OUR PEOPLE MATTER: Making your employees feel valued – Part 6

OUR PEOPLE MATTER: Making your employees feel valued – Part 6

People are the lifeblood of any business organization. It’s safe to say that a company would not reach its full potential without its people.

Naturally, one of the major goals of the leadership team is to motivate their best people to stay. And there are a lot of factors that make professionals want to stay with their employer for the long term.

We’ve compiled them in this handy guide, and each week we’ll be outlining the best steps you can take to sustain each factor.

FACTOR 6 – MORALE

Step 1: Accept and respect their market value.

There are few things that raise employees’ morale as much as being treated the way a professional should be. The “correct” way to treat a professional is not just a random concept, though. There are proper ways to set the standard for it, and the foremost method is to see how other companies do it.

Specifically, how would other companies in general value their employees in terms of knowledge, skills, competencies, work ethic, culture fit, and overall significance as an asset? Do they compensate these employees according to industry standards? Is there an understanding and respect for the craft or field that these employees specialize in?

Finding the correct balance between following your employees’ market value and efficient resource management is key to a successful morale-boosting strategy. Plus, they’re unlikely to leave and work somewhere else if you’re already treating and respecting them the way any other company would.

Step 2: Give them chances to relax and enjoy.

Burnout is real. It’s a reality of the world of work in the 21st century. And by now, you’ve probably already updated your business strategy with ways to lessen its effects through proper role and responsibility distribution.

But remember, too, that keeping your people safe from burnout can also be accomplished through providing avenues to convert their negative stress into positive stress. This can be as simple as ensuring they’re allowed to take breaks (such as lunch break, and the standard morning and afternoon breaks).

Do try to be creative about it, as well. Come up with enjoyable and productive employee engagement programs where they can have fun while learning (or re-learning) important concepts such as teamwork or efficiency. Whatever you decide to implement, make sure it’s designed to refuel everyone’s tanks and keep their morale high.

Step 3: Encourage solidarity and camaraderie.

It’s obviously impossible to have a business organization with only one person. But organizations where people barely know each other do exist. They’re holding on to the obsolete belief that professionalism is the same as being completely indifferent to whom you’re working with.

That kind of mindset does not allow trust, unity, and teamwork to develop. And without those things, an organization will make very little progress towards accomplishing its goals. That’s rather demoralizing, don’t you think?

It’s clear that camaraderie leads to a cohesive organization. It’s already natural for people to interact and form connections that allow them to function better. Don’t get in the way of that process, and let it run its course. Create an environment where camaraderie and solidarity can reinforce the company from within.

Step 4: Celebrate both little and big things.

Happiness often comes with succeeding at your goals. That sense of accomplishment can create a celebratory atmosphere, one from which your people can draw a lot of motivation.

And the size of the achievement doesn’t really make much difference. Even the smallest success is still a genuine step closer to the finish line. Both little and big achievements are good enough reasons to celebrate.

So, let the festivities happen! The next time your team or unit hits a target, plan something special. Have a group lunch or dinner, or maybe even arrange for a get-together on a weekend. Condition everyone to think that enjoyment, recognition, and fulfillment are natural outcomes of success, and let that mindset keep their morale at a constantly high level.

Sustaining morale at every level of an organization involves seeing and respecting the value in people, their accomplishments, their well-being, and their human nature as social beings. Honestly and openly acknowledge their worth as assets to the company, and the significance of their contributions; give them opportunities to cope with negative stress and to create meaningful connections as co-workers.

Keep everyone’s spirits high, and see for yourself how they use that to propel the company forward. And of course, stay tuned in the coming weeks for more ways you can show your people that they matter!

Business photo provided by pexels.com

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