Category Archives: Employee Morale

If You Want to Save and Preserve Employee Morale, Refrain from These 5 Things-Guest Post by Lester Corey

In an infographic published by Office Vibe, the site enumerated the 10 most important employee engagement statistics for 2017. The most notable ones are as follows:

  • 3 in every 5 employees wish to get more frequent praises on their work.
  • More than half of workers (51%) are contemplating on leaving their current jobs.
  • The percentage of engaged employees is measly, amounting to only 13% worldwide.
  • In average, 7 out of 10 employees wish to spend more time with their superiors.

Not to mention the expected 20% increase in sales for businesses with highly engaged employees, the benefits of employee engagement is indeed massive – both on financial and personal standpoints.

Meanwhile, poor employee engagement stemming from low workplace morale is detrimental for every business. It drives turnover costs, and hamper with overall productivity and efficiency metrics. The working atmosphere isn’t conducive, and everyone’s not performing to their full potential.

As a manager or business owner, you’re the first influencer of morale in your workplace. You set the culture, and devise ways to make work more fulfilling.

But as bona fide human beings, you’re bound to make some mistakes too, even without noticing it at times. Below are five clear red flags regarding employee morale that you should abstain from:

  • Micromanaging

This comes 4th in the list of Kim Bhasin, a senior reporter from The Huffington Post. Kim believes that “when you micromanage an employee, you’re telling them that you don’t trust their abilities.”

Carrying out tasks is of utmost importance for employees, but you don’t have to bug them every single minute for updates and work reminders. It’s an absolute mockery of their independence and competence.

Instead of frequently second guessing their work, an acceptable practice is to ask them to send progress reports at least once or twice for the day. If you have revisions and suggestions to make, I’m pretty sure your collaboration platforms at work will enable you to give insights to the employee even remotely.

Even if the pay and benefits are competitive, an employee may be discouraged to come to work if they sense substantial mistrust from you.

  • Subtle or direct jabs at their credibility

At times, you use criticisms and hope employees will receive it as a challenge, instead of a personal tirade.

Even if your intentions are good, you can’t expect all employees to be receptive to that approach.

When having hard talks with employees, never EVER bring out their credibility. Here are few statements that provoke employees:

Sometimes I wonder if you’re really an MIT alum.”

Guess I have to dig up your records.

By uttering these words, you’re showing the door to an employee. Those heart wrenching remarks will reverberate in an employee’s mind every day and before he goes to sleep. It’ll be forever embedded in his memory.

Why not go for a more challenging and supportive approach?

You’re way better than this.”

Your monthly performance is terrible, but I’m willing to give you the ropes.

Build employees, instead of obliterating them.

  • Dealing with employees publicly

No employee would want to be embarrassed in front of his colleagues. For instance, have you made it a habit to sit alongside your employee’s desk? Perhaps your voice still echoes on his neighboring workmates while you’re lecturing him.

This may lead to a great deal of shame for the employee, since you exposed his weak points to almost every member of the team. Others will be wary of your attitude too.

The best avenue for discussion is still in the four corners of your personal office or other isolated areas nearby. This way, you’ll have a more open discussion as the employee won’t get distracted from any audience but you.

You may also want to reduce those occasions you give high heaps of praise to an employee publicly. If you do it inconsistently, others will think that you play favorites.

  • Inadequate personal support

Majority of small businesses today are done in this setting: employees work at the principal place of office, while employers monitor them remotely.

If you’re just appearing personally to hand them their paychecks, you’re doing it wrong.

As per Chron contributor George N. Root III, “both the boss and employee need to commit to the concept of teamwork […]”

However, that concept can be impaired if you always hide in the shadows. Employees need to feel that their concerns are being catered by a real human. It boosts team synergy because they’re seeing something who takes charge with daily operations.

There’s just lots of communication barrier in online communication, so put a premium in live interactions with your men too.

  • Cronyism

When you inject a new hire to your team simply because that person’s a family member of yours, you’re dispersing an uncompetitive aura in the workplace.

If you approved someone who lacks the requisite skills incumbent in his position, what would prevent your employees from thinking that the person will climb up the ranks effortlessly?

This not only result to lost productivity from the person you erroneously hired, but also lack of engagement brought upon by perceived injustice.

Chron suggests to “support a committee approach to interviewing before a candidate can be hired.”

As a wrap-up, employee morale and engagement are responses. It’s reflective of the values, beliefs, and practices you instilled in the workplace as a leader. By shying away from the above mentioned practices, you can expect to bolster your team’s confidence on you and the employment opportunities you provide.

 

Author’s Bio

Lester Corey teaches Literature in Yale University. Most people think that teaching is the only thing he does for a living, but little do they know that he also writer essays for writingpaper.org every night.

Things That Motivate Employees More Than Money-Guest Post by Fretty Francis

A bigger motivation than money is hard to believe, but it does exist. The kick that we get from being applauded is priceless. Only a person with true leadership qualities can create an engaged workforce. Offering rewards and opportunities before it’s too late is really important. Nurturing your employees with the skills that they require to attain future challenges is where the success of your company lies. If your business is facing failures consistently, then it is partially your fault. In such situations the bosses certainly lack the required skills and should consider working on their own skill development before blaming the employees. After all, a true leader is the one who is humble enough to admit their mistakes. Makes sense, right?

Yelling at your staffs can never improve the situation; rather it will worsen your bond with them. Once they build a negative perception about you, it will probably never change, and this will affect their performance.

Here are 12 effective ways to bridge the gap between bosses and the employees:

  1. Honest and generous with praise works in your favor- Be specific while you praise your employee and let them know you notice their efforts in details. You should always try your best to match the praise to their efforts. This may sound like a very simple concept, but embracing their potential should be your goal, rather than just expecting positive results. Try giving regular praise to your employees based on their valuable traits and soon you will see them praising each other, which is a good sign for a happy work culture.
  2. Get rid of managers for a change- Project managers maybe too good at handling their responsibilities but sometimes it is good consider their team handling responsibilities without a leader. Empowering your staff can give you surprisingly exceptional results. Without a leader they become more responsible and will work together on an equal level.
  3. Share your ideas with them- Nobody likes to be told what to do and what not to do, and therefore it is always advisable to share your ideas and make them theirs. This is quite simple because all you need to do is ask them their views about your ideas. This will boost their confidence to approach you with new ideas without hesitation.
  4. Give equal priority to each employee- A project becomes a success when each member of the team does their bit irrespective of the hindrances. Everyone should get equal credit for their contribution and feel proud for the team as a whole. This will make them realize that everyone is important and will never let success get to their head.
  5. A surprise lunch from the boss- Simply walk up to them and invites them for lunch and surprises them. Let them know you appreciate their work and they did impress you with their dedication. If you just hired new employees then, a surprise lunch is a great icebreaker for new team members. This is an awesome way to build trust and to establish a great rapport.
  6. Criticism will kill the enthusiasm- Never judge your employees based on something that is least important. Criticism is never fun on the receiving end, especially when you do it in front of others. An underperformer needs motivation, not a mulish boss who sabotages their confidence at every level. The more you support the less they focus on clock watching and become more productive.
  7. Share rewards first and then expect- Rewards can be in any form apart from increment and this is the time you make use of your creativity. Gift them free movie tickets, free gym membership, dinner reservations, salon or spa coupons, trophies and plaques. There are so many things that you can give them and let them know that you appreciate their efforts. This will motivate them to work harder on their future projects even before you asking them to do so.
  8. Comfort matters- Does comfort matters to you? Same is the case with your employees and bunch of little things can make a big difference. A fully stocked fridge, a comfortable couch (for a short nap occasionally) or allowing them to work from home if possible are all necessary perks. Comfort at workplace is the cornerstone of productivity.
  9. Flexible working hours- Everyone has a different “productive time of the day” and expecting employees to be actively working for the entire day is unreasonable. This can only waste time, so allow them to set their working hours (with valid reason). This will definitely elevate their performance and they won’t let you down.
  10. Throw a killer company party- Show interest in celebrations, just like you are enthusiastic about starting a new project. Celebrate when your employees perform well, organize birthday parties or raise a toast if you got a big client as your big breakthrough. Never underestimate the power of celebrations, as it brings positivity.
  11. Performer of the month- Although this is a very classic method of recognition, but it is still one of the favorites among the employees. Choose some star performers as nominees in different departments (categories). Pick all the outstanding employees and reward them for their magic behind the scenes.

Final thoughts: – Great things come to those who wait, and keeping patience with your employees can be a game changer. Be a generous boss by giving your attention to employees and you can learn from them. Review and analyze your employee performance through Performance Management System and give rewards to employees who have given sweat and blood to your business.

 

Author Bio:

Fretty Francis is currently a Software Analyst at SoftwareSuggest. She is passionate about HR, performance management, asset management, CRM among other things. In her free time you can find her either reading about tech stuff or listening to music.

What Do Employees Really Want?

 

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“Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.” —Anne M. Mulcahy

By Elizabeth Stincelli, DM

 

Why You Should Care

Why should you care about what your employees really want? As Anne M. Mulcahy stated, employees are more productive, satisfied, and fulfilled   when they know you care. Studies show that 70% of employees do not feel engaged in their work. Research has shown that employees are more likely to leave their positions because of their boss than any other reason. Yet, employers tend to think that a much higher percentage of employees leave for more money than any other factor. Less than 25% of leaders have a strategy for engagement. Only 40% of employees feel they even know the goals and strategy of their organization. Engaged employees are 87% less likely to leave their positions. Organizations with happy, engaged employees have two-and-a-half times the revenue and two times the net income of organizations with unhappy, disengaged employees.

The happiness and engagement of your employees affect your success and your bottom line. This should be reason enough for you to care. So, what do employees really want? I.C.E. is a good place to start.

Inclusion

Brian Eno suggested, “You either believe that people respond to authority, or that they respond to kindness and inclusion. I’m obviously in the latter camp. I think people respond better to reward than punishment.” Your employees want to be involved in something bigger than themselves. They want to know their company mission; they want to be able to tell the world what their company is up to; to be proud of where they work. Include employees in progress and strategy meetings. Encourage them to share the great things that are happening in the organization. Let them tell the story and be ambassadors for your brand.

Concern

Chris Hemsworth explained, “People who put themselves on the line and sacrifice their own safety for the greater good and for others, and anyone in any profession whose concern is the welfare for other people instead of the individual are inspiring and important.” It doesn’t matter your position or industry, you can always put your people before yourself. Let them know that you care. Your employees want a leader who provides them with concern for the greater good, empowerment, honesty, accountability, respect, and authenticity. Show them that you have concern for their growth and capability; recognize what they’re capable of and empower them to reach their full potential. Care for them as a person, not just an employee.

Engagement

Gary Hamel believed, “The real damper on employee engagement is the soggy, cold blanket of centralized authority. In most companies, power cascades downwards from the CEO. Not only are employees disenfranchised from most policy decisions, they lack even the power to rebel against egocentric and tyrannical supervisors.” Employees want opportunities, responsibilities, and tasks that are directly related to achieving the goals and mission of the organization they work for. When employees are engaged they are more satisfied and create more value for the company. They want to be challenged and empowered to design their own tasks. When you engage your employees they will be more committed to accomplishing something valuable not only for the company, but for themselves, and their community.

Make it Happen

Ian Smith said, “I think happiness is a combination of pleasure, engagement, and meaningfulness.” Include your employees by sharing where the organization is, where it is going, and allow them to help design how to get there. Demonstrate genuine interest and concern for your employees as individuals. Show them that you care about them on a personal level, not just as an employee. Make sure they can see that you are looking out for their best interests before your own. Engage them in meaningful work that they find interesting and rewarding. Giving employees what they really want using I.C.E. is a simple step that will provide lasting reward.

 

 

 

 

© 2015 Elizabeth Stincelli

 

Elizabeth Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the CEO of Stincelli Advisors where she focuses on helping organizations engage employees and improve organizational culture. Elizabeth holds a Doctor of Management degree with an emphasis on organizational leadership.

Learn more about Elizabeth by visiting her website, stincelliadvisors.com and connect with her on Twitter @infinitestin, Google+, and LinkedIn. You can contact her by email at stincelliadvisors@gmail.com.

 

Developing a Healthy Culture in 2015

Agreement

“Businesses often forget about the culture, and ultimately, they suffer for it because you can’t deliver good service from unhappy employees.” —Tony Hsieh
By Elizabeth Stincelli, DM

 

Why Culture?

As we approach the start of a new year, it’s the perfect opportunity to set a goal for developing a healthy culture in your organization in 2015. Now, of course, merely setting a goal is not nearly enough, but laying out a plan is a great starting point. While many leaders view culture as the latest buzzword in organizational leadership, the truth is, your culture may have a bigger impact on the performance of your organization than any other single factor. Culture drives success; your culture impacts your level of engagement, growth, and innovation. Your culture determines the on-the-ground actions, behaviors, and decisions of your employees. A healthy culture does not happen by accident, it is intentionally developed. So, what can you do to start developing a healthy culture in 2015?

Set the example

Rupert Murdoch told us, “In motivating people, you’ve got to engage their minds and their hearts. I motivate people, I hope, by example – and perhaps by excitement, by having productive ideas to make others feel involved.” As the leader, you are the one responsible for creating the culture in your organization. Focus on the positive behaviors you want to see in your organization and then set the example for others to follow. Show people that you value the employees at every level of the organization. Help them see that their actions and decisions have value. Communicate respectfully and authentically. Then, celebrate small achievements.

 Help them grow

Benjamin Franklin believed, “Without continual growth and progress, such words as improvement, achievement, and success have no meaning.” If you want to have a healthy culture you must invest in the development of your employees. This shows them that they are valued. Help them to build positive self-identities. Offer them the opportunity to design their own work. Make learning something to be celebrated. Show them the trust it takes to allow them to learn from mistakes without fear. Encourage them to participate in the decision-making in your organization.

Share your values

Your culture is based on group norms of behavior; shared values are what keep those norms in place. Roy E. Disney said, “When your values are clear to you, making decisions becomes easier.” Share your values with your employees. Help them see how these values play into the long-term focus of the organization. Then, help them understand the importance of the role they play in that focus. Once you share your values you can start to develop shared, healthy organizational habits.

Healthy Culture/Happy Employees

James Sinegal explained, “When employees are happy, they are your very best ambassadors.” Develop a healthy culture that will keep your employees happy. Set the example, help them grow, and share your values. Connect meaning and value to them as individuals and to the tasks they perform for your organization. Remember, your culture will influence the actions, behaviors, and decisions of every employee. Make intentionally developing a healthy culture in 2015 a priority and see what success you can achieve.

 

 

 

© 2014 Elizabeth Stincelli

 

Elizabeth Stincelli is passionate about recognizing and inspiring the leader in each of us. She is the CEO of Stincelli Advisors where she focuses on helping organizations engage employees and improve organizational culture. Elizabeth holds a Doctor of Management degree with an emphasis on organizational leadership.

Learn more about Elizabeth by visiting her website, stincelliadvisors.com and connect with her on Twitter @infinitestin, Google+, and LinkedIn. You can contact her by email at stincelliadvisors@gmail.com.

 

The Killing of Employee Morale

The Killing of Employee Morale

“Coming together is a beginning, staying together is progress, and working together is success.” — Henry Ford

By Elizabeth Stincelli, DM

 

The Importance of Employee Morale

We all know that happy employees are productive employees. Content employees are less likely to waste time their own time as well as that of their co-workers. They are more engaged in their work and feel they have a vested interest in achieving company goals.

        Are We Killing Employee Morale?

Morale can prove to be fragile. One poorly handled situation or unpopular decision by management can send morale spiraling out of control. Here are a few factors that can kill employee morale.

                       Lack of Communication

When we don’t have all the information, we fill in the blanks with our imagination. And, our imagination can come up with some pretty terrifying scenarios. Lack of communication often leads to assumption and fear. Communicate with your employees. Share the current position of the organization and the vision for the future. Discuss strategic plans and the rationale behind the plans. And, most importantly, communicate the vital role that each one plays in the success of the organization.

                       Lack of direction

Employees want to be part of a successful team. But success is hard to achieve when you are not sure what direction you are supposed to be going or what success looks like. As leaders, it is our responsibility to make sure employees have the direction and tools necessary to achieve success. Make sure employees have a clear understanding of the objectives that the organization is working towards. Paint an encouraging picture of what success looks like. It is your responsibility to serve as a facilitator. Help establish goals, set parameters, provide them with the information, resources, and the direction they need, then, get out of their way and let them find the best way to do their jobs.

                       Lack of a voice

Gone are the days of employees who are content to work, day in and day out, like mindless robots. Employees want to be heard. They want a say in how their organizations are run and the freedom to design their work, their way. Employees know what’s happening on the front lines. They know what works and have great ideas. As leaders, we must engage them in conversations where we ask questions and really listen to their answers. We must also involve them in developing solutions to organizational problems.

                        Lack of trust and respect

Relationships that are built on trust and respect are the mechanisms we use to influence others. If you lack the trust and respect of your employees, they will follow you by force, not by choice. Earn trust and respect by showing that you are committed to your vision and that your words and actions are congruent. Your character will show in the values you live by, make sure you choose them carefully. Always keep your word, be fair, and consistent. Show your employees that you genuinely care about each one as an individual. Lead by example. And, prove yourself competent but not arrogant.

                       Lack of acknowledgement

Employees want to know that they are valued and their efforts matter. By simply acknowledging that we appreciate an employee’s contributions, we create loyalty and encourage continued hard-work. Tell your employees thank you. Say “good job, the team couldn’t have done it without you.” Make an employee’s day by simply giving them the credit they deserve.

        Take-Away

When morale is good, employees are more motivated, engaged, creative, and efficient. As leaders, we must develop healthy operating environments where we avoid morale killing behaviors. The skills and character traits that allow us to avoid these behaviors also strengthen our abilities as leaders.