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You recently attended a talk by a motivational speaker on how to improve staff morale. Write a
review of the talk for your human resources manager:
iii) proposing what steps could be taken by your company to maintain staff morale
Employees down in the dumps? Here are a few ideas for turning things around
Hows worker morale these days? Depends on who you ask.
A recent Gallup poll found a startling 70% of workers either hate their jobs or are completely
disengaged. Most observers blame the economy: Businesses are short staffed, everyone is
overworked, and no one can remember their last raise.
But others see it differently. The 2012 Workforce Retention Survey by the American Psychological
Association says that 67% of employees stay in their current jobs because they enjoy the work.
While the surveys may diverge, business owners typically know for themselves whether their
employees are loving or hating their work. Either way, a big percent say morale is a top priority. In a
recent Robert Half poll, one in five business owners said maintaining morale and productivity was
their top priority.
Gift cards and plaques help, as do spontaneous thank-you awards. (And you can even give tax
free.) But here are some other ways you may not have thought of to boost morale today.
5. Go away
Among small business owners, one of the most widely touted morale-boosters is the off-site lunch.
While the measures named above are generally free, this one can cost a few dollars, but supporters
say it is worth it. By getting off site, employees get a break from the work routine. They engage each
other as individuals, talking through problems and laying out a vision for what is to come. It doesnt
have to be a lavish corporate retreat. Sometimes the best way to make work fulfilling and productive
is to walk away from it for a while.
The Gallup Organization estimates that there are 22 million actively disengaged employees
costing the American economy as much as $350 billion dollars per year in lost productivity
including absenteeism, illness, and other problems that result when employees are unhappy
at work.
According to a 2009 Gallup poll, only 50 percent of employees surveyed said they were
"completely satisfied" with the level of recognition they received at work.
About 40 percent of employees in the U.S. let personal finances and other issues affect their
performance in the workplace.
77% of employees agree that health and wellness programs positively impact the culture at
work.
In this years SHRM survey, employees were only moderately engaged (3.6) on a scale of 1
to 5, where 5 is highly engaged.
Employees identified these factors as their top 10 most important contributors to their job
satisfaction.
Job security: 63%, for the fourth consecutive year, as the top most important determinant of
job satisfaction. (67% of employees are very satisfied or satisfied with their job security.)
Opportunities to Use Skills and Abilities: 62%. (74% are satisfied or very satisfied in their
workplace.)
Organizations Financial Stability: 55%. (63% are satisfied or very satisfied.)
Relationship with Immediate Supervisor: 55%. (73% are satisfied or very satisfied.)
Compensation: 54%. (61% are satisfied or very satisfied.)
Benefits: 53%. (65% are satisfied or very satisfied.)
Communication between Employees and Senior Management: 53% (54% are satisfied or
very satisfied.)
The Work Itself: 53%. (76% are satisfied or very satisfied.)
Autonomy and independence: 52%. (69% are satisfied or very satisfied.)
Managements Recognition of Employee Performance: 49%. (57% are satisfied or very
satisfied.)
Feeling Safe at Work: 48%. (78% are satisfied or very satisfied.)
Overall Corporate Culture: 46%. (60% are satisfied or very satisfied.)
Flexibility for Work-Life Balance: 38%. (65% are satisfied or very satisfied.)
Relationships with Coworkers: 38%. (76% are satisfied or very satisfied.)