A lot of employers struggle with ways to motivate and engage their employers. Similarly, many employees have felt locked in a work environment where they having nothing to engage them to save the next paycheck.
Neither situation leads to a successful environment long-term. However, employers have a tough balance to strike. How can you improve workplace morale while still maintaining the necessary level of professionalism to keep the wheels spinning?
Trust Goes Two Ways
While each workplace is unique and there is no guaranteed path to success in this area, click here for some well-tested suggestions to help you guide the process. For example, try to find subtle ways to show your employees you trust them. Whether it’s true or not, many employees feel that their managers and supervisors don’t trust them.
Workers who feel this way are often reluctant to take on additional responsibilities or experiment with new techniques for fear a mistake may cost them their job. Not only does this stunt productivity, but it also creates an atmosphere of anxiety and detachment that can make the office feel like a very unpleasant place to spend time. And this breaks the trust of other employees as well and brings bad vibes in the surrounding.
Airing Out Grievances
Low morale can also be the result of pre-existing conflicts or suppressed dissatisfaction. Employees who feel they are not valued or rewarded equally to other co-workers may grow disinterested or even disruptive. Similar feelings arise when they believe there is a system or routine at work that is barring their professional development.
In these situations, it’s usually best to speak with employees, either directly or indirectly. How straightforward management’s engagement should be will depend on the individuals involved, the nature of the issue, and any number of other issues. Some employees may appreciate, or even expect, a face-to-face and might even be insulted by a less personal exchange.
However, other workers may be uncomfortable complaining about co-workers, company policy, or management with their boss and would be more truthful using an intermediate or indirect form of communication.
Consider employing workshops or training programs, either on or off the workplace. While these types of programs can be costly or time-consuming they provide new workers who are just starting out with a great deal of confidence.
In addition, even more, experience employees can benefit. There is a lot of value in the creation of a safe place where workers can admit their deficiencies. These can include areas they may have neglected, ignored, or simply not learned yet, which they can now practice without fear of being reprimanded or being marked as obsolete.
If the moral issues at work seem deeply rooted, consider taking a step back. Look at the positions in your company and objectively and try to weight the personal costs and benefits. If the effort doesn’t seem equal to the compensation then try crafting a system to lessen the gap.
In the small scale, this can be a simple reward system where coworkers are given bonuses, financial or otherwise, for exceptional performance. In the long-term take a look at a tenure system or some similar way to help encourage and reward employees who stay at the company and gain experience.
Flagging morale is an issue many companies face in the modern work environment and it’s not an easy problem to solve. It may involve some flexibility and self-critique but if you are willing to take a careful look and make the right changes you can reinvigorate your employees in a way that doesn’t turn the office into a zoo. Employ methods that engage with employees, provide opportunities for growth, and reward hard work and it is likely that employees will be coming to work enthusiastically to start the day.
Related Topic: Conflict in workplace