Employees are often referred to as your internal customers. Many companies focus their marketing strategy on their external customers and negate to recognise or have a strategy for their internal customers – their employees, contractors, suppliers and partners.
If your employees are dissatisfied and show low morale, there is no doubt that this is going to affect your business. They are your most important critical resource as they front and drive your business.
In today’s world, employees expectations have increased – they want work/life balance, a job that they are interested in and passionate about, an employer/ manager that understands and recognises their competencies, achievements and successes.
Post COVID, many employees have new expectations of the workplace
- A Positive and Encouraging Work Culture
According to jobvite.com, 46% of job seekers cite company culture as very important when applying to a company. They cite a negative culture and relate it to low employee morale, work practices and employee retention. Culture refers to the organisations values and can often equate to a “persons personality”, where you can describe the organisations in terms of the principles and values it follows and can stand over.
- An Environment that is Progressive and Transparent
As humans we all need to be recognised and acknowledged for the work we do. People work for more than a wage. They need to feel that they are using their skills in a way that impacts on others or within a work environment.
Employees need to feel valued and respected and that they are important either within their role or as part of a team. It is a leaders/ manager’s role to ensure that this is happening. There is a lot of information out there regarding implementing positive performance and recognition rewards, but often a thank you can suffice.
Employees want a work environment where they feel trusted and respected. It is also equally vital for them to be able to respect their peers or managers. Recognition needs to be built into the job role for the manager as well as overseeing organisations KPIs.
Transparency is the openness shared by the employer and the employees. If Employees know what is going on they are more engaged and included adding to a sense of contentment and belonging. An open-door policy cannot be underestimated, encouraging two way communications.
- Trust
Trust in the organisation’s cultural aspirations and direct management processes is crucial. Employees often demonstrate disengagement and demotivation when they are exposed to a perceived lack of respect or unwanted behaviours. Examples can include lack of appreciation, micromanaging, or microaggression. This can often be perceived as workplace bullying if it is not addressed or there is a non-awareness by management.
- Feedback
Feedback is a wonderful way to affirm employees – this can be used to acknowledge and recognise a job well done. It can also be used to build morale and confidence when teaching /training someone to undertake or improve on their performance. It can also be used to give feedback that may be perceived as negative but if delivered correctly can enhance and improve someone’s role and ensure that they stay motivated and committed. Lack of feedback can create a lot of miscommunications. As well as employee dissatisfaction in the workplace. Managers/leaders must master the art of giving feedback when it comes to redirecting employees
- Helping your Employees to create a work-Life Balance
Balance is not better time management, but better boundary management. Balance means making choices and enjoying those choices.”– Betsy Jacobson.
Now more than ever we are recognising the importance of a work-life balance. Many companies are providing employees with initiatives that state that they care about their welfare. This includes
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Employee welfare and expectations of modern business revolve around many aspects. It is more about providing a good employee experience to keep them motivated, happy and satisfied, while still getting the job done.
