Business performance and employee morale are inextricably linked. And while there are examples of leading organizations that have achieved great things in spite of cultural issues, just imagine what they could have done if team members were happy and satisfied rather than stressed and intimidated.
It’s worth discussing this topic in more detail so that more businesses can nurture a culture of excellence which is also supported by a focus on boosting morale and making every employee feel valued and recognized.
Top talent is attracted by a compelling company culture
First off, if you don’t have a workplace culture where the vibes are positive and the things you achieve are made possible through positivity, you won’t be able to bring the best possible people onboard for the roles you have available.
You need top talent to hit targets and exceed expectations, but you’ll struggle to recruit the right candidates without putting the emphasis on bolstering employee morale during the hiring process.
Retention is just as relevant
It’s not just about netting new hires who’ll do great things for your company, but also keeping them on-side in the long term.
Employee retention has to be taken seriously, or else turnover rates will rise and you’ll end up facing steeper costs for filling positions that are frequently vacated.
Having a purpose is a major motivator
Employees that are disengaged from their work won’t feel the desire to go above and beyond in terms of the effort they put in. This leaves their true potential locked up, and they will do the bare minimum to get by.
Increasing morale by giving every team member a clear and distinct purpose, while also showing them how their involvement feeds into the wider aims and achievements of the organization as a whole, will solve this conundrum.
Struggling teams can still be turned around
If you recognize that one or more of your teams are facing challenges in terms of morale, and by extension their performance is suffering, this is not an unfixable situation.
As explained in this ultimate guide to employee wellbeing, there are various tactics available to rectify engagement issues, enhance mental health and build satisfaction. This includes by making lunch breaks mandatory to minimize burnout, offering flexible working to give team members more control of their schedule, and providing professional development opportunities so that no one feels like they’re stuck in a rut from which there’s no way out.
Recognition and appreciation are a requirement
So what is it that motivates employees and fosters a culture of excellence that’s not based on fear, but on positivity?
Well, the interlinked yet distinct facets of recognition and appreciation come into play here, and it’s worth talking a little about how they differ from one another, and what they bring to the table.
Employee recognition is pinned on providing team members with feedback according to their performance in the role they’re given. So when they get good results as part of a project they’ve worked on, or they hit individual targets they’ve been set, highlighting this rather than letting it fly by unremarked upon is sensible.
By recognizing achievements, you’re demonstrating that there’s a reason for employees to go the extra mile, and putting in place a culture which rewards this approach.
Appreciation, meanwhile, is less to do with celebrating raw performance metrics, and more about ensuring that team members feel valued regardless of their role and their abilities.
It can’t only be the top performers that receive all the praise, and practicing appreciation of everyone who makes a contribution to your company will let you avoid this all-too-common snafu made by managers and decision-makers.
Clarity is key
At this point it’s necessary to note that you will find it easier to have a positive impact on employee morale by building a supportive culture that emphasizes excellence if you are clear about the fundamentals of this.
Don’t just make vague statements about the overarching aims of the organization, but set down the exact values you want to foster, and the ethos that underpins everything you do.
Furthermore, you shouldn’t say one thing and do another. So if you have a mission statement which emphasizes openness and supportive collaboration, you have to live up to these promises, or else it will feel like an empty gesture and have the opposite effect on morale to the one intended.
Diversity and inclusivity lead to profitability
There’s been much talk of how it’s wise to build diverse businesses, and create company cultures that are inclusive.
This is not just about employee morale, but also about making a profit. Businesses with diverse workforces which also support employees every step of the way make more money than those that do not. If you needed any more evidence of why progressive business practices are important, this is it.
Trust works in both directions
Keeping employees happy is partly about trusting them to do their duty without micromanaging every little thing they’re responsible for.
Most importantly, trust is a two-way street, and by showing that you recognize and appreciate their efforts, you’ll receive the same courtesy in return as a manager.
The often overlooked aspect of employee performance and retention is that if they like their boss, they’ll not only stick around, but they’ll actively try to work harder to please and impress them.
The bottom line on employee morale and company culture
Being a draconian figurehead of an organization isn’t all it’s cracked up to be, and while the captains of industry from bygone eras might have preferred to rule with an iron fist, this simply won’t cut it as a strategy in the 21st century.
The only thing you really need to pay attention to here is that performance and morale are connected, and employees that are in good spirits will also be better at their jobs. So it’s a win-win for workers and employers, and an example from which more companies need to learn.
HR Future Staff Writer
