4 minute read
Keeping Staff Motivated
Paula Ruane considers how you can help your staff return to work feeling engaged
In the UK, we tend take our time getting back into the swing of work after Christmas and New Year. Probably something to do with the short days, grey skies, cold, wet weather and, well frankly, it is generally much nicer all round to be at home. This year it may be even harder with the looming threat of further Covid restrictions.
Returning to work after Christmas and New Year is not an easy thing to do, according to psychologists. Following the nice break of no routine, travel, deadlines and demands, motivation and the “work mode mindset” is a thrown off. The mix of sadness and reluctance to leave this time and memories behind for another year combined with the worry about the waiting workload, emails and other issues can cause feelings of anxiety. Avoidance is easier than getting down to it. This isn’t such good news for you, if you are an employer with waiting, agitated customers and clients wanting results in the New Year.
There are a few things that you can do now, before the break, to better support and prepare your staff to help their motivation to return to work, keen, ready, and engaged. A HR survey in 2015, reported that 84% of employees interviewed would feel more motivated if they received a non-financial reward. So, bearing this in mind, what can you do?
The gift of time
People appreciate others spending time on them. It makes them feel valued. Depending on numbers and company structure, you can either survey or have a chat individually with each about how they are doing. How about a quick coffee to do this? It will give a huge morale boost and make them feel appreciated. 38% of employees want rewards that make them feel valued.
Allay fears and anxiety
The cascading fallout of Covid, lockdowns and uncertainty about the new variant make an impact on each of us to one degree or another. Arranging catchups will give line managers or team leaders the opportunity to discover what employees’ concerns are, if any, and how you can put their minds at ease. This isn’t a part of an end of year review, it should be separate. Reviews further add to stress and anxiety.
Providing the personal approach
In the survey or chat, include topics around the goals and aims of the individual for 2022. It doesn’t have to be work-related, such as looking for a promotion, pay increase or improving skills (but it might). They might want to move house, build an extension, a new kitchen or have a special holiday/ anniversary. Identifying something which is personal and meaningful is important for both of you and can help bring the goal to fruition. Reminding your employees about their goals could be a simple way of refocusing and keeping motivation up as the year draws to a close.
Keeping staff motivated who work between Christmas and New Year
If you need a skeleton staff on during the down time, offer incentives and rewards. Having something special for lunch delivered or an unexpected financial “thank-you” will go a long way to perking them up and keeping them motivated and happy!
Rewarding employees for a job well done
Incentives and rewards shouldn’t be viewed as a way to bribe staff into working harder – they should be provided to make staff feel valued for the work they do for the organisation. With as many as one in five people looking to change career in the next 12 months, inspiring the loyalty of staff is essential. In January, 18% of employees look to change jobs. By valuing your staff and showing it, you will more easily retain them and avoid the disruptive, costly recruitment activity needed to replace them.
Paula Ruane: www.paularuane.com
