Employers face a consistent demand to compete within today’s economy, while maintaining the engagement of their workforce. The two major factors that affect employee engagement are job satisfaction and morale.
In this article, we will define the difference between job satisfaction and morale and how you can maintain these concepts in the workplace.
What is employee morale?
Employee morale is a description of the emotions, attitudes and feelings of employees within their workplace environment. Employees that are happy and show a positive attitude at work are known to have high morale, but employees who don’t favor their work environment have low morale.
A few aspects of a workplace that can influence an employee’s morale include working conditions, support from management and job security. For example, If Jane sits down with her manager and she is communicated that she is on task with her work, then she’ll have a higher likelihood of feeling emotionally at ease and feel less pressure because of receiving a vote of confidence from management.
What is job satisfaction?
Job satisfaction displays the amount the gratification that employees have when they’re in the workplace and plays a crucial role in employee productivity. An emphasis on employee job satisfaction can lead to their talent maximizing their potential, creative abilities and the strengths that give your business a competitive advantage.
During an annual performance review, an employee may be asked how they feel about the working they’re doing and evaluate their environment. This question gives the employee a chance to answer the question directly about whether the job is fitting in with their career goals.
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How to improve employee morale and job satisfaction in the workplace
It’s important for you to analyze employee morale and job satisfaction as two separate concepts. If you notice an employee with decreasing satisfaction, morale or both, you can assess how they can proceed in finding solutions to help them regain their morale or passion for their work.
Here are strategies for improving your workforce’s morale and job satisfaction.
Create a cordial work environment
The success of your organization can be determined based on how your workforce communicates with one another. Therefore, fostering positive behavior within your workplace is crucial to ensure your workplace can manage projects they’re working on and interact with clients in a friendly way.
Create employee events that are focused on engagement such has Happy Hours or gatherings that generate communication from your employees. This will increase the likelihood of earning potential for your business if you see positive feedback from clients and from employees during their performance reviews with their manager.
Evaluate managerial support and behavior
Employees who work with clients on a day-to-day basis are brand ambassadors for your organization. Whether if it’s sales, marketing or another department, employees may not receive direct feedback from clients about their performance. If you receive feedback from the client about an employee, present feedback in an honest manner, but ensure that you’re making them feel like they’re doing well and are taking the necessary steps to better their performance when necessary.
Check in with managers monthly to see if they’re proceeding in enacting the steps to render employee feedback and what responses they’re receiving.
Involve employees in decision-making
Another method of fostering an all-inclusive workplace is to elicit feedback from team members as to areas of growth on a specific strategy or tactic. Giving employees more autonomy when it comes to resource allocation, setting priorities and alignment or organizational and client goals is conducive to the success of your strategy. Also, it empowers employees to execute their tactics with clarity as they were in the same room as their team members who are working towards a common goal.
Note opportunities for training and advancement
It’s your responsibility to ensure that your workers are receiving the training necessary to perform their tasks. Communicate with your team members individually to see if these tasks are aligned with their career goals and express interest in advancing up the ranks of the organization. Their response should be an indicator of their project status on various tasks besides finding out where they see themselves.
Here are strategies for improving your workforce’s job satisfaction:
Hold individual meetings with your employees periodically to gauge the motivation they have to work their current position. When you get a response from the employee, you have a better idea what their motivations are and how to build on them. Performance reviews also can give the employee an avenue to express their opinions in writing about additional comments they may have about their current role.
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Receive feedback from employees regularly
Have a direct communication line with your employees that extends beyond one manager. It’s important to have the manager’s evaluation of the employees, but establishing an open-door policy allows for free flowing conversation and opens up the silo between upper and lower-level employees.
Give personal recognition
Create an Employee of the Month initiative at your business to spotlight an employees’s performance. Once the employee of the month is announced, have a meeting with your staff to congratulate them and their contributions to the team.
Another method is you can implement is to create a cash- or event-based incentive for employees that celebrates their performance from the past week. The more creative an approach is, their higher likelihood an employee will be engaged. For example, give your employees an opportunity to drive your company’s CEO car for a week or the chance to leave work early. The more actionable an incentive is, the higher ceiling of fulfillment it has for the employee.
Develop workers skills and potential
Align training and education methods to your employee’s career goals to help them be more productive and inventive in the workplace. Introduce personalized training initiatives for your team and gear it towards a particular skill.
Have a sales team listen to a trainee’s first cold call allows the trainee to earn hands-on experience right away while their peers cheer them on. After, the trainee can receive tips from management as to work with the scenario the employee had to encounter with the customer. This way, the sales team can take notes about they can improve their situational analysis with customers.