TINYpulse recently released the results of its annual employee engagement survey, and its findings suggest that more interactive, connected workplaces contribute considerably to employees' happiness and ability to thrive.
The value of employee satisfaction doesn’t end with promoting positive feelings within the office. Rather, engaged workers help improve a business’s bottom line, as companies get more for their money when they cultivate happy, productive staff. As such, it’s key to implement strategies that make people feel good about their work. Employee reward programs can do this, and best management practices can be equally vital, especially when used on a consistent, day-to-day basis.
HR solutions firm TINYpulse recently released the results of its annual employee engagement survey, and its findings suggest that more interactive, connected workplaces contribute considerably to employees’ happiness and ability to thrive.
Let employees collaborate
One of the most effective strategies managers can adopt is to give staff the freedom to work together organically. The vast majority of respondents to the TINYpulse survey said that their coworkers are the thing they loved most about their jobs. And 36 percent of total responses included some form of recognition or praise for another employee.
“As organizations become more decentralized, virtual and matrixed, there’s a growing need to provide regular recognition that goes beyond the antiquated one-on-one supervisor-to-employee relationship,” the study said. For this reason, companies should consider taking a back seat and letting employees collaborate naturally rather than exerting too much control.
Give staff a sense of purpose
Don’t lay back for too long, though. The study found that managers have some real work to do, as just 42 percent of employees were able to articulate the values, mission and vision of the companies they work for.
In a column for Forbes, business writer Victor Lipman suggested that this rather low figure reflects the fact that most companies simply don’t prioritize communicating their values to employees. They view such initiatives as “soft,” Lipman wrote, whereas efforts to raise awareness of company goals needs to be “consistent and sustained over time” in order to have a real effect on employees’ understanding of their roles within the firm.
The No. 1 factor that dictates employee happiness, TINYpulse found, is transparency between supervisors and staff. Why is this good news for management? Because creating visibility is practically free.
“The cost of improving transparency is almost zero, and we are seeing an increasing number of companies using transparency as an advantage when attracting and retaining top talent,” TINYpulse CEO David Niu commented.
Reward and recognition programs can be an effective way to build trust between managers and staff, especially if supervisors go out of their way to applaud employee work on a routine basis, too.