Employers, supervisors, and managers should know that the majority of employees report a decline in morale only six months after starting a new job. It goes downhill after that. The office doesn’t have to be party central, but people in charge need to be conscious of morale and what they could be doing to keep employees motivated.
People want to know why they are doing what they are doing. Employers who tell their workers the “why” behind the company mission or a specific project increase motivation among the workforce.
Employees want to be recognized for their work. Bosses who offer gratitude and recognition for a job well done have loyal employees. Rewards can be small but should be personal. Handing out the same compliment or token to each employee can seem insincere.
Co-workers don’t need to be best friends, but they do need to be able to work well together. Office gossips must be checked, those who continuously neglect to pull their own weight, and employees who take advantage should be addressed. The culture of a company directly impacts motivation.
Few things are worse for an employee than having no autonomy. Employers who place trustin their employees’ ability to make decisions increase morale and motivation. Workers who have to check in prior to making even the smallest decision feel devalued.
Flexibility means different things in different companies. An employer may allow a worker to adjust their hours. Another employer may allow their workers to telecommute once or twice a week. Employers who are flexible are highly sought after.
Too many employers rely on email as their sole source of communication. Anyone who has employees should try to speak to their workers face-to-face. Personal conversations make employees feel valued and appreciated. People work harder when they feel a sense of belonging.
Increasing motivation in the workplace takes self-reflection and tweaking of habits. Employees happily perform at their peak for employers who value and respect them. By giving employees responsibility, providing a purpose for tasks, and openly communicating, employers can ensure that the majority of their workforce is engaged and motivated