Unhappy Employees Here Are a Few Tips on How to Change That - Introvert Whisperer

Introvert Whisperer / Unhappy Employees Here Are a Few Tips on How to Change That - Introvert Whisperer Unhappy Employees: Here Are a Few Tips on How to Change That While most entrepreneurs still refuse to recognize happiness as a productivity-related factor, the fact still remains that happy employees perform about 12 percent better than their counterparts. For something so abstract and seemingly hard to quantify, this is quite the figure, yet, your work doesn’t end there. Sure, making your employees happier might bring you this 12 percent boost but allowing for anarchy to spawn in your workplace you might negate these effects and make the situation even worse than it was before. In other words, you need to walk a thin line between making your employees happy and letting them do whatever it is they want to do. After all, as a leader and an entrepreneur, you still have goals to reach, a mission to accomplish and a vision to fulfill and these things won’t happen on their own, regardless of how capable and motivated your employees are. With this in mind, here are a few tips on how to make your employees much happier within their own office without having to sacrifice on your inter-office discipline. 1. Effective leadership The first thing you have to do in order to improve the situation within the office is to realize that the effective and authoritarian leadership aren’t the same thing. Sure, keeping some level of authority within the office matters, yet, this is not the most important thing there is. Being supportive does have its benefits and, sometimes, punishing culprits won’t be the best course of action. Think about it, everyone makes mistakes, however, people who are afraid of taking a leap of fate will never reach their full potential. As a leader, you need to let your team know that, although sometimes they have to play by the book, they won’t lose their job if they try to pull something off on their own, every once in a while. Most millennial employees will already change several bosses by the time they come to your employ, which means that they will have a direct point of reference to compare you to. If you rank low, amongst their previous bosses, you can rest assured that they won’t stay there for long, even if you do offer some outstanding work conditions. On the other hand, by being one of the best employers/managers they’ve had, you can achieve an incredible level of talent retention, without even actively trying to do so. 2. Sense of security One of the greatest misconceptions in the business world is the belief that the office security is something that only concerns the employer. Employee theft, for instance, is something that usually gets performed by a single entity within the office, yet, ends up being something that everyone gets blamed for. In turn, it creates an unpleasant, even hostile work environment, which, further diminishes one’s ability to fully relax in their workplace. The next security issue you should be concerned with is the safety of your employees and their assets while at work. You want your car parking to be as safe as possible and you don’t want to let anyone just casually stroll in while your team is working. Therefore, investing in security might be a wise choice. Nonetheless, this is a double-edged sword. While investing in gate accessories makes everyone feel safe, installing indoors surveillance cameras can make your team feel uneasy. 3. Weekly goals When you’re driving your company in the right direction, your prestige will grow, your reach will expand and your revenue will skyrocket, on the other hand, how much of this growth can your team actually feel. Unless you’re determined to give them a raise every time they successfully wrap up a project, you will find that most of your employees simply can’t tell if your company is performing great or not. The best way to give them a hint of how you’re doing is to set some weekly goals and in this way help them track your progress. This isn’t an easy thing to do either. Lower your bar too low and you’ll ruin your productivity and make any accomplishment completely meaningless. Nonetheless, if you set the bar too high you’ll risk demoralizing your team. This is why setting your goals properly might not be nearly as simple as you might have hoped for. 4. Individual vs. team motivation The lack of adequate course of action on this topic comes from a common misunderstanding. Rewarding individual achievements more than you do team accomplishments tends to create a hostile competitive atmosphere within the office. Nevertheless, same doesn’t go for individual vs. team motivation. Not everyone is equal and there are some of your employees who care for affirmation and recognition more than they do about money or promotions. Sure, they aren’t a large portion of your workforce but even the most ambition driven employees want to know that you value them. The problem with team motivation lies in the fact that it has a potential of sounding less than genuine. Moreover, it tends to cause friction within teams themselves. For instance, your most productive employees might feel like they are not getting enough praise, while for those who know they didn’t do much on the project, these compliments may sound empty. A good leader tracks the progress of each individual in their employ and then gives them a face to face feedback on their performance. Mentioning a specific task in which your employee excelled is much more effective as a praise than merely telling your team members that you couldn’t do without them. In conclusion While paying them more, promoting them and providing them with better equipment might be the simplest way to raise the office morale, the above listed five methods are, by far, the most cost-effective ones. After all, how can their ROI be anything else than amazing, when all they require is a shift in attitude and a slight alteration of your business practices. Even the investment in security stands to protect your resources rather than diminish them, which, once again, tips the scales ever in your favour. Author: Emily Wilson “Emily is a business psychologist with a passion for marketing. Researching, exploring and writing is her favourite thing to do. Besides that, she loves animals, music, and travelling”. Go to top Power-Influence-Office Politics: it comes down to your Strategic Relationships and understanding of how you build each one of these elements. I want to help you accelerate your career by connecting you with your Free Instant Access to my video that outlines all of this and meaningful actions you can take today!  Start watching now by clicking here! Brought to you by Dorothy Tannahill-Moran â€" dedicated to unleashing your professional potential. Introvert Whisperer