Keeping employees engaged and improving workplace morale isn’t rocket science. It is, in fact, rather easy to do. By giving your employees meaningful work, you are already on your way to engaged, happy employees. Did you know that low morale is one of the biggest reasons people leave jobs? Combine that with low pay, disrespectful work environments, and lack of communication and you have a recipe for an expensive and high turnover rate.
When you improve employee morale, you improve employee productivity, which results in financial gains for your company and increases employee and customer retention rates. It’s a win-win-win-win situation; employees are happy, employers are happy, shareholders are happy, and customers are happy. Find out the 6 easy steps to improved employee morale.
The Number One thing that all workers want is appropriate and respected work-life balance. Boundaries are important and when someone disrespects them, it can sour your experience of that person. Respecting your employees’ time off means that they will respect their time working even more. Ensure your time off policy is updated regularly, encourage employee hobbies and interests, offer hybrid work solutions, have team bonding volunteering on a workday (not weekend), allow for anonymous feedback, and more.
By improving your office layout and décor, you are saying to your employees that you care about what they see while they sit at their desk or in the conference room or on their lunchbreak. Bring the outside inside with plants, natural lighting, earth tones, and fresh scents. Have sit-stand desks available to encourage a healthier lifestyle. In addition, always make sure the company breakroom is stocked to improve employee satisfaction.
Oftentimes employees who are below the managerial level do not know why some business decisions are made, especially when they directly affect the employee. Being transparent and communicative with your staff will allow them to know that they are a trusted, important member of the team. Information breeds empowerment.
Say an employee has an idea to do a fundraiser for a local organization that will not only help that organization but improve your reach and community engagement. Oftentimes the employees live nearby and are more likely to have great ideas to help get involved with the local community. Maybe a “Matching Monday” where you match employee donations to local charities or global philanthropic organizations.
No manager or employer should ever ask an employee to do something that they, the manager or employer, would not do. If someone is struggling with a particular project, take some time out of your day to work on it with them; help them write that speech or put together that proposal or create that flowchart. Not only are you showing that you value their time and energy as a team member, but you will also be giving them hands-on training from a vested source: yourself.
The easiest way to find out if your efforts are working is to routinely check in with your team. As mentioned earlier, having an anonymous way to give suggestions or feedback will encourage more people to do so. Employers don’t learn what is and is not working when open communication is not encouraged and respected. Ask your team what is working and what needs improvement.