An employee’s relationship with their manager sets the tone for their level of commitment to the organization’s success. Gallup research shows that a mind-boggling 70% of an employee’s motivation is influenced by his or her manager. It’s no wonder employees don’t leave companies; they leave managers. Disengaged employees can cost companies millions of dollars from lost productivity, damages from employee negligence and negative publicity due to poor customer service. Organizations know how important it is to have motivated, engaged employees, but most fail to hold managers accountable for making it happen.
7 Things a Manager can do to Improve Employee Morale:
1.Connect with staff– As a leader you should be seen. Make your presence felt. Don’t just lock yourself in your office whole day and only communicate with staff when you want something done. Get to know your employees. Find out about their interests.
2. Show employees that you genuinely care. If an employee is dealing with an issue whether personally or professionally, show Empathy. Advocate for your team. Stand up for them. Don’t throw your people under the bus when things go wrong.
3. Practice Open and Honest two-way Communication. Keep employees informed. Don’t let them have to be hear of upcoming changes through the grapevine. Listening to employees – Have an atmosphere where employees ideas and suggestions are valued. Don’t have surveys and suggestion boxes then when feedback is given, you simply ignore it.
4. Be fair and neutral. Treat everyone fairly. Don’t pick favorites. Lead by example. Be known as a person of integrity.
5. Empower Employees. Provide them with the proper tools, then give them room to get the job done. Don’t micromanage!
6. Reward and Recognition– Offer incentives. Show employees how much you value and appreciate them. Always reward staff for good work, and not only top performers include those who are improving or doing their best. Be generous with “Thank Yous.”
7. Recommend employees for training and new opportunities. Staff members can interpret an employer’s unwillingness to invest in training as a disregard for their professional development. Acknowledge and encourage strengths, recognize the different skills they possess and recommend training and development opportunities.
If you believe, that employees are your most valuable asset, you will create a healthy work atmosphere and provide them with the tools and support to do their jobs effectively.
It’s important that managers focus on relationship building and encourage a family atmosphere at work. Get to know your employees, meet them where they are and be flexible. Many organizations treat their employees as if they are a commodity. They use them until they can get no more out of them, and then cast them aside. This leads to poor morale, lower productivity, and higher turnover.
Loyal employees are your most valuable asset. Don’t take them for granted or treat them poorly. They use your internal tools and systems and interact with customers. They are your best brand ambassadors. Loyalty is a two-way street. You can’t buy loyalty, but you can certainly foster and nurture it. Employees who have been pushed to the point where they no longer care, will not go the extra mile. They will not take the initiative to solve problems. They will end up treating customers the same way you treat them. Employees are the heart beat of the company. And if the heart stops beating…What will happen?