely explained how to create a positive working environment in the government sector in your blog post. I believe it takes a mix of changes like flexible work options, better digital access, recognizing employees, and supporting mental health. I really appreciate the helpful insights and look forward to more content like this!

    ReplyDelete
  9. Charitha BoraluwaApril 6, 2025 at 3:09 AM

    Interesting Topic to discuss! Creating a positive work environment in Sri Lanka's public sector is essential for enhancing productivity and employee satisfaction. Implementing flexible work models, fostering recognition, and promoting diversity and inclusion can drive motivation.

    ReplyDelete

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