Human resources are an underutilized asset of most organizations. We all know this, so why don’t we make the most of our employees’ capabilities? If our facilities are no longer serving us, we move the company. If our product is sub-par, we increase quality and production values. It all sounds simple, right? The challenge of the human aspect is, well, because we’re all human. There isn’t just one solution to any problem. With issues of employee development, engagement and morale, all of which can drastically impact productivity and profits, we need to address each one with multiple solutions.
Here are 4 simple solutions to common morale issues. You can implement them right away, and realize change in your workplace within a matter of weeks or even days. The next post will give you 4 more solutions. Put them together and start your week with by giving your team a brand new attitude and outlook on the company, their jobs, and you as their leader.
Are they Productive or Just “Busy?”
Sometimes busy equals productive, but let’s face it, much of the time our employees slip into a groove of keeping busy and keeping their heads down. You may be guilty of this yourself at times. What this means is that they are light years away from tapping into their full capacity. People have to put in all they have. Helping them focus on their strengths and areas where they can improve, giving them the incentive to be self-accountable will keep their eyes on their career goals and milestones, and away from water cooler conversations.
Don’t Succumb to Typical Communication Issues
It can be tiresome to continue hearing about how “communication is king,” right? Well, the truth is that the leaders who can actually develop sophisticated communication skills are the ones who can build positive, productive teams and cheerleaders for their products and organization. Foster an environment of openness, so people feel they can share ideas and opinions without reproach. British writer, St. John Ervine once said, “To hear nothing but what is pleasing is to make a pillow of the mind.”
Make Yourself More Accessible
Focus less on meetings and more on accessibility. What? Aren’t they the same thing? No, they aren’t. Take a look at your typical weekly schedule. What meetings do you dread? Which ones could you cut out? Use that time to increase open office time and informal interactions with your team. It will probably go a longer way toward increased morale and productivity than another meeting where everyone goes around the table, each giving a mindless update. How about slashing that weekly department meeting time in half and sending out a a single email update?
Establish and Commit to a Professional Plan
Everyone wants to grow personally and professionally. It keeps people engaged, looking toward the future, and increases productivity while they are striving. So why do skill building and employee development programs get cut to the bare minimum? Running as fast and as hard as possible does not lead to more productivity. It leads to burn out. Let’s all finally realize that we need to work smarter. Prioritize skill building and employee development once and for all. After all, once the newest project is finished, there will be another one right on its tail, and another mindless frenzy will begin. Stop the madness. Help your employees learn to think clearly, problem solve, communicate, become accountable, and take their own initiative to solve problems. That’s what you will gain through consistent, high quality training and employee development programs.
At EDSI, we have been resolving employee development, leadership, generational, professional presence, and personal effectiveness issues for over 30 years. Contact us to learn how we can help increase productivity and profits in your organization. 800-282-3374 www.employeedevelopmentsystems.com
“…an engaged employee understands what to do to help her company succeed, she feels emotionally connected to the organization and its leaders, and she is willing to put that knowledge and emotion into action to improve performance, her own and the organization’s.”
– from Closing the Engagement Gap
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