How to Boost Employee Morale to Keep Your Workplace Exciting
If you’ve ever worked for an organization where morale was low, then you know how much employees can dread waking up and going to work.
Morale is vital to a lot of things in your organization. As such, it isn’t something any employer whose focus is on success and productivity should ignore. In this article, we will show you why you should make it a priority and how you can start seeing the benefits of a morale makeover.
What is Employee Morale?
By definition, employee morale is the general attitude, satisfaction, and outlook of employees as they relate to the organization they work for.
Some leaders may think of morale boosting as a superficial thing to spend time and energy on in today’s market. But improving your overall company culture shouldn’t be seen as “fluffy.” Why? 46% of job seekers cite company culture as very important when choosing to apply to a company. Conversely, 47% of active job seekers cite company culture as their driving reason for looking for work.
Having a plan to boost morale has benefits beyond employees not dreading going to work every day. It can be beneficial to all stakeholders because:
- It increases employee engagement
- It increases job satisfaction
- It increases employee retention (which saves YOU money!)
- It increases overall employee productivity
Ways You Can Boost Morale
Boosting morale isn’t an overnight process, but it can start with big or small changes depending on what you’re ready for. Casual Fridays do not change morale on their own, but combining incentives like these along with these other suggestions is a great place to start.
- Align With Your Company Mission
Make sure that all policies and practices in the workplace are aimed toward your common goals and values as an organization. If your company mission is nothing more than something written on the letterhead, it’s time to take it out, dust it off, and make it relevant and the center of what you do. Otherwise, employees can lose faith quickly in an organization that they view as just “lip service.” Talk the talk, but walk the walk when it comes to the core message of your organization.
- Make Communication a Priority
Poor communication can make an employee quickly disengage from their work and the company as a whole quicker than anything. Frustration from employees on all levels often stems from breakdowns in work and productivity which are often the result of breakdowns in communication. Avoid this and streamline your communication by finding simple and clear ways to communicate with all stakeholders from the CEO to the custodial staff.
- Create a Culture of Feedback
Human beings want to feel like their voice is heard in just about every aspect of their lives. This is especially true in the workplace. Employees need to feel like their ideas and opinions matter if they are going to feel like they are a part of the company and not just someone who punches a clock. Find ways as formal or informal as you like to collect and address feedback from all employees about their position there and how they feel the company could improve their work experience. On your part, view the feedback you’re given as a chance to improve overall practices and help others reach success.
- Create Opportunities for Employee Development
To create a better workplace culture, employees need to feel supported in their current roles. One great way to show them they are supported now is by showing them you also support them in their future ones as well. Giving employees professional development, professional coaching, and opportunities to advance in your company shows them that you see potential in them and want them to stay a part of the team.
- Create an Employee Recognition Program
A recognition program can be as formal or informal as you like, but the key is that you follow through and follow up when you say you will. Its goal should be to give all employees, no matter their role in the organization, the opportunity to be recognized for their contributions to the company. Recognition should be top-down as well as peer-to-peer. That means employees should hear from supervisors and superiors that they’re valued and their work is appreciated, but they should also have the opportunity to give a shout-out to good team members.
- Take Mental Health Seriously
Encourage meaningful breaks during the work day instead of perpetuating a culture of working through lunch. Letting employees know that it’s okay to take time for themselves even during the work day shows that you think of them as being more than a means to achieve your work goals. Additionally, help employees find a balance between their personal lives and their professional roles so that those boundaries are more solid and can help the employee achieve a higher level of happiness at both home and the workplace. Finally, provide preventative care for mental health to help employees deal with negativity and life and workplace stress. Give them tools to take care of themselves so that they are in top shape as employees as well.
Gather a team together and start thinking of ways your company can start boosting morale even if you don’t think you have a morale problem. Being proactive when it comes to your company’s culture can help keep productivity and creativity flowing in the places you need it most.
Are you ready to share your high morale with new employees? Contact us to discuss the thousands of vetted candidates we know will be perfect for your open positions.
Still looking for that perfect workplace? We have you covered there, too. Apply now to be part of our nationwide network of job seekers looking for the best fit for their careers.