By Dennis Brown
Low workplace morale is a problem that plagues offices all the across the country. Although this concern is common, many companies still do little to combat employee dissatisfaction because they either misjudge the complexity of the issue or underestimate the resulting consequences that can accrue. If ignored, an unhappy workforce can produce a variety of unwanted consequences, which can also lead to a decline in overall output in both quality and quantity. For these reasons alone, companies must place employee motivation and company morale atop their list of priorities.
To ensure a motivated workforce, managers, who are absolutely vital to the process, must recognize each employee as a unique individual. Different factors de-motivate different employees and these factors can range from annoying bosses and low salaries to a lack of responsibilities and bad management. Employees become frustrated. Some feel less energetic and even helpless. As a result, they are more likely to resist change and less likely to suggest improvements. The quality of customer service will dwindle, placing the company’s reputation in harm’s way. Absenteeism and employee turnover rates will rise as well. There is no easy solution because there is no such thing as hiring a permanently motivated employee. In fact, studies have shown that an employee’s morale usually declines after six months. And contrary to popular believe, a high salary is not a cure-all for unmotivated workers. Instead, companies should place their efforts into creating a work environment that is respectful, stimulating and enjoyable.
Workers should be supplied with the proper training and correct tools needed to accomplish their tasks. These tasks should include a diverse set of useful responsibilities that is both challenging and interesting. Different types of projects should be delegated continuously, allowing advancement opportunities. In addition to development and growth, many employees also place work/life balance and flexibility high on their list of career needs. Appropriate training coupled with adequate staffing will allow the workforce to complete projects with more ease and in less time, giving employee’s extra time to spend elsewhere.
Motivation is an ongoing process that should be encouraged and supported and managers are the key facilitators. For it to succeed, feedback, delegating responsibilities, and the acknowledgment of accomplishments through compliments, compensation and promotions awarded should be linked to performance, which is the fairest way to justify salary differences. Managers are also responsible for listening and incorporating the workforce’s input and opinions on matters, especially if it involves reaching their own personal goals. Employees are especially motivated when they are recognized and treated fairly. Motivation or the lack thereof is a complex issue that can have a devastating effect on the efficiency and effectiveness of a company’s operations. No matter the size, a company will not be successful without a solid workforce.