Top 10 Tips for increasing employee morale

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Even in normal times, morale is an essential part of how a company functions. But during this period of lockdown and remote working, employee morale is even more important. A happy and healthy workforce ensures the working environment – wherever that space may be – is a positive place. As you interact with your staff, on the phone or via video conferencing, you may notice signs of fading morale. Read our 10 top tips to boost morale and instil pride in your employees.

Appreciation

It’s always important to celebrate success. It might be a small achievement in the grand scheme of things, but it helps to ensure every employee’s success is appreciated. Even if it’s just by saying a simple ‘well done’.

A sense of community

Getting teams involved in local community projects or fundraising can help build teamwork skills and boost team morale. It will also build your reputation within the community and with your staff. While you can’t participate in such activities at the moment, you can plan ahead and look at future opportunities in your local area.

Enjoy it

Even working from home, employees spend a huge percentage of their time each week in work, so it’s important that they enjoy themselves. Make sure they are taking some time out for short breaks throughout the day, to change activity, clear their heads and focus on something else.

Smile

Smiling can be contagious. Even on the phone it’s important, as the tone of your voice reflects a cheerful demeanour. If you are communicating via video conference, a smile is pretty much your only way of demonstrating emotion and personality, as hand gestures and expression can be lost onscreen, while a lot of gesticulating can just look busy and confusing. Keep it simple and smile.

Please and thank you

Politeness is another important virtue that can be greatly appreciated at work. Show respect to your team by using ‘please’ and ‘thank you’ when speaking to them. Making a point of saying ‘thank you’ after a job has been completed can really make a difference to an individual’s sense of self-worth.

Office comforts

Make sure that an employee’s place of work is comfortable. For many people at the moment, this is literally a space in their home. We’ve had plenty of time to get used to this working arrangement and our ‘workspace’ will have become very familiar to us. It is important as employers to make sure our staff aren’t becoming jaded or complacent, and to identify and address issues if they arise.

Be flexible

Offering flexibility to employees as a gesture of appreciation is a cost-effective way of increasing motivation and decreasing stress levels. Home working is often seen by some employees as a sign of trust between employer and employee. Having been forced into making these adjustments to our working lives, perhaps going forward employees will enjoy more flexibility.

Value your team

Ask for ideas, listen to opinions and take on board any suggestions. This can really help make your team feel valued, which in turn will automatically boost morale. This aspect of communication is essential now more than ever.

Communication

Despite many offices not functioning as a physical office space at the moment, make sure you inform employees and keep them updated on any developments. Nothing can disrupt morale more than employees feeling like they are ‘out of the loop’ and in these uncertain times this is even more imperative.

Believe

Employees need to be aware that they are part of something bigger. The lockdown may have separated us physically, but employees need to be reminded that they are still a fundamental part of the business. If they share, believe and live by the company values, then this will have a positive onward effect, even in these unprecedented times.

Remote control

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All aspects of our working lives have been affected by the worldwide spread of coronavirus and the challenges the resultant lockdown has presented. Many people are working in places that are usually their homes, their ‘break from work’ spaces. Meaning that any associated stress and pressures of these times are centred on their own residences. This can become damaging for mental health and general wellbeing. Managers will have to adapt their management styles to consider new behaviours and conditions.

Home vs office

Self-discipline is very important in these uncertain times. Employees who possess the ability to self-manage will be a huge asset to managers, who themselves are having to evolve to meet the changing face of work. More people are still working from home and many will continue to do so – either by choice, trepidation, or necessity. Until there is a recognised protocol or an immunising vaccine, many workers will probably prefer to remain working from home.

Even if offices are spacious enough to accommodate a large workforce, it is aspects outside of workspaces that can impact employees’ decision-making on home versus office. Travel on public transport, for example, will be a big stumbling block for many people. Mixing with work colleagues and family outside the household is one thing. But sitting next to complete strangers and touching door handles, handrails and other equipment will not be acceptable to some commuters.

Managing the challenge

In this way, management styles will need to change and adapt. For one, the days of micro-management are over. Managers will need to manage and trust their teams to do their jobs, without being constantly observed and without supervision. A great deal of trust will be required on both sides. However, this is being seen as one of the positives that will need to come out of the current situation. Leadership is important in this period – listening, trust and collaboration will all form part of a manager’s role.

It’s also important to embrace technology to make communication easier and teamwork smoother. Whether it’s platforms such as WhatsApp, Microsoft Teams and Zoom, there are many remote collaboration tools out there. Some managers will find relinquishing this degree of control difficult. But coaching can help them understand their management style and adapt to new ways of working. Coaching sessions can be carried out over the internet, via video conferencing. The lockdown restrictions needn’t be seen as a barrier to this taking place. Coaching can help to identify areas where managers are needing to adapt their management style to suit the situation.

Testing times

Talking to someone else can enable managers to see the big picture. This overview can prove very helpful is assessing exactly where a business stands during lockdown. Are the staff happy, are their outputs being sustained, and are they delivering on deadlines without the day-to-day contact with colleagues and management? If the answer’s yes, then great. But if there is room for improvement, this will have to be addressed.

This is where self-discipline will prove invaluable. If you have been furloughed, then you will not be working anyway – but contact with management is still important and a weekly or bi-weekly connection should be retained. Of those who are still doing their jobs from home, some staff may be used to self-motivating. Others may struggle to find a format and routine that works for them. Similarly, adapting a  management style will come naturally to some, while for others talking to a coach will be beneficial. Even the most seasoned manager will have something to learn during these testing times that have become a learning curve for us all.

Together we’re stronger

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During this unprecedented period of uncertainty and disruption, it’s very important to bear in mind strong mental health and wellbeing in general. We all deal with change differently. However, the social and economic measures we have witnessed over the last few weeks are like nothing any of us have experienced before. There is no ‘right way’ to do things in these changing times, but throughout this crisis your health and wellbeing, and that of your team, is very important. There are several things to consider.

Stay connected

Although some people work from home regularly, for others this shift is a huge change and challenge. Make sure that workers who are now working from home have the technology to be able to perform their tasks. Most homes have some form of broadband or internet connection, but it shouldn’t be taken for granted. Not everyone needs or wants to have that level of connectivity at home. There was a flurry of activity in the immediate aftermath of the lockdown, as BT and other engineers visited homes to install internet connections to those home workers who didn’t have this capacity.

We’re in this together

It’s good to remember in these difficult times to be kind – to yourself and to each other. Some people might be struggling with the uncertainty and change surrounding this situation. They might need the support of others to help them through. People will be worried about their jobs and the shape of work after the lockdown is lifted. There is also the economic implications, depending on how long the situation lasts. They may need reassurance, or more reassurance than normal. Giving them the sense that ‘we’re in this together’ will provide a degree of security and assurance in insecure, unassured times.

Distance networking

It’s a good idea to reach out and network with people beyond your household and even your team. Many people will have a little more time to talk at the moment. This is a great opportunity to build your networks and develop relationships. Honesty is welcomed and for many the opportunity to share their frustrations and challenges – and solutions and triumphs (no matter how small) – is appreciated.

Still part of the team

It is also good to get other people’s opinions on things. If you’re used to working as part of a team and bouncing ideas off people in your office, then carrying out your job in isolation may seem very odd indeed. Working in the bubble of your own home, where professional and personal lives have clashed for so many people recently, can be challenging. For most workers these two entities – work and home – are two completely difference spaces.

Video conferencing

People are using all kinds of video conferencing tools at the moment, in a way they have never done before.  There are plenty of positives and negatives around using platforms like Zoom (other platforms are available). However, if you are nervous about using them, there are a few things to remember. IT issues are to be expected. People will forgive you, as the chances are, they are suffering the same niggling issues. A dog/child/cat/spouse might come in at an inopportune time and interrupt the call. Don’t worry, as above, people are willing to make allowances. You might find it advantageous to apologise for the potential disruption in advance. It breaks the ice and helps people relax. It can be a bit like the ‘housekeeping’ that is often done at the start of normal meetings. Don’t be too nervous about letting fellow workers ‘into’ your home space.

Whatever your situation and wherever your location, trying to make the best of the current circumstances will make is easier for everyone. Stay healthy, keep active, and this will positively impact on your wellbeing.

How to stay connected whilst working remotely

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Often seen as an ideal for many staff, remote working is becoming something of a necessity in the current economic and social climate. Thanks to the portability of work technology, it is perfectly possible for employees to work as efficiently as if they were onsite in an office.

Here is our advice on how to stay connected whilst working remotely…

For companies:

Companies are being steered by necessity towards offering the flexibility of remote working. This option is increasingly becoming the norm for interconnected and international businesses.

Below are three ways to keep up with this changing way of working:

  1. Bring the team together

When things return to normal, encourage remote workers to visit the company offices when possible. Get staff together, such as through teambuilding days or company celebrations, to encourage team bonding and reduce employee isolation.

  1. Prepare for remote working

Have a policy in place to assist team members to know how to conduct themselves whilst working remotely> This should also cover how managers are expected to tackle the complexities of team members working remotely.

  1. Assist with time and career management

At Career Evolution, we can assist your business to provide the resources needed to support either individuals working remotely or staff managing remote members. Taking advantage of career coaching or building resilience, can reduce the time and emotional strain that this can bring.

For managers:

Working with and managing remote team members can arise for many reasons. It could be because of the current virus crisis, or because team members have regularly allotted days when they work from home. Managers may be supervising individuals at home on the odd occasion, or more employees when part of a large or international company.

Here are three key ways to stay connected with your remote team members:

  1. Smart working

Encourage the use of online shared work systems. Platforms such as the cloud help keep team members connected to the office. While the use of Google Documents shows who is logged in and making changes and when. This will assist with tracking productivity.

  1. Keep up the conversation

Create a chat group such as on Slack or Sqwiggle, and involve members in video meetings or phone calls, such as on Skype or FaceTime, to stay connected to remote team members and make them feel part of the team.

  1. Be considerate of different time zones

When working with team members internationally, set up daily time reminders of when staff should be coming online, to touch base with them at the start of their day.

For individuals:

As an individual, it’s important to stay connected to the team whilst working remotely. Your manager has trusted that you will continue to tackle your work as normal. Working from home is not an excuse to catch up on household chores or watch TV.

Below are three of the best ways to stay connected to the office and show that your work is still being done effectively and efficiently:

  1. ‘Go’ to work

Set up a workspace somewhere quiet, with all the equipment you need. Avoid distractions and to do your work.

  1. Be proactive

Send daily updates of what you are going to be working on. At the end of the working day, update on what you have achieved, and what still remains to be done. If you work remotely extensively, an end-of-the-week update is also effective to illustrate your productivity.

  1. Communicate early and often

Be available to respond quickly to any work messages and emails. This shows that you are still engaged and carrying on with your work. Also stay connected with at least one other colleague throughout the day, to act as a sounding board.

Contact our professional team of experts to see how we can best assist you and your business to make remote working possible.

10 signs your team would benefit from coaching  

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Times are changing

Change is an inevitable part of life, especially within the working environment. However, it can be difficult for companies and staff to keep up with these changes. Often, particularly for more senior members of staff, some can become lost and even left behind in these challenging times.

Sadly, this can lead to employees struggling or even handing in their notice, in the face of being unable to keep up with the changes. Not only can this be damaging for the individual leaving the company, but also for colleagues remaining who may then become more fearful and resistant to company change.

Noticing the signs

Changes in a staff member’s behaviour can be a key sign that individuals are not coping well with company adjustments.

Here are 10 signs which could indicate that your staff are not managing effectively with change:

  1. Frustration – with themselves and other colleagues.
  2. Stress – anxiety and general unhappiness.
  3. Isolation – lack of conversing and reduced sociability.
  4. Unprepared – looking or feeling lost and out of their depth.
  5. Increased periods of time off – illness or an unwillingness to be in work.
  6. Boredom – a reduced enthusiasm for their job.
  7. Disputes with colleagues – becoming resistant or more argumentative.
  8. Lack of confidence – in themselves and their work.
  9. Punctuality – continual lateness.
  10. Procrastinating – unwilling or unable to complete their tasks.

Inevitably, how well employees are able to deal with changes can strongly affect the business. At Career Evolution, we understand how crucial it is to help these colleagues cope.

A positive change

Our expert coaching programmes are designed to aid members of staff at all levels, including those at more advanced positions such as senior managers and directors. Our highly qualified coaches will assist your staff to handle change effectively.

This includes helping people before, during and after change. We offer bespoke support on a one-to-one and group basis.

Tailored specifically for how to best suit your employee’s needs, our coaching enables individuals to recognise their value, and most importantly, how they and your company can continue to succeed in the face of change.

Change for the better

Change should be embraced as a positive opportunity; not as something to be feared and treated with scepticism and suspicion. Change is vital for businesses to adapt and survive in an environment where too many companies have already buckled under the pressure of not keeping up with the times.

Helping employees to take control of their changing role or situation, and formulate a plan for the future that will work for them, is the key to helping individuals thrive and prosper.  It is important to strive ahead and bring about positive change together.

Why People Fear Change

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When it comes to change, people can have very positive or negative feelings towards something new. This is especially true when it is in the workplace. A job represents stability and security for many people. The fear of that stability or security coming under threat can be very daunting. We spend a great deal of our lives at work and it has a huge impact on our wellbeing. But it’s a known fact that businesses have to change all the time.

Evolution of business

It’s important that businesses continue to evolve, in order to remain relevant within their industry. However, recognising and understanding employees concerns about change can help ensure both employee and employer survive and see the benefits of the changes.

The fear of change can be deep-seated and comes from factors like loss of control and uncertainty. If a business decision is unexpected, it can have a huge impact on the company’s employees.  It needs to be handled in a positive way, so people aren’t left feeling let down or vulnerable.

The wider implications of change

Change, particularly where there are redundancies or job losses involved, does not only impact on the people directly affected by it.  It can also affect the wider team, even if their roles do not change.  Unless handled correctly, change can lead to team members feeling isolated, and in turn, they can become resistant to change.

To ensure change is managed effectively it is important to maintain morale within the team.  To do this, communication is key.  Good, clear, open communication can help take away some of the fear associated with change.  If people are kept informed and understand what is happening and why, then they are more likely to accept – or even embrace – change.

Maintaining a positive attitude

Understanding what employees need to get through change with a positive attitude and outlook can benefit everyone. Outplacement can also be used to support employees from the announcement of change all the way through to securing their future placements, ensuring that the experience is positive for all.

In their shoes   

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Transitional periods in any company are times of upheaval.  It’s important to take your employees’ wellbeing into consideration and to look at what is happening from their point of view. In their shoes, what would you want to know to be kept informed? What information, communication, support and advice would you expect from your own employer?

In the loop

Being kept in the loop is the most important part of the process. The ‘fear of the unknown’ needs to be kept to the minimum. Not knowing only cause unnecessary stress for your employees. As you become aware of ongoing developments, make sure that you pass that information on to your workforce. In this instance, transparency is always the best policy. This way, everyone is up to speed on where they stand.  Sometimes it’s even worth updating your team, even when there is nothing new to update them on.

Future direction

When it comes to looking at your employees’ future direction, you need to help them look at what their options are and how best to pursue them. Keep communication as a two-way street. Your input is essential as to where ‘you’ and ‘they’ see themselves in the future. Many employees take career transition as a chance to try something new and untried for them, career-wise. See how they can make their skills count, in roles where they will feel fulfilled. Most importantly, make sure that they don’t lose confidence and are able to retain enthusiasm. Your reassurance is key to their attitude going forward.

Positive connections

Make sure that your employees don’t think that their redundancy reflects on them and their capabilities. Changes are made for a myriad of reasons and it’s important that it’s not seen as a reflection on their input.  Maintaining morale, even when things may not look rosy, is important for both individuals and for your team as a unit. Try to keep the positives of redundancy to the fore, with the accent on ‘new opportunities’ and ‘fresh challenges’. But bear in mind how you would want to be kept informed if it was happening to you.  Use this knowledge to connect with your own workforce during these difficult times. It’s a good indicator to gauge your own level of engagement and how you yourself, with due consideration, would like to be treated.

Passion back in fashion

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Whether you’re running you own business, or responsible for being part of a wider team, it’s important to instil confidence in your capabilities to those around you. It’s crucial that you recognise the importance of passion for your organisation and of wanting it to succeed – even when you and it are faced with outside challenges.

 

Challenging times

There are many challenges a company can face in the course of its lifespan. From competition from rival businesses, to changes in the market and changes in demand for its product or services. Economic uncertainty can sometimes undermine confidence and positivity at work. It’s important not to let such aspects affect the work environment.

 

What comes naturally

There are many ways you can evoke passion at work. However, it’s something you can’t learn or teach. People either have it, or they don’t. It helps if you are doing a job that you love, in a field that you are knowledgeable and passionate about. It’s also important for staff to stay enthusiastic about their jobs. A thirst for knowledge or someone who enjoys their work is a huge benefit to any company. Such individuals should be retained, as their positive impact is a big asset. Having a passion for a job usually means that they are good at it too.

 

Part of the team

Employees who feel they contribute to the company and are not undervalued by their employers are also likely to feel more passionate about their role in the business.  If they take part in meetings and feel as though they can positively improve the company, they are more likely to be loyal and stick around too. Passionate employees will constantly be striving to improve themselves. If they enjoy it, they may not even know that they are achieving this. Reading up on industry developments, for enjoyment, or socialising with like-minded individuals, are good indicators that they have a passion for the sector. Such natural self-improvement is worth its weight in gold.

 

Dispelling doubts

It’s easy to get passionate about something you enjoy. However, if there are signs that enthusiasm is flagging, it could be an indication that it’s time for change. HR managers should look for signs in their staff that they may not be as happy or passionate as they once were. This could be the moment to engage with a career coach, to identify where their strengths and weaknesses are and areas where there is room for improvement. Dips in productivity or changes in behaviour are good indicators of doubts.

 

Coaching back on track

Career coaches can have a positive impact on a workforce in a variety of ways. Being able to communicate with someone who can identify and help staff is a big help to morale. Simply talking to someone about their job can sometimes instil passion. Or it can help staff reconnect with what made them enjoy a role in the first place. In challenging times and in challenging situations, such reassurance can make all the difference in terms of passion and positive morale boosts.

Communicating change to your organisation

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Rather than being an optional extra, internal communications plays an entirely central role in the success or failure of any organisation’s commitment to change. This is because change is always difficult territory to navigate. Comfort zones aren’t always easy to stretch and old habits die hard. There is a lot to consider but these general rules of thumb can help.

Establish the rationale

You need to know exactly why you are implementing the change, so that you can define your goals and give your change initiative credibility.

Create measurable goals

Having set goals will allow you to identify the success of your communications initiative during its implementation.

Establish a detailed plan of action

Plan out what needs to be said to who, when and how, to guide the implementation process.

Tailor your messages

Craft your messages to suit the different types of people involved in your organisation. These should be jargon-free and relevant to their line of work. Make sure everyone knows exactly what it is that is expected of them individually during and after the period of change.

Use opportunities to communicate face-to-face

This method builds trust and is immeasurably more effective than any other form of communication. It is especially important with issues that directly impact people’s work and life.

Involve senior officials in the communications process

Messages of change are much more credible and more likely to be accepted when given from the very top of the organisation.

Keep all messages consistent

Mixed messages are likely to discredit change as people will become confused, paving the way towards frustration and cynicism.

Keep messages regular

People need to be kept updated about change frequently. This can be done most effectively by regular face-to-face meetings, complemented by other methods such as emails, bulletins and newsletters.

Gather feedback and listen to employees

This will allow you to measure the success of your change initiative. It also builds trust and defuses potential problems before they can become serious issues.

Maintaining morale

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In times of structural and managerial change, always be aware of your workforce’s wellbeing. Sometimes it’s not apparent what the impact periods of major change can have on your staff, but the emotional toll is often the unseen price of adjustment. It’s vital that you know and recognise the signs of slipping, disrupted or low morale.  

Get the balance right

Morale is a vital part of any company. Maintaining good morale is healthy for any workforce and the make-up of your staff will be a deciding factor in how well morale is retained. Good morale tends to improve and maintain productivity, enhance creativity and encourage collaboration. Laughter and a good atmosphere in the workplace has a range of benefits, including such positive factors as improved general wellbeing and good communication. Don’t chat, laugh and joke all day, but sometimes informality and humour can take toil out of the workplace environment. Give your people a morale boost: reward success, instil pride and acknowledge when things are going well. It’s not always easy – especially during transitional periods – to do this.

Play for the team

Not everyone will want to look on the bright side. But try not to make things worse than they are either. Divisions in a team, or divisive action within an office or other work environment, can only lead to impacts on morale in the long term. A healthy sense of competition often leads to favourable outcomes, but unhealthy troublemakers only sow discord. If your staff don’t seem to enjoy being at work, and if their work is suffering as a result, then the signs probably indicate that there’s something wrong with their morale. 

Adapt to change

Individual members of staff don’t have to be the ones who are actually experiencing the change. Comings and goings in the workplace instigate their own set of challenges, as even minor changes bring about behavioural and productive fluctuations. If your team is directly or indirectly affected by change, it can be influenced in many different ways. Low self-esteem and stress are two of the ways wavering morale can impact your employees, and both are not easy emotional conditions to address in a straightforward way.

Strength and purpose

During periods of transition, it’s important not to lose sight of where your employees’ strengths lie. As you take your workforce in new directions, make sure that good morale is at the core of your endeavours. Look from an optimistic perspective at the changes, for them and for you, and use these as positives to shape their career evolution. Be mindful that although morale is difficult to sustain at a high level in times of uncertainty, it is also something that is ignored only at your peril.