Have you heard that employee satisfaction has declined steadily since 2020 (according to BambooHR, an HR software company)? Overall satisfaction scores in 2023 declined nearly 15x’s faster than the previous 2 years combined. It’s recorded that happiness is worse now than during the height of the pandemic, according to the report, perhaps signaling the end of the Great Resignation and the rise of the “Great Gloom”.
Only 2 in 10 employees feel connected to their organization’s culture and it’s been estimated that disengaged teams cost the global economy $8.8 trillion annually.
But fear not, it doesn’t have to be that way! There are things you can do to promote a healthy workplace, and it starts with open dialogue. The true problem isn’t a lack of motivation but a disconnect from the organization’s purpose. “Help your team feel more connected to purposeful work by highlighting their individual contributions that ladder up to the organization’s greater mission”, says Jenn Lim, bestselling author of Beyond Happiness.
Reengaging and inspiring a chronically stressed workforce requires a thoughtful and multifaceted approach. Here are several strategies that leaders can adopt:
15 Ways Leaders Can Re-Engage Their Teams:
- Open Communication:
- Foster an environment where open communication is encouraged.
- Be transparent about the challenges the company is facing and address concerns openly.
- Active Listening:
- Listen to employees’ concerns, feedback, and ideas actively.
- Demonstrate empathy and validate the emotions of the workforce.
- Stress Recognition and Support:
- Acknowledge the stressors faced by employees.
- Provide resources and support for managing stress, such as counseling services or stress management workshops.
- Flexible Work Arrangements:
- Offer flexible work hours or remote work options to accommodate personal needs.
- Demonstrate trust in employees’ ability to manage their work effectively.
- Clear Expectations:
- Clearly communicate expectations and priorities.
- Set realistic goals and deadlines to reduce the pressure on employees.
- Recognition and Appreciation:
- Acknowledge and appreciate the hard work and dedication of the team.
- Implement a recognition program to celebrate achievements, big or small.
- Provide Development Opportunities:
- Offer opportunities for skill development and career advancement.
- Show a commitment to investing in employees’ professional growth.
- Promote Work-Life Balance:
- Encourage and model a healthy work-life balance.
- Discourage excessive overtime and prioritize time off.
- Employee Wellness Programs:
- Implement wellness programs that focus on physical and mental health.
- Provide resources or activities such as yoga, mindfulness sessions, or wellness challenges.
- Empowerment and Autonomy:
- Empower employees by involving them in decision-making processes.
- Provide autonomy in their roles, allowing them to take ownership of projects.
- Team Building and Social Connections:
- Foster a sense of community and camaraderie through team-building activities.
- Encourage social connections within the team to build a supportive work environment.
- Training on Stress Management:
- Offer training sessions on stress management techniques.
- Provide resources on resilience and coping strategies.
- Recognize Personal Achievements:
- Celebrate personal milestones, both professional and personal.
- Show appreciation for the unique talents and contributions of each team member.
- Lead by Example:
- Demonstrate a positive attitude and resilience in the face of challenges.
- Model healthy work habits and stress management practices.
- Regular Check-Ins:
- Conduct regular one-on-one check-ins to understand individual concerns.
- Use feedback sessions to address specific challenges and offer support.
- Continuous Improvement:
- Regularly assess the effectiveness of strategies and adjust based on feedback.
- Show a commitment to continuous improvement in the work environment.
Leaders should tailor these strategies to the specific needs and context of their organization. Regularly seek feedback from employees to ensure that the implemented initiatives are making a positive impact on their well-being and engagement.
The most resilient teams do not merely survive disruption – they choose to thrive during it!
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