Excerpted from 2020 article by McKinsey & Company. Flexicrew continues to monitor research and trends in the workplace to keep our clients abreast of the latest information affecting employers and workers.
Excerpted from 2020 article by McKinsey & Company. Flexicrew continues to monitor research and trends in the workplace to keep our clients abreast of the latest information affecting employers and workers.
Research indicates most employees lack a feeling of appreciation or acknowledgement. HR personnel, executive coaches and trainers hear that frequently from employees. So what is necessary to change that phenomenon?
Here are seven easy techniques to show employees appreciation and help them feel their work is valued.
A simple way to give workers recognition is to thank them verbally for their hard work or for their performance above expectations. A simple word of encouragement can boost morale and it only takes about 15 seconds. When you take time to write employees a hand-written note, it makes a big impression and is important to them.
You could give out $10 gift cards to supervisors that they could provide to their team members when they excel. Frankly, it may be only a simple gift card and it may only be for $10, but the perceived value is much higher.
When a worker performs at a very high level, give them an opportunity as a token of your appreciation. Express your appreciation for their high-level performance and show your appreciation by sending them to a training program they wanted or allow them to attend an external conference where they will hear about new industry trends that will support their jobs.
Get together with workers regularly and consistently to ask them their short-term and longer-term goals. Let them know that you, as their supervisor want to help them achieve those goals. They will appreciate your willingness to support their success.
When an employee contributes outstanding performance, distribute a ‘congrats’ group text or email to anyone on the team or those outside the team who interact closely with that worker and include key executives. Discuss the employee’s achievement with others and thank him/her for their creativity and their hard work. Doing this illustrates that you value their result and stimulates praise and recognition from their associates.
A simple approach to express appreciation is to assign a high performer to a high-profile project that illustrates confidence in their abilities and talent. This also gives them a chance to have a higher profile in the company. Make known that you designated them for the project because of how you’ve appreciated their high achievement.
To recognize the achievement of workers, inform them specifically what it is you appreciate. Don’t praise their hard work. Many employees work hard and put in overtime. Rather, express your appreciation for their accomplishment on a specific assignment. Point out how you liked that it was well organized and the implementation was well done and the results were outstanding. This also makes them and associates want to repeat that behavior so they get praise and feel valued on the next project.
In January (and every January), about 40% of all Americans vowed to change one thing or another about themselves.
New Year ’s resolutions usually fall under the following categories:
Fast forward 6 months later, 60% will have completely forgotten all about their resolutions.
But carrying out your resolutions, whether for work or in your personal lifestyle, can be done. Read on to find out how.
There are 2 types of motivation:
Once you figure out your motivation type is, then all you have to do is put yourself in situations that make you more excited to accomplish even more.
Deciding on a goal for the new year is always easier said than done. However, it’s the steps you take to reach that goal that’s the tricky part. If you want to stick to your resolutions, it’s wise to break each step down into smaller goals, if possible, to make them more manageable.
Moreover, each time you achieve one, reward yourself and feel proud of what you’ve accomplished. Positive reinforcement is crucial to help guide you as you push toward your goal and commit to your responsibilities.
One way to keep everything in check is to make sure your actions are SMART:
The more realistic your resolutions, the more likely you’ll see them through. If your goal for this year is to exercise more, then start small. Instead of planning a 5-day workout week, go for 20 minutes a day then increase gradually.
You’ll find that, as with all goals, as soon as you start seeing what you’ve accomplished, you’ll be pumped to do even more. However, it’s crucial that you stay away from the “all-or-nothing” approach. Doing something, even if it’s a small piece of what you’d originally planned, is much better and more productive than doing nothing at all.
Moreover, it’s equally important to not have too many resolutions up in the air at once. Make a list, prioritize them, and go from there. Once you feel the first one’s in the bag, go for the second, and so on. Focusing on one goal at a time will channel your energy and efforts there, helping you reach your target faster.
Having a positive mindset is key when progressing towards your goals, but let’s be honest; every plan is bound for failure if you’re careful. Be smart and anticipate these obstacles so that when they do appear, you’ll be prepared.
For example, if you get bored when you exercise, choose upbeat workout music that’ll get you revved up. Or you can workout at home, as you catch up on your favorite TV shows. If your motivation method is extrinsic, ask a co-worker to be your accountability partner. The idea is to nip it in the bud before it becomes stronger than your willpower so that you can surmount any obstacle that comes between you and your goal.
Accountability means you’re taking responsibility for the choices you’re making. This may seem easy to do at work when you have a deadline and a boss reinforcing it. It may not seem as easy when you’re home alone and skip cooking a healthy meal, and order take-out instead.
You can enlist the help of a peer or join a support group where you’d know that you made a certain commitment to someone, if it’s simply sending a photo of your home-cooked meal on social media or, you can hang a calendar on your wall with progress notes so you can keep tabs on how far you’ve gotten and what still lies ahead.
Keeping your resolution can seem scary at first. However, with these 5 steps, you can do anything you put your mind to. Moreover, once you accomplish your first resolution, you’ll find that it’s not only beneficial, it’s fun as well!
If you need some assistance in recruiting and hiring more resilient workers in this uncertain labor market, contact Flexicrew today.
In some companies employees are eager to come to their workplace and get right to work, while in other firms workers are tentative would prefer to remain at home. The difference is because workers are enthusiastic if the company has a deliberate work culture; while others have a default work culture where the workforce is less engaged.
In some companies the work culture depends on the mood of the Management, creating uncertainty for the workers. In other companies the Human Resources (HR) and the Management team have deliberately taken the effort to create a work culture based on their beliefs, value system, implementing and sustaining it using well-understood processes and systems, so that employees ‘get it’ and enjoy working.
Peter Drucker, one of the most well known management consultants, has confirmed that the top management of an organization determines the culture to a great extent. If top Management has vision and integrity, the organization will also be a great place and the workforce will understand their direction. In contrast, if the leaders are dishonest and incompetent, the decay of the organization will start from the top. Many people are trained to think that a business should focus on its customers. While delivering high quality services or products is the aim of every business, it is also relevant to use the right methods to achieve these goals.
Ultimately everything in a business depends on the Management who is supported by the Human Resources team. Since all employees are accountable to the top leaders, the leaders influence the work culture for the company, which also affects employee behavior. Developing effective processes which make the workforce financially and emotionally secure, improves the work culture so that employees perform better
Research indicates that financial and emotional security is very important for the employees. They also want someone to listen to them, so employees know that their opinion is valued. Only if employees are respected and valued in the company, will they be emotionally secure. Like in the case of individuals, a deliberate effort is required to make the team resilient. This method includes improving the ability of team members to handle adversity, challenges and stress. This makes it easier to achieve their goals at present and also better face challenges in future. Unless the work culture is deliberately designed, team members will feel insecure, stressed and may worry about getting help if they make errors
It is recommended that every employer should define the desired culture at the workplace using a culture manual. So, if for example timeliness is the culture that should permeate the work environment though the timing is assumed in every organization, if a meeting is, it is important to specify when the meeting will start. And for those invitees to come on time otherwise the culture becomes unpredictable. The culture manual should specify the workplace timings. Workers should know what the rules at the workplace are, which they and other employees will also follow.
Every organization is likely to face adverse business conditions at some stage like we all are facing COVID-19. It is important to prioritize and clearly define the processes to handle the problems and resolve them. One of the leading experts in Quality Control, W.Edwards Deming believed that having a system which is reliable, predictable and is implemented consistently can lead to success in 94% of the cases.
If a team, group or the entire company wishes to be resilient, they should have a backup plan, which allows them to recover quickly and respond if the original plans don’t succeed. Without suitable processes, priorities, the work culture fails, limiting the success of both employees and the company.
If you need some assistance in recruiting and hiring more resilient workers in this uncertain labor market, contact Flexicrew Today.
The human resources (HR) department of businesses of all sizes have been transforming gradually over the years, since the business conditions, technology and workforces have changed continuously. The current Coronavirus pandemic has made it even more necessary for HR professionals to quickly respond to important business priorities, handling fluctuations in the workforce and using the latest technology available. The diversity of the workforce has increased, with employees of different ages, genders, nationality and race being hired by companies and HR will have to ensure that they work harmoniously together as a team.
Though usually HR has handled the changes in business requirements well in the last few years, it is now necessary for the HR department to take a fresh look at the expected near term and future trends carefully, if it wishes to remain an essential company function in future. Using the information provided by the Forbes Human Resources Council, some of top predictions for HR trends in the post-pandemic periodic, second half of 2020 and 2021 are listed at the end of this article. Employers can utilize these trends to plan for the future, use HR help for formulating, implementing corporate strategies and improve employee engagement which will certainly help in business growth.
HR should manage the changes in habits at the workplace and employee expectations after considering the pandemic, economic uncertainty and the predicted trends of culture and age divergence. Managing the employees of a company is challenging under any circumstances. To improve effectiveness of the employees, HR professionals should focus on these trends. These include ensuring that that the employees are engaged in their work, happy and healthy. One of the most challenging activities for the HR department is improving employee engagement since statistical data indicates that employees are not fully engaged while working.
To improve employee engagement, HR professionals are also focusing on well being of employees especially after the COVID-19 pandemic started. Gallup indicates the stress level of employees has increased, so more companies are recognizing the need to offer wellness programs which also include mental health.
A Deloitte survey points out that 91% of employees have an unmanageable amount of stress or frustration.
HR teams should make more effort to up-skill and re-skill their workforce. Making them more productive will help the business innovate and attain corporate targets.
By staying updated on the following trends, HR professionals can anticipate changes in industry and the workforce to adjust business processes accordingly.
Below are the predicted workplace trends the experts from the Human Resources Council of Forbes see intensifying. By reading the entire Forbes article you can uncover why the experts believe the trends will be so popular:
1.Bigger Focus on Diversity, Equity, Inclusion
2. More Organizations Speaking on Social Issues
3. Heightened Interest in Workplace Culture
4. Improvement in Workplace Technology Systems
5. HR Leaders as Culture Champions
6. Changes in Employer-Sponsored Health Plans
7. Continued Caution in Hiring
8. Growing Importance of Working from Home
9. A Focus on Mental Health and Well-Being
10. Improvement of Employee Experience
11. More Focus on the Remote Work Experience
12. More Importance of Learning and Development
13. A Greater Focus on the Human Element
As the above trends demonstrate, there will be many demanding areas for HR teams. To remain relevant, the main challenges for HR professionals will be adopting new ways to maintain and improve efficiency and productivity in their core functions, especially employee retention and engagement.
The trends will help the HR professionals predict changes and make the required alterations to their business model. HR departments will have to adapt to change, using digital technologies and help to integrate workers of a new generation with different expectations into the organization.
It is important to identify the capabilities of key employees for personal development so that the employee does more than what his job description specifies. Employees should get support so that they behave responsibly, take the initiative, work independently and together respond quickly to the changes in business conditions.
Organizations which use the latest digital technologies, business practices, encourage innovation of employees and are streamlined will advance in future. In this, the HR department has a central role helping their business become successful.
Keeping employees engaged remains a major concern for the organizations and specifically the Human resources (HR) department. Keeping high employee engagement levels remains a challenge for most employers. Surveys have observed that less than half of businesses believe that their employees are engaged in their work, and will make an additional effort to do the work. This indicates that most organizations require a lot of help in this matter. Most businesses think that less than two thirds of their employees are engaged in the work.
The immediate supervisors of the employee and leaders are the major factors affecting employee engagement. Some of the tips for managers which will help in keeping employees even during a downturn are listed below:
Some important considerations which should be discussed and documented after such discussions focus on the following:
– What are the problems which we are facing in this area?
– What are the reasons why we face these problems?
– What can the employee, team or our organization do to get a better result?
– What is the team or organization doing at present which is causing problems?
– If the problem is resolved, how would conditions improve?
After this, the information provided should be converted into plans which can be implemented.
Increasing the recognition of the employees, being involved with the employees, their problems and offering better opportunities for career growth can help improve employee engagement. Organizations with high engagement levels are more likely to be monitoring the engagement of the employees closely, recognizing better employee performance offering career growth. The workforce will also have leaders and supervisors who improve employee engagement.
Employee engagement is about the commitment of employees to reach challenging goals, finding ways to improve their employer’s work processes and achieve personal satisfaction from the job being done.
Various researchers as well as individual companies have measured the motivation of employees using various simple-to-highly complex employee opinion surveys. Although results differ among studies, they are consistent in the direction of the findings.
A high level task force conducted detailed research on how an engaged workforce can affect an organization and its growth. It was found that there is a significant difference in the performance of organizations with a highly engaged workforce and organizations with lower employee engagement levels. Hence the task force said that leaders and managers should focus on making the employees more engaged since this could result in greater productivity and GDP growth. The statistics of employee engagement and business performance for some of the most reputed organizations were provided as evidence.
One survey of the workforce indicates that…
– Only one-third of the employees are actively engaged in the work which they are assigned. According to a Gallup poll, only 51% of the American workforce is engaged.
– That translates into approximately eighty to one hundred million employees are not delivering their full capability or attaining their full potential at the work they were doing!
– 64% of the employees said that they had more skills than what were used for the work which they were doing at present
Statistics were compiled of different organizations, and they were classified based on their level of workforce engagement. Specifically the performance of companies in the top quartile of employee engagement was compared to the companies in the bottom quartile. It was found that:
– The profit of the companies in the top quartile was twice the profit of companies in the bottom quartile
– The revenue growth of the top companies for employee engagement was two and half times the growth for companies with lower engagement
– Customer satisfaction levels in for the top quartile companies was 12% higher than the lowest quartile
– Highly engaged employees were 18% more productive compared to employees who were not engaged in the work assigned
– 59% of the employees engaged in their work were likely to offer creative and innovative solutions while doing the tasks assigned to them compared to only 3% of the employees who were less engaged
– The high engaged employees were less likely to leave their job and their companies had a 40% lower employee turnover, compared to businesses whose employees were mostly not engaged. So organizations with an engaged workforce has to spend less money and effort on recruiting new employees.
– It was found that efficiency in organizations having engaged employees was about 35% higher than businesses with less engaged workforce. For the organization, this increase in productivity is equivalent to having one additional free employee for every eight employees
– Organizations whose employees are less engaged, find that these employees are 42% more likely to be involved in accidents compared to businesses with a highly engaged workforce. This is because the unhappy employees are usually more careless and do not follow the rules specified. These accidents are expensive since the productivity is adversely affected.
Wow! Kind of disheartening.
So obviously the objectives of employee engagement are to:
Hence every organization should do everything possible to keep their employees engaged, since it increases productivity and what’s more, it has a real effect on your business bottom line – without any additional cost.
Studies have indicated that organizations where employee engagement levels are high will usually be more profitable and successful. Sometimes the organization may face a crisis due to factors beyond their control like a pandemic or recession. In this case, it becomes even more important for the organization to use all the resources available efficiently. Employees are a major resource for all organizations, and their compensation forms a significant part of the regular business expenses. Hence increasing the engagement levels of its employees is one of the most cost effective ways of boosting the productivity of the organization.
Here are four simple ways to improve employee engagement:
During a recession, many employees fear that they will be dismissed, especially if the organization has dismissed some employees in other offices. This can lead to a lot of mental stress, anxiety since the salary is the main source of income for most employees. It is also very difficult to get a job during the recession. The employees may waste a lot of time gossiping and may not provide proper customer service. Hence it is important for the management and human resources (HR) to communicate regularly with the employees and honestly answer any query they may have. This will greatly reduce the stress which uncertainty can cause.
During a crisis, the profit of the business will usually be adversely affected due to which it cannot afford to spend more money to keep employees happy. One way to deal with the problem is looking for low cost solutions. Often the threat of a layoff can cause a lot of stress for the employees. Some companies are announcing salary cuts for all employees to reduce the wage bill. In other cases, the employees are offered other options which will help them improve their lifestyle or have more free time. For example, some employees may be allowed to work at home.
When the number of orders is reduced, the employees usually have more free time. Instead of firing these employees or paying them salaries despite doing no work, many companies are utilizing this time to train these employees in new technologies which are likely to be in demand. The training will also help improve the career prospects of the employee, and increase the employee engagement since the employee does not have to pay any additional amount for the training. The free time can be used for reskilling, asking experienced employees to train others.
Though a large number of employees may be working remotely, the organization can still find cost effective methods to recognize performers. The organization should determine the goals which are important and how the employee contribution can help in achieving these goals. It is important to recognize the top performing employees and acknowledge their contribution on time, so that they remain motivated, engaged and work hard. There are many tools which are available which can be used to acknowledge employees for meeting or exceeding the goals specified.
Though a recession, pandemic or other natural or man-made disaster is a difficult period for any employer, keeping employees engaged can help the organization tide over the crisis successfully.
Contact Flexicrew and we will expertly guide your organization towards optimal performance through employee engagement.
In today’s challenging labor market, employers feel more need than ever to hold onto talent. Why, however, is this such a major challenge? Largely thanks to the worldview of millennials, who expect things fast, search for experiences, and are simply not willing to stay in a job long enough to wait for the benefits. Bad news is, with generation Z soon to come into their prime, the situation isn’t bound to fix itself any time soon, because if you thought millennials were an HR-handful, the follow-up is even more so.
The solution is – invest in retaining your employees.
What we mean by connection isn’t painful, theory-X monitoring and control. That would be bound to drive the young workers out the door from day one. Without a doubt, it’s a supervisor’s role to keep the finger on the pulse, but there is more than one way to approach it. Entrusting responsibility, avoiding micromanagement and being on the lookout for ‘teacher’s pet’ scenarios typically ensures that the sense of hierarchical authority doesn’t switch from respect into contempt or envy.
Easier said than done? Truly, theories are filled with approaches that use fear as the predominant push factor, while the mindset of success gets ignored. Is it right? Not quite so. Although workers do tend to respond to fear well, and at times a crisis may be exactly what one needs, the dominating company environment should be that of positivity, success, brighter future on the horizon, and belief in each one of the employees. Flexicrew believes you can do this and is at times much more effective. We hope you will get yourself together for this one… It’s all about attitude.
Almost every employee feels they are underpaid. This is hardly a feeling that goes away, simply because belief in monetary self-worth is rooted in each one of us living in the modern world. Certainly, you should aim to recognize achievement and hard work, and make sure to reward it accordingly, but what if you are a smaller business and resources are running on the lower side? You would like to reward your employees, but financials are so tight you are worried you can’t afford to do it left and right. Luckily, it’s not all workers look for. Medical insurance, a gym discount, free pizza on Thursdays, ability to occasionally work from home for young mothers, a ping pong table in the back of the office for employees to enjoy during break times – you would be surprised what a difference a relatively inexpensive benefit can make for employee retention percentage increase.
Everyone talks about team work, and make no mistake, a good team is the absolute key to the success of your business. Sometimes it may, however, seem difficult to encourage it to go the way you want it to. One of the main issues is – in many workplaces, an ego of an employee still stands above the success of a team as a whole. This is human nature. If an employee isn’t feeling his skills are recognized, he may free-ride team tasks, and be reluctant to contribute as much as he could have. How do we deal with this? We uncover personal motivation. For some it’s a bonus, for another – public recognition (studies have proven that this particular procedure resulted in a better employee job satisfaction percentage than a higher compensation). And for someone else – it’s a simple pat on the shoulder and a ‘good job’ aimed his way.
Last but not least, each one of us wants to be heard. Having a voice is crucial for a healthy job environment, so make it happen today. Suggestion boxes, anonymous supervisor evaluations, monthly meetings with the question on the agenda: “What should we do better?” The best suggestion which ends up implemented can even be rewarded! At the end of the day, no matter if you are a business owner, a manager or an HR specialist, it’s all about asking yourself which environment would an employee happily be in X hours per day / Y days a week for at least 2 years.
And of course, start taking these baby steps today.
Thanksgiving is a time we give thanks for family and friends and it’s equally important to show employee appreciation. Although you should express gratitude to your staff all year, Thanksgiving is a perfect time to boost your attempts to show them how much you are grateful their contributions.
And, as one of the Southeast’s top staffing agencies, Flexicrew Staffing knows that saying ‘thank you’ is much more than just a feel-good exercise. It can make a measurable impact on productivity, worker engagement and profits. Also, the way you show employee appreciation is frequently the way they will treat your customers.
Equally, It’s important to define how employees want to be recognized, given their work environments and their job roles.
To help you get started, here are six ways to show employee appreciation:
Each member of your team wants to know they are appreciated and that there is meaning and purpose to what they do. And a simple ‘thank you’ for efforts or contributions or even going the extra mile is the easiest, fastest and least costly way to show employees you care and notice their contributions. So get into the habit of saying ‘thank you.’ When was the last time you thanked an employee for a job well done? And realize that recognition is best when it is specific and timely.
Another good way to show employee appreciation is in writing. A simple way say ‘thanks’ is to jot a handwritten note. Just be specific with your employee and add at least one mention of a major strong point, behavior or completed assignment that you really appreciated and why.
Send out an email to your entire staff recognizing certain employees for their excellent performance. You can promote their performance, too, in your company newsletter to customers. Don’t hide their success under a bushel basket.
Schedule a casual meeting with each employee to talk more about performance. But don’t simply talk about your goals and expectations.
Keep it low key. Attempt to get to know them better. Ask about their career hopes and aspirations and how you can help them achieve more. Find out how they think things are going on the job and find out what you can do to give them more support.
Show your employees how much you trust and respect them by offering growth opportunities. By expanding access to opportunity, not only will you enhance their skills, but their loyalty as well. Whether you recommend a stretch assignment, you can enhance their personal growth while also rewarding employees.
By all means, if you want a formal event, plan an employee appreciation day once a month. Then you would highlight one or two staff members who have made an especially big impact that month. Not only will you recognize a top performer, but you’ll also stimulate others to work harder and expand their performance. Look at it as a meaningful way to foster employee engagement, thank employees for their hard work and build employee camaraderie.
Develop a program where every time an employee meets a goal or completes a project, they can earn points towards prizes.
In short, don’t assume your staff knows how much you value and appreciate them. Your responsibility is to show it – and these six suggestions are useful ways to start. You will strengthen the emotional relationship between your organization and the people who deliver your results.