10 Ways to Increase Staff Morale
Businesses
say they care about staff morale BUT it's not the business that has to change, it's the people...question is do they know HOW?
Low staff morale is dangerous. High staff morale is contagious and untouchable. Ive seen workplaces implode due to managers not addressing low staff morale because they don't know how to do it or they want to avoid it and just shove the issues under the carpet!
Most companies do not train their senior staff to handle conflict or issues therefore staff morale drops. The level of your staff morale can make or break the workplace, increase or decrease growth and shatter or build brand credibility... scary isn't it?
Maintaining staff morale is one of the most difficult
elements of managing a business regardless of size - your staff are the
ambassadors of your brand. Its critical to develop strong initiatives and keep them motivated enthusiastic and have ‘purpose’ in their job role. Your business will thrive, customers and
clients wont be able to get enough, people will be talking about you – all because
you have enthusiastic, supportive and dedicated staff that have a passion for
your business.
Here are my top 10 that will not break
the bank, but will need your time and your commitment to gain and maintain a
powerful strong team of brilliant brand ambassadors!
1. Consult your Staff
Be a consultative manager and ask staff for their input or suggestions, this is by far one of the most powerful tools a manager can use. Even if the ideas or comments are not always used they feel important they have contributed and more importantly you 'asked' for their input. So many senior managers think they know it all and
Be a consultative manager and ask staff for their input or suggestions, this is by far one of the most powerful tools a manager can use. Even if the ideas or comments are not always used they feel important they have contributed and more importantly you 'asked' for their input. So many senior managers think they know it all and
2. Train them to help them
Provide training and workshops to increase their skill set. Coordinate a half-day or full-day workshop on service skills, team building or training that relates to your business. Plus the 'bonding' they do is very beneficial to managers and the staff. Even have “Paper Bag” meetings at lunchtime a weekly one-hour session on specific topics they choose.
Provide training and workshops to increase their skill set. Coordinate a half-day or full-day workshop on service skills, team building or training that relates to your business. Plus the 'bonding' they do is very beneficial to managers and the staff. Even have “Paper Bag” meetings at lunchtime a weekly one-hour session on specific topics they choose.
3. Give them Social Media 'time"
Allow staff to spend 'time' on their social media Facebook/twitter/youtube the amount of time is at your discretion. They will appreciate your management style and its almost part of the norm in business today. We all have to get with the program and suck it up.
Allow staff to spend 'time' on their social media Facebook/twitter/youtube the amount of time is at your discretion. They will appreciate your management style and its almost part of the norm in business today. We all have to get with the program and suck it up.
4. Get out of the office with your team
Have a regular 'casual drinks or cheap and
cheerful' dinner every month let them choose the venue. Its amazing
how staff behave and the feedback you hear in an informal casual environment. Find out how the
staff really feel about your systems and processes and what they do on the weekend!
5. Constantly communicate - be OTT
Communicate, communicate and communicate -
never underestimate the power of sharing information! Staff need to know what
is going on in the business, what is coming up, what the status of projects or
jobs are, who is delivering them. You must communicate your expectations
because they need to feel secure and comfortable with the core values and goals
of the business. If managers haven’t articulated clearly and openly their expectations (which comes from the top down) they will
make it up themselves and we know what can happen when they do that!!
6. Tell them how you feel - Reward them
Reward and recognition! How many times do we
hear this and how many times DON’T we see it happen. How hard is it to say
thanks and recognise somebody for a job well done. For over 20 years I have
seen good staff leave because they feel under valued. Develop a recognition
program its not the ‘prize’ they want it’s the reward of being acknowledged for
doing a great job! Maybe do this at the monthly cheap and cheerful dinner.. you decide just do it!
7. Give them extra time off!
Allow
them to have an extra half hour for lunch or come in half an hour later every
month or two. It doesn’t have to always be prizes or money to say “I appreciate
the hours you have been working” time is very precious and people value that
just as much. They love working
for you so they will always go over and above. Don't micro manage and let them take extra
time out if they deserve it.
8. Love your environment
Provide
a relaxed and comfortable environment. This includes good lighting, a relaxed
informal area to chat and eat, some plants (people love green), bowls of fruit
and even music if possible. Many work environments are so stiff, stuffy and clinical
you are too scared to talk. I understand some workplaces have to have
limitations - but human beings thrive on the 5 senses sight, smell, taste,
sound and touch! Yes! that means the fake rubber plants have to go. Why not ask the staff what they would like?
9. Provide time annually for 360 feedback
Give
them constant feedback. Why don't people believe this is important? I find it extraordinary - maybe they don't want to be challenged to have a one to one? Everyone needs to know how they are performing, where
they stand and what their career pathway choices are. Businesses
who don’t support and value staff appraisals are behind the times and not doing
the right thing by their staff or their company. If you can give regular feedback even better, but an annual
or 6 month review is absolutely critical for the growth of the person and the
business. There are so many templates and resources you can use. I guess its tough sometimes for managers to hear things they may not want to hear but isn't that the point of making sure you have open transparent communication. Plus you have the opportunity to give them some positive feedback give it a try.
10. Employ the 'right' Like-Minded people that share your vision in the first place!
Appoint
like-minded people that share your values and goals. If you appoint the right
people in the first place then you have a better chance of growing and building
your team in a positive environment.
It’s a tough gig to always select the right person – but when you get a
good one hang onto them. They can be your double and educate and nurture the
staff with the same enthusiasm and vision that you have. Trust support and having that strong right hand person is gold! You never know they
may eventually take over your job which makes for great succession planning.
Good Luck!
Good Luck!
Jennifer
Trethewey
Global Change Agent - Organisational change and biz process
www.jtg.global
@jen_trethewey
jennifer@jtg.global
jennifer@jtg.global
https://twitter.com/Jen_Tretheweyhttps://www.linkedin.com/in/jennifer-trethewey-7289b614/
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