The recent Toyota debacle has demonstrated all too clearly how the brand of a business can suffer when displayed in a continuously negative light. And it’s not just the consumer brand that suffers – it’s the employer brand too. So how can businesses continue to motivate staff during difficult times and beyond?
Employee engagement can be achieved in many forms, and it doesn’t all have to be about financial rewards.
Happy workers are less likely to leave than unhappy ones so something as simple as saying thank-you or taking the time to write a letter of appreciation after a job well done can improve an employee’s morale.
The recession has meant that many businesses have had to make strategic changes. But change management can have a real effect on how engaged your employees feel? If you are restructuring the
business, consider the effect your communication will have on all employees. Try not to use negative words or phrases when sending company notices and always enforce the positive nature of what you are doing. This will help maintain motivation and enhance engagement during tougher periods.
Providing development opportunities and regular training is also crucial and should be seen as an investment rather than a cost. If someone wants to improve their skill set and you are willing to commit to helping them, they are more likely to stay put and improve their focus and motivation in their role.
Finally, as mentioned right at the beginning, although it’s not always about flashing the cash, it is worthy of consideration. Let’s be realistic – financial rewards can be just as satisfying (if not more) and if you consider that an employee’s performance is necessary to reward, discretionary bonuses can be a key engagement tool.
However, a mix of intrinsic and financial rewards to show your appreciation is often the best policy to ensure a motivated, focused and happy workforce. Just remember, engagement is just as important the whole year round, not just during those difficult times.
Written by Hannah Baker-Sadaat - an HR professional with three years of generalist HR experience in the support services industry. She is CIPD qualified with a Masters in Personnel Development. You may contact her at hannah@handyhrhelp.com
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