4 Quick Strategies to Boost Morale and Engage Employees
Value Fit Between the Employee and Company
Value fit boosts morale because the employees feel as if they are working for something they believe in. Not only does this increase engagement with the company overall, it creates an incentive for workers to do their best, which leads to more productivity, dedication, and engagement. According to Deloitte’s Human Capital Trends, 84% of respondents rated employee experience as important, and 28% rated it as urgent. Evaluate your current culture to ensure that the company's values align with your talent’s values.
- Start with hiring - As you look to expand your team, take a closer look at the candidate for cultural fit. Ensuring that new hires are passionate about your company’s overall goals will lead to employee satisfaction and retention.
- Create engaging values. 73% of employees would look to leave employers who didn’t provide a motivating and stimulating work environment. To combat turnover resulting from a lack of engagement and purpose, it’s imperative to align company values to be more focused on humans in this age of technology. Humanize your business by focusing on the individual, unique strengths of each employee, rather than seeing them as a whole. As we are faced with more and more technology and robots, how do we keep our humanism? Maintain focus on the benefits human talent and interaction provides that technology can’t.
71% of employees would look to leave employers who didn’t support development through training, mentors, etc. However, not every employee benefits from the same types of development. It’s important to meet employees at the individual level and tune into their motivators and expectations. This idea can be practiced in two ways.
- Strengths – Understand your team members’ unique strengths. Are they artistic, do they excel at technical tasks, are they persuasive, or intuitively good with numbers? Knowing what comes naturally to your employees will help you assign tasks to them that will be done with more ease and that they might achieve quick wins by participating in.
- Interests - We know that being good at a task or project doesn’t necessarily indicate interest. Allowing individuals to work on tasks that involve their interests will ensure a job well done and a much more enthusiastic employee. It is not always possible to allow employees to work on tasks that they are good at or motivated by but sprinkling these in will guarantee they view their work as more interesting and engaging. They will also feel as though their unique voice is being heard and employed at work.
Assessments like The Birkman Method expose the natural strengths and likely interests that motivate individuals. Understanding each person’s unique preferences for certain types of tasks or environments will undoubtedly boost morale for teams within your workplace.
Trust is critical when it comes to employee/boss relationships. While not every boss and employee will always see eye-to-eye, a positive relationship can be achieved through transparency. Consider these four areas when building relationships with your employees.
- Psychological Safety - There is no overstating the importance of psychological safety to ensure productive teams. According to Forbes, in 2018 89% of adults said it’s essential for business leaders to create safe and respectful workplaces. For an organization to grow and innovate, individuals must be able to express thoughts, ideas, and opinions without fear of rejection or ridicule. Disagreements must be kept at a conversational level to keep everyone engaged and avoid alienation or fear. With self-awareness and open-mindedness held as the highest value, leaders can leverage the strengths of different mindsets to produce the best solutions to navigate uncertainty.
- Maintain a Growth Mindset – The idea of a growth mindset goes hand-in-hand with psychological safety. It helps create an environment with no fear of failure. To keep up with the innovative business culture growing around us, failure must be a known part of innovating rather than a mistake that workers are punished for. While it is important to mitigate risk and align expectations, there is very little birthed from perfection. A team who can fail will take risks, push boundaries, and question norms that prevent businesses from growing.
- Feedback – Performance discussions are incredibly fragile.
The method of delivery you use to provide feedback is a huge component to your employee/boss relationship. According to Gallup, employees who strongly disagree that their managers focus on their strengths and positive characteristics are only 2% engaged, while 71% are actively disengaged . It is important to be able to tailor feedback to different employees in different ways, depending on their preferred style of communication. Tools like Birkman help leaders understand their employee’s mindset and understand if it’s better to approach serious conversations with a direct or tactful, quick or conversational, form of feedback.
- Rewards and Incentives - We are all unique in our preference for incentives and rewards. While some prefer competition, tangible rewards, and verbal praise, others enjoy success as a team and are easily embarrassed by open praise. Rewarding employees properly is vital to their sense of fulfillment and motivation to move forward. Look for ways to provide your team members with quick wins that satisfy their intrinsic need to gauge their performance.