High-performance teams are the cornerstone of success in any organization. These teams possess exceptional skills, collaborate seamlessly, and consistently deliver outstanding results. Understanding the concept of high-performance teams is crucial for companies seeking to improve productivity and achieve their business goals.
Understanding the Concept of High-Performance Teams
When it comes to achieving success in any organization, the concept of high-performance teams plays a crucial role. These teams are not just ordinary groups of individuals working together; they are a force to be reckoned with. High-performance teams are known for their ability to consistently exceed expectations, innovate, and adapt to change. They are driven by a common purpose and possess complementary skills that allow them to tackle even the most challenging objectives.
Key Characteristics of High-Performance Teams
High-performance teams possess several key characteristics that set them apart from conventional teams. Let's take a closer look at these characteristics:
Clear goals: They hold a shared understanding of their objectives and a clear roadmap to achieve them. They know exactly what they are working towards and how to get there.
Effective communication: Members of high-performance teams understand the importance of open, honest, and respectful communication. They foster an environment of trust and transparency, where ideas and feedback flow freely.
Complementary skills: Each team member brings a unique set of skills and expertise to the table. These skills complement one another, allowing the team to tackle complex challenges with ease.
Accountability: They take ownership of their tasks and responsibilities. They understand that their individual contributions are crucial to the team's success, and they hold themselves accountable for delivering results.
Innovation: These teams embrace creativity and encourage innovative thinking. They are not afraid to challenge the status quo and continuously improve their processes to achieve better outcomes.
It is important to note that the growth of high-performance teams is not only beneficial for the organization but also for the individuals involved. When team members work together cohesively, it not only leads to the achievement of business goals but also enhances overall employee satisfaction and engagement. The sense of belonging and camaraderie that comes from being part of a high-performance team can have a profound impact on an individual's professional development and personal fulfillment.
The Importance of Team Growth in an Organization
When a team is composed of individuals who possess diverse skill sets and expertise, they can collectively tackle complex challenges and generate creative solutions. This diversity of perspectives and knowledge fuels innovation within the organization, allowing it to stay ahead of the competition.
In addition, teams that have opportunities for professional development and access to a support network tend to feel more competent and valued. While training programs and workshops can enhance an employees personal and professional growth, team-building activities promote camaraderie and foster stronger relationships with colleagues. As a result, these employees are more likely to be engaged, productive, and committed to the organization.
Steps to Building a High-Performance Team
Here are several steps to take when building your high-performance team.
Identifying the Right Team Members
When identifying the right team members, consider not only their technical skills but also their interpersonal skills. A team that works well together and communicates effectively is more likely to achieve high performance. Additionally, individuals who are self-motivated and have a strong work ethic are valuable assets to any team. Lastly, assess the potential team members' alignment with the team's goals and values. Having team members who are passionate about the team's mission and share a common vision can greatly contribute to the overall success of the team.
Setting Clear and Achievable Goals
When setting goals, make them specific, measurable, attainable, relevant, and time-bound (SMART). This framework helps ensure that goals are realistic and can be effectively tracked and evaluated. In addition to setting goals, remember to involve the team members in the goal-setting process. By allowing them to contribute their ideas and opinions, they will feel a sense of ownership and commitment towards achieving those goals.
Promoting Effective Communication
Open and effective communication is the lifeblood of high-performance teams. One effective strategy is to establish regular team meetings where team members can discuss progress, challenges, and ideas. These meetings provide an opportunity for everyone to be heard and contribute to the decision-making process. Additionally, creating a safe space for team members to express their thoughts and concerns fosters a culture of psychological safety, where individuals feel comfortable taking risks and sharing their opinions. Lastly, leveraging technology can greatly enhance communication within a team. Using project management software, instant messaging platforms, and video conferencing tools allows team members to collaborate in real-time, regardless of their physical location.
Strategies for Nurturing High-Performance Teams
Here are several tactics to employ when nurturing your high-performance team.
Encouraging Continuous Learning and Development
Investing in ongoing learning and development opportunities equips team members with the skills and knowledge needed to adapt to changing circumstances and stay ahead of the competition. Providing access to training programs, workshops, and mentoring opportunities fosters continuous growth within the team.
For example, offering online courses, organizing in-house training sessions, or providing access to industry conferences and seminars would update your employees' skillsets and prevent them from stagnating. Additionally, holding regular knowledge-sharing sessions, where team members present on topics they are passionate about or have recently learned, can foster innovation and keep the team at the forefront of industry trends and best practices.
Fostering a Positive Team Culture
A positive team culture sets the foundation for high performance. By promoting trust, respect, and collaboration, leaders can create an environment that encourages creativity, risk-taking, and mutual support. Recognizing and celebrating team achievements helps boost morale and maintain motivation.
First, leaders must actively promote and embody the values and behaviors they want to see in their teams. This can be done by fostering open communication channels, where team members feel comfortable expressing their ideas and concerns. They also can add to a positive team culture by encouraging collaboration and teamwork. This can be achieved via cross-functional projects or opportunities for team members to work together on challenging tasks. By emphasizing the importance of collaboration, leaders can foster a sense of camaraderie and shared purpose within the team.
Implementing Regular Feedback and Recognition
Regular feedback and recognition are essential in keeping team members engaged and motivated. Constructive feedback helps individuals identify areas for improvement and reinforces positive behaviors. Recognizing achievements, both big and small, reinforces a sense of accomplishment and encourages continued excellence.
Feedback should be an ongoing process, rather than a once-a-year performance review. Regular check-ins and one-on-one meetings provide opportunities for leaders to provide constructive feedback and guidance to team members. This feedback should be specific, actionable, and focused on both strengths and areas for improvement.
In addition to feedback, recognizing and celebrating team achievements is crucial for maintaining team morale and motivation. This can be done through various means, such as public recognition during team meetings, rewards and incentives for exceptional performance, or even simple gestures like handwritten notes of appreciation. By acknowledging and celebrating team achievements, leaders can create a positive and supportive environment that encourages continued excellence.
Overcoming Challenges in Building and Nurturing High-Performance Teams
Here are several obstacles that companies tend to face when building and nurturing their high-performance teams.
Dealing with Conflict within the Team
Conflict is a natural part of any team dynamic. Addressing conflicts early and transparently, promoting open communication, and encouraging team members to find mutually beneficial resolutions helps maintain a healthy team environment. Cultivating emotional intelligence and conflict resolution skills within the team can also contribute to resolving conflicts effectively.
Managing Change and Uncertainty
Organizational change and uncertainty can disrupt team dynamics and impact performance. Staying agile and adaptable, building resilience, and providing clear communication about changes can help ease uncertainties and maintain team morale during these challenging times.
Ensuring Consistent Performance Amidst Pressure
High-performance teams may face intense pressure and tight deadlines. Establishing support systems, providing resources, and encouraging work-life balance can mitigate burnout and maintain consistent performance even in demanding situations. Effective workload management and regular monitoring of team members' well-being help create a sustainable high-performance culture.
Build and Nurture High-Performance Teams with Wrike
Building and nurturing high-performance teams is crucial for business success. With Wrike, you can easily manage your team growth initiatives. Wrike allows you to create individual folders for each team or project, serving as a central hub for all relevant information and updates, fostering high-performance teams.
Beyond just team growth, Wrike offers a comprehensive suite of tools designed to streamline your workflows, foster collaboration, and drive productivity. From real-time communication to intuitive task management features, Wrike provides everything you need to build and nurture high-performance teams.
Ready to build and nurture high-performance teams for business success? There's no better time to start than now. Get started with Wrike for free today.
Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.
Wrike Team
Occasionally we write blog posts where multiple people contribute. Since our idea of having a gladiator arena where contributors would fight to the death to win total authorship wasn’t approved by HR, this was the compromise.
Reviewing with Empathy: Addressing Common Employee Review Challenges
Employee reviews play a crucial role in shaping individual growth and company success. However, these reviews can often create challenges and tensions if not approached with empathy and understanding. This article explores the importance of empathy in employee reviews and provides strategies for addressing common review challenges in an empathetic manner.
Understanding the Importance of Empathy in Employee Reviews
Empathy is a fundamental aspect of effective communication and understanding in the workplace. In the context of employee reviews, empathy refers to the ability of reviewers to genuinely understand and connect with employees' perspectives, experiences, and emotions.
Defining Empathy in a Workplace Context
Empathy in a workplace setting involves actively listening to employees, acknowledging their feelings, and demonstrating understanding and compassion. It goes beyond simply offering solutions or feedback and instead focuses on creating a supportive and inclusive environment where employees feel valued and heard.
The Role of Empathy in Employee Evaluation
When empathy is infused into the evaluation process, it helps build trust and rapport between reviewers and employees. It allows reviewers to see beyond surface-level performance indicators and consider the broader context of an individual's work and personal circumstances. Essentially, empathy in employee evaluation involves looking beyond the numbers and metrics and considering the human aspect of work. It requires understanding that employees are not just cogs in a machine, but individuals with their own strengths, weaknesses, and challenges. Therefore, staff should be treated humanely and respectfully, regardless of their job title within the company.
Common Challenges in Employee Reviews
Employee reviews are not without their challenges. From biases and inconsistencies to issues related to fairness and limited feedback, there are several common pitfalls that organizations must address to ensure the validity and effectiveness of the review process.
Identifying Common Pitfalls in Review Processes
Halo effect and leniency bias.
Halo effect occurs when a reviewer's overall positive impression of an employee influences their evaluation of specific performance areas. This can lead to inflated ratings and an inaccurate representation of the employee's true strengths and weaknesses.
Leniency bias happens when a reviewer consistently rates employees higher than their actual performance warrants, leading to a lack of differentiation and potentially hindering employee development.
Lack of consistency in review criteria across reviewers and teams leads to inconsistency and the sentiment that performance evaluations are subjective rather than objective.
The Impact of Negative Reviews on Employee Morale
Negative reviews, especially poorly delivered ones, can have a significant impact on employee morale and motivation. Harsh or demoralizing feedback can lead to increased stress, decreased productivity, and poor mental well-being. This can lead to higher turnover rates, which is never good for any business.
It is crucial for reviewers to provide constructive criticism in a respectful and supportive manner, focusing on specific areas for improvement rather than personal attacks. Now if employees feel their concerns or perspectives are not valued or heard during the review process, it can lead to a sense of disconnect and disengagement. This can erode trust between employees and their supervisors or the organization as a whole. Ultimately, companies should foster a culture of open communication and encourage employees to provide feedback on the review process itself.
Empathetic Approaches to Addressing Review Challenges
Review challenges are a common occurrence in organizations, but they can be effectively addressed by adopting empathetic approaches.
Incorporating Empathy into Feedback Delivery
When delivering feedback, it is crucial to approach the conversation with empathy and understanding. This not only helps to build trust and rapport but also creates an environment where employees feel valued and supported.
One way to do this is through active listening, where the reviewer takes the time to genuinely understand the employee's perspective and concerns. Another important aspect of empathetic feedback delivery is acknowledging employees' feelings and perspectives. By recognizing their emotions and experiences, reviewers can demonstrate empathy and show that they genuinely care about the employee's well-being. This can be as simple as saying, "I understand that receiving feedback can be challenging, and I want you to know that my intention is to support your growth and development."
The Power of Constructive Criticism
Constructive criticism is a powerful tool for growth and improvement when used empathetically. Instead of solely focusing on an employee's shortcomings, reviewers should also emphasize their strengths and potential.
Offering actionable suggestions for improvement in a supportive manner is another key aspect of empathetic constructive criticism. Instead of simply pointing out flaws, reviewers should provide specific examples and guidance on how employees can develop their skills or overcome challenges. Furthermore, it is important for reviewers to set realistic expectations and timelines for improvement. By understanding the employee's workload and considering their personal circumstances, reviewers can provide constructive feedback that takes into account the employee's capacity for growth.
Implementing Empathetic Review Strategies in Your Organization
Now that we understand the importance of empathy in employee reviews, let's discuss how organizations can implement empathetic review strategies.
Steps to Cultivate an Empathetic Review Culture
Train reviewers: Provide training to reviewers on active listening, empathy, and delivering feedback constructively.
Standardize review criteria: Establish clear and consistent criteria and standards for performance evaluation to ensure fairness and objectivity across different review processes and reviewers.
Encourage ongoing communication: Foster an environment of open dialogue and frequent check-ins between supervisors and employees.
Measure the impact of empathetic reviews on employee performance and overall organizational success: Collect staff feedback using surveys or focus groups. Track key performance indicators (KPIs) like employee retention, productivity, and engagement levels.
Overall, reviewing with empathy is a powerful approach to address common employee review challenges. By understanding the importance of empathy, identifying and addressing common pitfalls, and implementing empathetic review strategies, organizations can create a culture that promotes growth, development, and employee well-being.
Address common employee review challenges with empathy using Wrike. Start a free trial today and foster a supportive work environment that encourages development.
Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.
Effective performance review goals are essential for the growth and success of any business. By setting clear and measurable goals, organizations can drive employee engagement, track progress, and align individual objectives with company objectives. In this article, we will explore the importance of performance review goals, the process of goal setting, common challenges faced, and best practices for creating impactful goals.
Understanding the Importance of Performance Review Goals
A performance review is a structured process where managers evaluate an employee's job performance and provide feedback. It serves as an opportunity to recognize achievements, identify areas for improvement, and set goals for the future. They also enhance employee-manager relationships, as both parties gain a deeper understanding of each other's perspectives when engaging in constructive and respectful dialogue. Lastly, performance reviews contribute to the overall organizational growth by aligning individual goals with the company's strategic objectives.
How Performance Goals Drive Employee Engagement
Performance goals play a significant role in driving employee engagement. When employees have well-defined goals, they have a clear understanding of what is expected of them. This clarity cultivates a sense of purpose and motivates employees to strive towards achieving those goals. It also promotes a sense of ownership and autonomy among employees, as the staff remains committed to achieving organizational objectives. What's more, performance goals facilitate employee development by providing a roadmap for career progression. By setting specific and measurable goals, employees can track their progress and identify areas where they need to acquire new skills or knowledge.
Establishing Clear and Measurable Goals
Setting clear and measurable goals is the key to effective performance review goal setting. By following the SMART framework and incorporating specific, measurable, attainable, relevant, and time-bound elements in goal setting, organizations can set meaningful and achievable objectives.
The SMART Framework for Goal Setting
Specific: Goals should have clear objectives and answer the who, what, when, where, and why of goal setting.
Measurable: Goals can be quantified and involve setting targets that can be objectively measured and evaluated.
Attainable: Goals are realistic, as they take into account the available resources, skills, and capabilities of individuals or teams.
Relevant: Goals align with individual and company objectives, and they contribute to the overall mission and vision of the organization.
Time-bound: Goals have a set deadline for completion, since they provide a sense of urgency and help prioritize tasks.
Examples of Effective Performance Goals
Now that we have explored the SMART framework, let's look at some examples of effective performance goals:
Increase sales revenue by 10% in the next quarter: By setting a specific target and a time frame, this goal provides a clear objective for sales teams to work towards. It also allows for measurement of success and evaluation of strategies.
Improve customer satisfaction ratings by 5% within six months: This goal demonstrates the importance of focusing on customer experience. Setting a measurable target and a realistic time frame lets businesses prioritize initiatives aimed at enhancing customer satisfaction.
Complete three professional development courses by the end of the year: Investing in professional growth is essential for both individuals and organizations. This goal promotes continuous learning and skill development, which can lead to improved performance and career advancement.
Reduce average response time to customer inquiries by 20% in the next month: Timely and efficient customer service is crucial for maintaining customer loyalty. By setting a measurable target and a short time frame, organizations can identify bottlenecks and implement strategies to enhance response times.
The Process of Performance Review
The process of performance review involves several stages, including preparation, conducting the review, and post-review activities.
Preparing for the Performance Review
Before the performance review, managers should review past performance, gather feedback from colleagues, and identify areas of improvement. It is crucial to approach the review with objectivity and fairness for a constructive conversation.
In the preparation phase, managers should carefully analyze the employee's performance history. This includes reviewing previous performance evaluations, tracking progress towards goals, and assessing the employee's overall contribution to the organization. Additionally, seeking feedback from colleagues can provide valuable insights into the employee's performance from different perspectives; this can be accomplished through anonymous surveys, one-on-one conversations, or team meetings. Lastly, managers should carefully consider the employee's job responsibilities, performance goals, and any specific challenges they may have faced. By pinpointing areas where the employee can improve, managers can provide targeted feedback and create a development plan that focuses on their individual needs.
Conducting the Performance Review
During the performance review, managers should provide feedback on strengths and areas for improvement, discuss progress towards goals, and address any concerns or challenges. Encouraging open dialogue and active listening can contribute to a productive and meaningful review.
When conducting the performance review, create a safe and supportive environment. This means approaching the conversation with empathy and understanding, allowing the employee to express their thoughts and feelings freely. Remember to offer useful feedback and be constructive when discussing both the employee's strengths and areas for improvement. As for discussing progress towards goals, review the employee's performance goals and assess their progress. This includes evaluating whether the goals were realistic and attainable, identifying any obstacles that may have hindered progress, and discussing strategies for overcoming these challenges.
Post-Review: Tracking and Adjusting Goals
After the performance review, it is important to track progress towards goals and make adjustments as needed. Regular check-ins can provide an opportunity to provide ongoing feedback, offer support, and make necessary modifications to ensure goals remain relevant and attainable.
Following the performance review, establish a system for tracking progress towards goals. This can include regular check-ins, where managers and employees discuss progress, address any challenges, and make necessary adjustments. Tracking progress towards goals also allows managers to identify any potential issues or obstacles that may arise. By monitoring the employee's performance, managers can proactively address any concerns, provide additional resources or training, and make necessary modifications to the employee's goals.
Common Challenges in Performance Review Goal Setting
Despite the benefits of performance review goal setting, organizations often face challenges in effectively establishing and implementing goals.
Setting goals that are too ambitious or unrealistic: While it is important to push employees to reach their full potential, setting unattainable goals can lead to demotivation and frustration. Employees may feel overwhelmed and discouraged, which can negatively impact their performance and overall job satisfaction.
Lack of clarity in goal setting: Vague or poorly defined goals can create confusion and prevent employees from fully understanding what is expected of them. When employees are unsure about the specific objectives they need to achieve, it becomes difficult for them to align their efforts and prioritize their tasks effectively.
Inconsistency in the review and feedback process: Regular and timely feedback is crucial for employees to track their progress and make necessary adjustments to their goals. However, when feedback is sporadic or inconsistent, employees may struggle to gauge their performance accurately. Inconsistent feedback can also lead to a lack of trust and engagement between managers and employees.
Best Practices for Effective Performance Review Goals
To ensure the effectiveness of performance review goals, organizations should follow these best practices:
Aligning Individual Goals with Company Objectives
Individual goals should align with the broader objectives of the organization. This alignment ensures that employees' efforts contribute to the overall success of the business. Regularly reviewing and realigning goals with changing organizational priorities is crucial for maintaining relevance.
Encouraging Employee Participation in Goal Setting
Involve employees in the goal-setting process to encourage ownership and engagement. Employees who have a say in setting their own goals are more likely to feel invested in achieving them. This participatory approach also allows for employees to provide valuable insights and perspectives.
Regular Check-ins and Feedback for Goal Progress
Regular check-ins and feedback sessions help monitor goal progress, provide support, and offer recognition for achievements. These interactions also present an opportunity to address challenges and provide additional resources if needed.a
Overall, creating effective performance review goals is crucial for the growth and success of any organization. By understanding the importance of performance review goals, establishing clear and measurable objectives, following a structured review process, addressing common challenges, and adopting best practices, businesses can create a culture of continuous improvement and drive employee engagement. Effective performance review goals empower employees, align individual efforts with company objectives, and contribute to overall business success.
Set effective performance review goals with Wrike’s robust performance management tools. Start your free trial today and drive performance improvements, setting your organization on the path to success.
Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.
Project Management
10 min read
Do More With Less: How To Boost Employee Morale
If we’ve said it once, we’ve said it a million times. It’s the era of efficiency for businesses around the world. We even published a study delving into current efficiency trends, and it confirms that 77% of business leaders are prioritizing efficiency.
Our Do More With Less series delves into the practical ways actually doing more with less affects employers and employees, and the ways they can thrive despite a challenging economic climate. In this installment, we’re looking at how this era of efficiency is impacting employee morale — and what leaders, managers, and employers can do to combat drooping morale in the workplace.
In reality, striving for efficiency can really impact employees’ experience in the workplace. The focus on efficiency means budgets have been cut across the board, discretionary spending has been reined in, and employees are likely feeling the stress of having to produce more with less, every single day. Even if employees are reasonably confident they are safe from layoffs, the office vibe can feel quite different than it did in years past.
Employers and business leaders have a vested interest in ensuring that employee morale is as positive as it can be. Employee engagement is one of the keys to employee productivity, as well as a key indicator that turnover will remain low. Therefore it makes sense for executives to keep a close eye on employee morale and make every effort to improve it, especially in the current economic climate that constantly requires asking more of employees.
How can employers keep their employees engaged and positive in the era of efficiency — without breaking the bank? We’ve pulled together a host of ideas and examples that can work for in-person or remote teams, and we’ve even created a handy infographic you can send to your manager or HR team as a little hint at what could improve your company morale.
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Efficiency data reveals employee burnout
Let’s look more closely at the research around the current situation for businesses and the ways employees are being affected. The era of efficiency means companies are being tasked with increasing productivity while lowering costs. In order to achieve those goals, companies are mainly taking three routes: reducing staff numbers, cutting budgets, and raising prices for their goods and services.
Those strategies may alleviate the financial pressure teams are facing, but employees are feeling more pressure than ever. Our Efficiency Report noted that employees are reporting their workloads have increased by 43% in the last year. And business leaders agree, estimating that workloads have increased by 45% in the last year.
Our research also showed that over half (56%) of workers have taken on the work of colleagues who have left their organizations. Of the workers whose companies have reduced staff, budgets, or raised prices, 67% of employees are worried about the number of staff members being reduced and 60% are concerned about budget reductions.
Those worries have begun to take a toll on employees, with 71% of those surveyed admitting feeling burnout in the last six months. When we released our Dark Matter of Work survey last year, we revealed that 85% of employees surveyed had either experienced or witnessed a colleague experience burnout. And that was before the era of efficiency kicked in, arguably adding to those experiencing burnout.
Low-cost ideas to boost morale
Boosting employee morale requires more than a quick fix. We’ve probably all heard stories about companies ordering a dozen pizzas for their employees, hoping to stick a band-aid on a larger problem. Imagine an office that’s been hit from all angles through this rocky economic time: a big chunk of employees have been laid off, budgets for team lunches or after-work drinks every quarter have been eliminated, they got rid of the smoothie machine in the break room, and you’re constantly wondering if you’re going to be next in line to clear our your desk. It’s going to take more than a pizza party to get the morale train back on track.
In fact, improving employee morale requires an attitude shift from the top down, shown in repeated small ways. It takes time and concerted effort. But the good news is that a company doesn’t necessarily need a big budget to start to turn the tide.
Here are four low-cost ways for companies to improve employee morale.
Increase leadership engagement:
Our 2023 Efficiency Report revealed that not only did many workers feel burnt out, less than a quarter of them felt like they could speak to their line manager and make a plan to address the problem. As a result, 5% quit their jobs instead.
Instead of having workers quit, increasing leadership engagement directly with employees can start to rebuild relationships where employees can communicate more honestly with their managers and employers about their workloads. Including questions about workload overwhelm in a weekly one-to-one meeting, without fear of judgment or retribution, can go a long way toward building trust and improving morale. When employees feel their managers or executives will help them meet their goals with creative solutions, employees won’t feel unseen or unheard. Seeking employee input on projects is another way employers can reinvigorate employee engagement, especially when their suggestions are put into practice and given proper credit.
In times of stress, employees often see less of executives, which can add to the stressful environment. Employees often think executives are too busy putting out fires to engage with employees, and seeing more of those in leadership roles can be reassuring to employees.
Express gratitude:
Gratitude is another top-down element that can drastically improve employee morale. Our Dark Matter of Work survey showed that many employees feel their employers or managers don’t understand how hard they work. Changing that narrative could be the key to improving morale.
Starting a practice of directly thanking employees for their roles in successful projects or ongoing work can begin to shift the perception that employers aren’t aware of the work employees are completing. Similarly, creating a process for employees to recognize each other can help remove tension employees might be feeling amidst a rocky business climate.
Employers should be wary of useless gifts or empty thank yous — these can take your morale in the other direction. Instead, simple and direct thank you notes or an unexpected gift card can make an employee feel recognized for a particular role played.
Create connection amongst staff
Employee morale is often greatly impacted by how employees feel supported by each other. When employees are laid off, support systems break down and take time to rebuild. Encouraging employees to get to know one another, trust each other, and appreciate one another can make for a much more enjoyable workplace — and can lead to better collaboration between and within teams.
Forcing employees to participate in activities they don’t want to do — taking them away from their desks while work stacks up or making them feel more stressed — should be off the table. Unless your company sells adventure gear, stay away from the ropes course during this time of rebuilding relationships.
Instead, keep the activities simple and encourage practices that create a culture of helping each other. At Wrike, we have a kudos form that every employee can fill out each week, recognizing a colleague for a job well done — or simply for being a kind human. Kudos are sent out in a Friday email, creating a culture of recognition and increasing visibility into the great work our teams are doing that might otherwise go unnoticed.
Ease the load
The most popular ways for employees to attempt to recover from burnout, as highlighted in our Efficiency Report, were practicing self-care at home, switching off notifications outside of working hours, and taking PTO days. Now, offering more PTO days might not be in your budget at the moment, but allowing and encouraging employees to turn off notifications when they’re at home can help ease their load and rebalance their home life.
However, it’s important that executives and managers are doing the same: arriving back at work in the morning to 57 emails that were sent late into the evening hours can make employees feel as though they should have responded outside of office hours. Respecting office hours is another practice that needs to be recognized at all employee levels.
One of the ways employees cope with ongoing burnout is to seek therapy, which is often offered through company programs. However, it can be hard to schedule appointments with meetings throughout the day. Allowing employees time to meet with a therapist or take care of their mental health helps employees feel that their employers value them beyond just their productivity.
Interested in specific examples for each of these categories? We pulled them into a handy infographic:
Giving employees tools that make their work easier
Of course, many of these suggestions could make employees feel more pressed for time if their workloads remain the same. But we have a few ideas for reducing that as well: use Wrike. It’s a selfish plug, but we’re serious.
Our work management software will give your teams hours back that they used to spend duplicating work across different platforms, sending updates to multiple stakeholders, and fiddling with annoying admin tasks that both waste time and cause frustration.
Wrike’s work management software will allow your employees to automate repeated tasks like sending approval notices or sending project updates. Our platform allows teams to have greater visibility into projects, reducing stress that they’re missing a critical piece of the process.
Giving employees appropriate tools that help them do their jobs more effectively and efficiently is great for productivity and engagement — and great for creating more time to implement these simple, low-cost ways to boost employee morale.
Looking for more ways to do more with less? Catch up on the previous posts in our Do More With Less blog series here:
Wrike Is Ready to Help You Thrive
How To Cope With the Hidden Cost of Layoffs
How To Consolidate Your Martech Stack
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