Michelle Taylor, CEO of BETAH Associates, leads communications and event-management initiatives for clients.
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After nearly three years of learning how to work from home during the pandemic, many teams are now facing the uncertainty and anxiety of coming back to a changed workplace.
Results from an April 2020 survey of HR professionals by the Society for Human Resource Management illustrated growing pains related to remote work: 71% of employers said they were struggling to adapt to remote working arrangements, and 65% indicated that maintaining employee morale was a challenge.
Responses from an April 2022 SHRM survey showed that U.S. workers have mixed emotions about returning to the workplace, with 37% reporting feeling indifferent to the move. Stress and disengagement remain high. In Gallup’s State of the Global Workplace: 2022 Report, only 21% of employees said they are engaged at work, and 44% reported experiencing a lot of daily stress in the previous day.
It’s essential to stay attuned to your employees’ feelings and needs during changing circumstances. Uncertainty can take its toll on employee morale. Here are strategies I have been using in my company, BETAH Associates, that I recommend implementing to care for individuals and strengthen teams.
1. Take the temperature.
Start by getting a realistic picture of employee morale. What is working well for people, and what isn’t? Are certain factors—like a hybrid environment or flexible hours—causing uneven distribution of responsibilities? Try to identify situations that may lead to employee burnout. Make sure people have enough autonomy and control over their work to avoid overload, and give them a real voice and involvement in decision making.
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2. Make time off more customizable.
Consider revising your paid time off policies so that employees have more freedom and flexibility. Trust your team members to decide when they need PTO. In my company, we instituted a new responsible leave policy that allows staff to choose how to use up to five weeks of paid leave for vacation, sick days and personal time off. I believe it is important for every manager to be a role model to staff in this area—and that means taking adequate time off yourself.
3. Beef up communications.
Employee communications should be persistent, consistent and insistent. Communicate frequently and with a variety of channels so people don’t feel isolated, making liberal use of video calls, email and instant messaging. Set clear expectations but also encourage feedback; communications must be two-way. Listen for work-related problems as carefully as you share information.
See that managers check in directly through small group meetings and one-on-ones with each team member so everyone feels appreciated and valued. I hold quarterly lunches with new staff to make sure they are well-oriented and know that my door is always open. Our company also participates in facilitated “Conscious Conversations.” These gatherings feature diversity, equity and inclusion sessions that aim to create safe spaces for employees to voice their lived experiences, ask questions and explore issues around identity in and beyond the workplace.
4. Focus on the employee as a whole person.
Employees are more than just their contributions at work. Show empathy and remember that personal problems can influence team morale. Ensure that managers address employee concerns so employees feel cared for and fully supported to do their best work.
Invest in employees by giving them your time and attention. We hosted monthly “BETAH Boost” sessions for our associates—30-minute motivational workshops led by a life coach to support collective morale and wellness. We launched the series to provide our team with tools to unpack the negative effects of the pandemic, as well as other life-challenging circumstances and stressors.
5. Reinforce team culture.
Many hands make light work. Foster teamwork and shared accountability to lighten individual workloads and challenges—removing barriers, facilitating collaboration and making sure everyone’s opinion counts. Try hosting virtual happy hours, parties, craft-making classes, exercise classes, volunteer activities and other online get-togethers.
Experience has shown me that connecting employees as a community greatly boosts morale at work. My team and I have gotten creative about finding fun ways for employees to connect now that lunches and watercooler conversations are harder to have. So far we have rallied employees to participate in fitness activities for the American Public Health Association’s Keep It Moving Challenge, celebrated National Pet Week with a virtual lunch and bingo and sponsored a book drive for International Children’s Book Day.
6. Show gratitude and recognition.
Make a practice of showing your employees you value them and their work. A simple “thank you” in a staff meeting can go a long way. Celebrate team members’ efforts and successes regularly through recognition in internal newsletters or employee-of-the-month awards (including a gift card doesn’t hurt, either). Make an effort to recognize personal milestones, as well, such as birthdays, weddings and work anniversaries.
7. Provide opportunities for growth and support.
When you give employees the chance to gain new skills and advance their careers, they are more likely to grow and thrive within your organization. We invest heavily in staff training, encouraging employees to participate in webinars and conferences or work toward professional certifications. Tuition assistance is also available for those who want to advance their formal education.
Support should also go beyond professional development. Employee assistance programs are designed to help your employees address personal problems that might be affecting their health or work performance. In my company, we identify and share online mental health support services and community resources that team members can turn to in times of stress. We also have an EAP in place to help staff and their families work through challenges, including medical, financial or legal problems or relationship issues.
I believe boosting employee morale is the responsibility of every manager in the company. Keeping employees engaged and connected is more challenging than ever. Consider this time as an opportunity to strengthen your company and model the behaviors you would like to see instilled in employees.
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Author: Michelle Taylor, Forbes Councils Member
