Are your employees unhappy?
Cold weather, overstretched bank accounts and tough new year’s resolutions can make for a depressing January but are your staff’s frowns about more than just the time of year?
New research has revealed that almost half of UK employees are unhappy at work and 30 percent of frontline staff have admitted they never feel enthusiastic about their job.
It would appear this negativity is having an affect on productivity as the survey by DBI Furniture Solutions also revealed that happy employees are 12 per cent more productive than those who are unhappy with their situation.
How can you create a happy workforce?
Miscommunication can lead to unnecessary stress and resentment for staff. Take the time to make your expectations clear to employees and give them the opportunity to clarify anything they’re unsure about. A framework needs to be in place for employees to be able to succeed. As job roles grow and develop make sure that the new expectations are discussed otherwise you’re setting staff up for failure and a reason to move on.
Encourage honesty – even if you don’t like what you hear!
If staff feel they can speak their mind freely and without getting into trouble then it leads to greater satisfaction. Being able to offer ideas and give feedback is an essential way that employees engage with their workplace.
Invest in staff development
Developing your employee’s skills and talents through training and mentoring will not only benefit them personally but also your business. Staff are far more likely to stay with a business that actively invests in their development.
The perception of fairness is crucial in a happy, constructive workplace. Whilst is it unrealistic to expect that all staff are paid the same it is helpful to offer similar perks and rewards to employees across all levels
Reward results and effort
A worker’s decision to leave a company may have less to do with the business and senior management and more to do with colleagues. Keep on top of what each individual member of staff is doing so that merit is given where it is due. If staff know that you will reward results rather than hype they’ll be far more enthusiastic to stay.
Stay in touch
If you are approachable then you will be far more likely to read the signs that your staff may be unhappy or seeking change which puts you in a great position to do something about it. Open the lines of communication with regular one to ones, reviews and staff away days.