Keeping Your Employees Happy, Productive and Motivated
By Christina Ellis
A few years ago, having moved to the Nashville area, I began searching for work. I had been with my previous employer for years and wanted to make sure I found a place where I can be just as happy, but also a company that holds the same values and dedication towards people and their employees as I do my employer, candidates and co-workers. After interviewing at many places, interviewing with the M force team was refreshing. I love going to work every day and while I am there, I do the best I can because of the way I am treated.
Studies show that happy, positive employees outperform negative employees in terms of productivity, energy levels, turnover rates and healthcare costs.
According to Shawn Achor, Harvard researcher and author of “The Happiness Advantage
,” optimistic Employees outperform their pessimistic counterparts by up to 37%. Having happy employees leads to employee retention and employer dedication. At my recent annual work review, I got one of the highest scores for employer dedication. My boss said if I came into his office and gave a notice, he would be shocked and would want to know what he did wrong. That is because I love what I do and I am happy where I work and it shows.
In a recent article
by InFocus, author Bruce L. Katcher of Discovery Surveys
says 4 out of 10 employees do not feel their supervisor supports their growth. Katcher writes, “The challenging economy of the past few years has exacerbated the problem of motivating employees. Advancement opportunities have been severely limited due to the lack of growth and Employees are feeling over worked, unappreciated, and under compensated.”
However, he also offered some solutions:
Katcher says communication between managers and employees is important along with linking pay to job performance. These can help create a greater link between employees, their company and their quality of work.
Katcher also explains that “one-third of employees do not feel they have the decision-making authority they need to do their jobs well.” He suggests solving the problem by providing employees with challenges to encourage growth. At M Force, we are constantly given incentives for doing our jobs, including kicking off early on Fridays and paid incentive trips (who WOULDN’T work harder for a free cruise?).
Most employers like to describe their workforce as a team. That’s an obvious connection to make because so many of the things we do every day rely on communication and teamwork. But that idea of teamwork should be more than just a label. Katcher writes, “Share the good news and thank employees for their contributions. Doing so will help improve employee motivation. At M force, we are constantly being praised on personal and team successes. The better we do, the more I want to help take it to the next level.”
I love my job and feel it really enriches my life. That’s an important part of what makes me and our team successful.