The Keys to Improving Employee Morale
You can have the most talented, experienced team of tech professionals all under one roof, but if they don’t believe in the product being worked on or the direction in which their company is going, then success will be hard to reach. High employee morale is the grease that gets the gears moving, and that’s why a group like Plasticity Labs—which uses data analytics to gauge workplace morale—can even exist.
CEO Jim Moss looks at “what inspires employees instead of what simply motivates them,” and his company’s influence will only swell after raising $2.1 million for expansion and development. Plasticity Labs is just two years old, but it’s already extended its influence into eleven countries and has grown to have twelve enterprise customers.
A company like this can develop at this rate because of the undeniable benefits of happier, more motivated employees. Greater employee involvement in decision making gives individual workers a stronger sense of pride in their work; placing more trust on members of the company allows them more control over daily work functions.
Taking advantage of the services that Plasticity Labs offers is one way to solve your morale problem, but it’s also important to know how to independently boost company spirits. Explaining the value of an employee’s work can increase productivity and help make daily functions more than just something that fills eight tedious hours. Allowing workers to pursue passion projects can spark new excitement and energy.
Fear of conflict and a lack of trust can bend and even break teams, so building strong groups and fostering communication can produce the results you’re looking for. Employees need to get to know each other’s strengths, weaknesses, and goals for specific projects, and that can’t get done unless they can further communication and trust.
The above method works to keep smaller teams running more smoothly, but how to do you get your company, as a whole, on the same page? One method involves departments getting to know job functions on a deeper level. IT might have no idea what publishing is even doing for those forty (or more) hours each week, so taking the time to show how the different departments fit together to create the corporation at large creates camaraderie.
Different tasks on your company’s daily to-do list will still get checked off if the company has low morale, but the quality of work will often fall far below expectations. Employees aren’t robots. If you’re looking to maximize output, employees need to believe in where they work and what they’re working on.
