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Morale- a state of individual psychological well being based upon a sense of confidence and usefulness and purpose. The spirit of a group that makes the members want the group to succeed. (NDL)

The effects of high employee morale have been studied and are both proven and numerous. One of the biggest benefits is productivity. Happy workers are 12% more productive. (Region10) The increased productivity can be attributed to a number of factors, including reduction in workplace accidents, decreased stress levels, and even a downturn in number of sick days taken due to the positive effect on employee health that high morale provides. High morale effects employee’s motivation, their performance, and their willingness to adapt to organizational strategies. High morale will cause employees to put in extra effort, find ways to work more efficiently, and do higher quality work. (Talent Dimensions) An employer with a well-known track record of high morale among employees is also much more likely to attract and retain high talent employees. High morale provides a competitive edge in good times and bad. (Insert name/source). It also increases customer satisfaction rates.

There are many negative effects that come along with low employee morale. When a business shows little to no consideration to their employees, many will look for work elsewhere, resulting in a high turnover rate. High turnover can cost the business a lot of money, since they will need to now advertise for these positions and pay for new employee training. This becomes a bad investment when they are constantly paying to train for the same position. High turnover can cost anywhere from 30%-400% of an annual salary, and with an estimated 22 million disengaged employees per year, low morale is costing the economy as much as $350 billion in lost productivity. (Region10, RobertsEDU) Leaders who fail to address morale issues in the workplace face the following: decreased productivity, increased rates of absenteeism and associated costs, increased conflicts in the work environment, increased patient complaints and dissatisfied consumers of care, and increased employee turnover rates and costs associated with hiring and training replacement staff. In closing, low employee morale can negatively affect a business in many ways that will cost them much more money in the long run than it would to have better morale.

Strategies to increase employee morale


 * Create a culture that promotes trust and open communication
 * Be Transparent about the companies’ goals and employees’ roles.
 * Develop relationships with employees and make an effort to learn about them and connect with them.
 * Encourage, support, and recognize employees
 * Offer training, pay for developmental workshops, etc.
 * Ask employees what you can do to support them.
 * Recognize the hard work and successes of individuals and teams.
 * Provide honest feedback, and celebrate successes
 * Actively coach and mentor when possible
 * Offer praise and pair it with ways to improve
 * When possible, give perks and other encouragement.
 * Recognition goes a long way
 * Small gestures such as a card or thank you note
 * Offer perks such as remote work, extra time off, etc.

References-

Powers, Joy. “10 Inexpensive Ways to Boost Employee Morale.” Region10, 10 inexpensive ways to boostemployee morale.pdf (region10.org) Accessed 31 October,2022

O’Flaherty, Shibeal; Sanders, Michael T.; Whillans, Ashley. “Research: A Little Recognition Can Provide a Big Morale Boost.” HBR. Research: A Little Recognition Can Provide a Big Morale Boost (hbr.org) Accessed 31 October, 2022

Bowles, David and Cooper, Cary. “Employee Morale- Driving Performance in Challenging Times” NDL National Academic Digital Library of Ethiopia (ethernet.edu.et) Accessed 31 October, 2022

Cowart, Lynn. “Why Employee Morale Matters- Especially Now.” Talent Dimensions. Why-Employee-Morale-Matters.pdf (talent-dimensions.com) Accessed 31 October, 2022

Blankenship, Michael. “The High Cost of Low Morale by Nicole Fink” RobertsEDU. The High Cost of Low Morale by Nicole Fink (roberts.edu) Accessed 31 October, 2022