Help Your Team Members Stay Excited About Work

As a supervisor, a big part of your job is to ensure that your team members stay excited about work….but without working so hard and so fast that they become burnt out:

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  • Your newly hired college grad is so excited about her first job in a career she loves that she’s willing to work 10 or 12 hours a day and on weekends because “it’s not work; it’s fun!” .
  • Your department has just been tasked with an exciting new initiative, one that will be a game changer for your company; perhaps even for humankind. Everyone – absolutely everyone – on your team is extremely excited and also happy to work through lunch, work until 8 p.m., volunteer to work on weekends, and so on.

And then it happens: in a few weeks or (more likely) a few months of nonstop high engagement and toil, you notice your team members:

  • No longer are excited.
  • Don’t automatically volunteer to stay late or work weekends and if “volunteered” by you, they look dejected and let you know quickly that they’ve already made plans.
  • Start becoming sick more often. Possibly a lot more often.
  • Stop meeting deadlines.
  • Are becoming cranky and snappish.

This, of course, is natural: the human body can only take so much adrenalin and employees always pumped, always “on,” always moving at time and a half and you can rest assured that that adrenalin is pumping. A lot! Workers they will become sick and possibly seriously so. At the very least they will have more colds/fevers, head and back aches, become “testy,” experience insomnia, and a host of other ailments, all that indicate burnout.

Ensuring employees stay excited…enough.

Remember when an employee, when asked to work over the weekend, mentioned she had plans and couldn’t come in? How it surprised you, because she’d happily worked after hours/weekends for several months. Taking that time off is what she should have been doing all along and it was your job as her supervisor to make sure she did so, whether she wanted to at the time or not.

Making sure workers work no more than 40 or 45 hours a week helps ensure that they do their best work possible: they are rested, recharged. They have a much better chance of staying healthy. They will remain excited and interested in coming to work. They will, in short, be more productive by taking time off regularly.

So when your eager beavers tell you they want to stay late and work weekends, tell them no. It’s not possible. You won’t allow it. You’ll end up doing both of you a favor!

If one of the reasons you would like your team members to work longer hours is because of a major project or you’re short staffed, call upon Helpmates to fill the gap in the workload to help your team get it all done. You’ll be a hero and will demonstrate to your team that you’re serious about their well-being. We look forward to hearing from you.

Improve Your Employees’ Quality of Life at Work

Want to see increased productivity, decreased turnover, fewer sick days, and more innovative ideas from your employees? Make their working life better, and all of these great things will happen naturally in your workplace.dv1492004

Research has shown a substantial difference in performance between happy employees and dissatisfied ones. One study reports that employees with a higher quality of work life:

  • Take 66 percent less sick leave
  • Spend 80 percent of their time on the job at work-related tasks (compared to 40 percent for unhappy employees)
  • Have 180 percent more energy than the least satisfied employees in the workplace

As an employer, you can do several things to increase the quality of life for your employees—and they won’t cost you anything but a little time, effort, and thought.

Take the micro out of managing

Today’s workforce is filled with talented self-starters who perform better with freedom. No one can relax with a boss looking over their shoulder all day—and many employees, particularly millenials, are used to being given freedom and space to generate new ideas and innovation.

So ease back on the management leash, and watch your employees blossom into exceptional and productive problem-solvers.

Give out “gold stars” for reaching goals

Goal setting is a great way to encourage motivation and enthusiasm. With a daily or weekly target in sight, your employees will have something to work for—and their natural competitive instincts will drive them to reach those goals.

Of course, it’s a good idea to offer rewards to employees who meet their goals or targets. This doesn’t have to be cash—sometimes small rewards are the most appreciated. Incentivize great work by offering an extended lunch or a half-day off, and your employees will work even harder to attain those benchmarks.

Throw down the gauntlet

The happiest employees feel like they’re part of what’s happening with their company, and that their input is both welcomed and acted upon. To encourage this sense of belonging, challenge your employees to investigate and solve some of the problems within your organization, or to take on new tasks that may not fall within their regular job functions.

Involving employees with larger changes can strengthen loyalty and increase productivity, as they feel their actions will directly affect their own work environment.

Helpmates Staffing has worked with Southern California companies and its candidates for more than 40 years, providing highly qualified talent with leadership capabilities for companies like yours. Contact Helpmates today to learn more about what we can do for your management team and company culture.

What Do Your Workers Want from You Once School is Back in Session?

Soon the kids will be back to school, and workers will be faced with the increased challenge of finding a balance between home life, childcare, after school activities, and work obligations. Many times this conflict of interests is a main source of employee frustration and lowered morale, eventually leading to attrition.  As an employer, you are in a position to make this delicate balancing act a bit easier by offering your workers some much desired flexibility.

A recent national survey of 500 HR Managers, found that three quarters of employers surveyed are indeed offering some flexible schedule solutions to their teams. More and more, employers are finding that the need for at least some flexibility in scheduling is a basic requirement of employment, not simply a nice perk.

It will benefit you to find some ways to be accommodating this fall, as long as it doesn’t interfere with the productivity of your company or result in increased effort on the part of your managers to oversee any policy changes.  Here are a few examples of what you might be able to offer.  See which ones, if any, will work best for you.

  • Offer reduced hours.
    Many people will work extra hard during the week, or even come in an hour early Monday through Thursday to get tasks completed so they can leave early on Friday.  This may end up saving you some money on your electric bill to keep the office cool on hot afternoons.  It will certainly go a long way toward the collective group morale.
  • Offer telecommuting options.
    Even if it is only one day a week, this option is very appealing to employees, allowing them one less day of childcare payments or savings on gas.  You need to consider which job tasks lend themselves to telecommuting and which employees’ work ethics will match the task.
  • Schedule a company outing.
    Use the opportunity to do team building activities, allowing everyone to enjoy each other away from the pressures of the office.
  • Consider job sharing.
    If appropriate, coworkers can team up to make sure that each other’s job tasks are accomplished so they can alternate days off.  This promotes teamwork while allowing employees the flexibility in their work life they really desire.

One thing to keep in mind, no matter which of these options you select, is that ground rules need to be very clearly spelled out to each worker so they know the expectations and what they may have in return.  This will ensure that productivity remains intact, clients’ needs are being met, and your company benefits from your flexibility as do your employees.

These options all have one main focus: keeping your employees as happy as possible at work.  Happy employees are productive and loyal, and more willing to go the extra mile for you when it is needed because they feel their needs are being met.

Making plans to manage your fall workload?
Let Helpmates’ Certified Staffing Professionals fill your needs for office personnel, accounting, healthcare, distribution, manufacturing, or HR professionals.  Contact us today.

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