Can you pinpoint the status of your employee morale? Would you say it’s high or low? If you think it’s high, you may be wrong. Many employees put on a face for management. Sure, you see it in movies, but it’s actually a real thing and occurring at organizations in every industry and location. So, how can you really tell if your employees are engaged and their morale is high?
Employee morale can be low when managers are oblivious – whether they overlook it or employees put on a face. It’s important to know how your team’s morale is, in order to provide better services with greater productivity. Looking at the top factors that affect employee morale, we can understand how they affect morale and how to solve these.
Communication is Key
It’s clear that communication is significant to managing relationships and the functions of the workplace. However, we’re trained to learn about the academic theory of communication versus the best ways to actually do it. We assume we communicate the best since we do it all the time anyway.
Think of all the redundant work that goes to waste because managers and employees can’t explain their thoughts clear enough. Furthermore, the average employee isn’t going to give managers their opinion, unless they ask for it. Instead, employees share it with their co-workers, and managers assume everything is going well because they haven’t heard any negative feedback first hand. Employee morale takes a dip and managers can’t see this.
Managers should provide an open way for employees to share their thoughts and opinions in order to improve their employee morale. They should show that they care while collecting honest, accurate feedback, in order to improve the morale of their team. Betterworks Engage gives employees a voice by using an open platform for all employees to generate feedback and crowd-source ideas in real-time. It’s anonymous, so employees can voice their thoughts without the fear of judgment. Platforms, like this, allow employees to express themselves to others in an open and honest way. It’s important for managers to understand how employees actually feel.
Leadership, Autonomy, and Management – Know the Difference
What’s the difference between leadership, autonomy, and management? It’s pretty obvious that everyone has their own leadership style, but, much like a Myers-Briggs, they fit within a category. These three types of leadership styles help determine if your managers are supporting their team in the right ways.
Leadership-Based – Managers who take the organization by the horns and lead by example provide employees a model to follow. They can do work anywhere from the strategic level to the functional. However, they’re hands-on with the work they do and they’re heavily involved with the completion of work. They work with their employees and complete work as a team. The model they provide is great for employees to learn and follow. It shows employees that they care, and it’s great for employees who are in training.
Autonomy-Based – Autonomous managers give employees the reins with a laissez-faire attitude. Employees are authorized to complete projects and do their work without being managed. This is powerful to allow employees to feel trusted and empowered. Managers can give guidance whenever necessary, but employees are not led. This is great when employees are capable of stepping up and taking on more responsibility.
Managerial-Based – Managers can inhibit the growth of their employees if done poorly. This is especially true for micromanagers. Since employees are told what to do without applying their critical thinking skills, they merely serve their function. While this isn’t true for many employees and roles, managing employees can limit the growth of employees if employees are ready for more. This is good if you’re moving your employees to an autonomous role, but they should never be micromanaged.
So, how do you know whether or not your employees like your management style? How do you know if your managers are leading their teams properly? Employee morale can drop if they aren’t being managed properly, even if the company just signed on their biggest client. Betterworks Engage allows employees to be anonymous through their surveys and feedback. Managers can collect their employees’ thoughts through surveys which is highly effective through anonymous surveys for multiple purposes.
“Management Doesn’t Care”
As a manager, you have a lot of work to complete, too many employees to oversee, and difficult OKR’s to meet. It might not seem like you care about every single employee, or it may appear that you value some team members more than others. The truth is that there is too much work and too little time. The problem with this is that some of your employees don’t think you care. The bigger problem, you probably don’t know how many. So, how do you get a pulse of your team?
Using platforms or data collection methods to collect the pulse of your employees is beneficial to see how many employees think you’re doing well – both in the sense of leading the team and caring for the team. Betterworks Engage’s pulse surveys help managers quickly collect the data on their employees and how they feel. Micro-surveys allow them to know if the majority of them care or not. Since managers are one of the reasons some employees leave companies, this is imperative to boost employee morale.
Support for Assistance, Growth, and Health
Employee morale is significantly impacted by the support system. Employees need help with their workload, have a need to grow and learn more, and they have their personal life which can crossover into the morale of their work.
This can be difficult for managers to track for individual employees, and even if there’s a support system in use, many employees still might not use it. This may be due to the fact that the support system in place isn’t targeting what they actually need to. If you provide a physical exercise program for the health of the employees, you may be overlooking the employees with mental health needs. If you provide the growth opportunities for learning, employees with heavier workloads may not be able to take advantage of this.
To make sure your employees truly have the support they need and ensure morale is up, you need more than an employee data collection platform. It needs to be effective and comprehensive. Furthermore, the analyses must be accurate. Betterworks Engage’s Smart Insights allows data to be shown through sophisticated visualizations including heat maps, category segmentation, trends, sentiment, and participation. Action plans can target outliers and deviant data, in order to capture the lower-hanging fruit.
The Employee Life Cycle: Get People to Want to Work For You
You have a solid screening and recruitment process. Onboarding is in place and your employees are fully capable to serve your customers once they complete training. Yet, for some reason, you still have a lower-than-average employee retention rate and your workforce isn’t growing at the rate it needs to. Does employee growth top-out too early? Is management a “my way or the highway” type of culture? What shortfalls are creating this in your company?
Looking at the employee life cycle is essential. You might have a rockstar onboarding and hiring process, but no one will stay if you don’t continue to care for your employees. If we take a look at the entire employee life cycle, we can see everything from their screening process to their exit and return. We should be looking at the following:
- Training process
- Positioning status and duration
- Promotion frequency
- Exit experience
- Alumni relationship
- Return (if applicable)
Using this, we’re able to measure the complete employee experience, identify where certain stages are much less fulfilling to be in than others, and improve these areas to increase employee retention, build the reviews and referrals, and grow the number of qualified candidates sending applications to your mailbox.
So, how do you measure this?
- You’re going to need layout your employee experience into different stages. No matter how you do it.
- You need to have a way to collect data in each of these areas. The methods or questions asked should be customized to compare the same data, then you can collect stage-specific data.
- You can analyze each stage and work on fixing it.
Betterworks Engage customers map the complete employee experience and push surveys to different segments and hierarchies of their workforce. Advanced logic jumps allow deeper data to be collected, beginning with general questions and diving deeper to where problems may lie. Survey automation and workflows allow HR to streamline this process and collect data, without spending absurd amounts of time on it. Employee life cycle surveys make it possible through Betterworks Engage, and HR teams can improve their retention rates and grow their team.
Employee morale is the result of how well your employees are doing, and there are many factors that associate with it. It’s essential to measure how your team feels and performs and identify the sources for lower engagement. If you don’t, you’ll start to see lower employee retention rates, lower quality of service/output, and a poor culture that might not be able to be saved. Betterworks Engage provides employers with the tools you need to find these problems, solve these issues, and boost employee morale. Get a first-hand look at how in-depth Betterworks Engage is here.