We have already entered the zombie apocalypse. They walk
among us, dead-eyed with a heavy tread. Colleagues sagging at the coffee
machine, managers staring out the window, this is the zombie workforce army; a
bunch of employees who are finding it hard to find inspiration.
More than 25% of employees are struggling to engage with
their work and suffering from boredom. According to Total jobs, many employers
have low workplace productivity which creates poor performance. If staff
don’t feel as if they are part of something bigger, they get stuck in their day
to day routines which isn’t very inspiring, leading them to not giving that bit
extra. If you look at companies that are fully engaged, everyone knows what
their mission is.
Employees of a company are important dependents and without
them, no company would thrive or survive. Happiness is the catalyst to success
within big or small companies, it will develop loyalty, motivation, and
determination to do well. There are many tools and techniques readily available
to implement in a working environment that will be advantageous, both
emotionally and for the business success. If an employee feels valued their
work output will be much great and will absorb into the business atmosphere.
Research conducted by Modern survey suggests that 85% of employees who feel
recognised in their role are willing to go above and beyond their own
People can often misinterpret the causes of happiness and
narrowly think ‘money’ is the only suitable answer. However, money is not actually
the cause of happiness, it is the items or products purchased with that money.
For some people, salary is important and everybody deserves a fair wage that
enables comfortability within their lifestyle.
Running parallel to money there are other ways to motivate
your staff; praise and recognition are a huge factor and goes a long way when
given by a supervisor or line manager. It provides a sense of satisfaction that
something has been done well while raising confidence levels, this will ignite
further motivation to do more and to exceed expectation. There are several
forms of recognition; verbal, written, or using a model or scheme to show
praise, like an employee of the month. Recognition shouldn’t be given out daily
to an employee just doing their job to a satisfactory standard otherwise it
will not feel rewarding as it’s a common event. It should be given when
something is done exceptionally well or done with care and attention or
completed above satisfactory level.
Setting goals and targets followed up by a review is a great
way to suck out the competitive side of an employee, I think we all have that
hidden quality? It also gives you an opportunity to see what they have done,
how it’s been achieved and see, first hand their contribution to the business.
By doing this you can credit their success and effort and reward appropriately
and it will strengthen their views and the relationship with the management or
leader of the company.
Incentives and treats; both show appreciation and it entices
people to do well and people do not mind nor hesitate to help and branch out to
assist in other areas. It could simply be some doughnuts on a Friday.
Some companies sport a Bonus Scheme and this can be
delivered monthly, quarterly or annually. This links to the ‘money’ scenario
but it is a very powerful tool.
Team building exercises are brilliant ways to, funnily
enough, build a team! You can learn about peoples thought processes, ways of
working and the approach to different situations.
Early finishes are a brilliant one, especially on a Friday;
if work is completed and completed well, an hour or two early on a Friday is
very positive. You could get the same output of work from employees with
incentives in 6 hours than you can from an employee without incentives and
happiness in 8 hours. It’s an encouraging way to show you value people.
To be able to sustain employee’s motivation, leaders and
managers need to have the right skill set and soft skills. This could be
training yourself to lead your team better or the managers within your company.
Leaders and managers define the experience of work for employees; they create
the culture and affect the morale for their subordinates and colleagues. If the
quality of your leadership is poor, for example, leaders that are de-motivated
themselves or don’t make an effort to get along with the team will not bring
out the best of the team. Take time to invest in yourself or your managers to
create a more engaging and effective workforce.