How Workplace Performance is Affected by Employee Morale

Happy employees are more dedicated. It makes sense, right? When they’re feeling positive, motivated and supported, your employees are much more likely to work harder, give their all and remain loyal to your company. It’s all about how you can help your employees help you! No matter what industry you’re in, there are some key benefits that can be derived from focusing on employee well-being.

Employee morale has a direct impact on performance. Here’s how it makes a difference.

1. Work satisfaction.

This is a pretty easy one: when employees are happy, they like their job. When they feel like they’re being treated well and they enjoy what they’re doing and their workplace surroundings, they’re much more likely to be satisfied with their employment.  

2. Improved thinking.

A happy brain is able to help an employee think more clearly, be creative, complete tasks and come up with new ideas. That’s because the human mind needs to clear itself of clutter like stress, annoyance, boredom and other emotions that come along with a decrease in workplace morale.  

3. Positive communication.

If an employee likes where they work, they’re more likely to tell others the good news! And this has a huge influence on your company’s reputation and your ability to attract, hire and retain new, talented workers (plus hold onto the ones you’ve got!).  

4. Career longevity.

When they like where they work, they’re more likely to stick around. And long-term employees offer their company the advantage of a deep body of knowledge and insight about the company and its processes. Plus, you can avoid the high cost of turnover and knowledge gaps.  

The best way to boost employee morale

It all starts from the very beginning—hiring the right people. When you find employees with the skills and knowledge to thrive in your company, it makes sense their morale will be high. And you can get help finding the right people when you work with a recruiter.  

Check out HireCall 

We place our clients with light industrial and office/clerical employees. And we’ll work with you to understand your staffing needs and find qualified candidates who fit. To learn more, contact us today!

How to Offer Flexibility as a Light Industrial Employer

The pandemic has changed many of the ways we work, plus our impression of our jobs, overall. For example, to improve health and safety, many companies sent employees to work from home—and after this experience, many found they preferred it. Work/life balance and mental health are at the front of many people’s minds these days, after shifts in work location helped us realize the value of spending more time at home with loved ones. In short, employees have started to expect more flexibility.

The challenge for light industrial employers

For light industrial and factory jobs, where workers must come into the workplace, flexibility can be more difficult to offer. However, it’s not impossible. You have several options for ways to give your employees more control over their workday, shift, and time off.

Five ways to give light industrial workers more flexibility

Try any of the following flexibility options for your light industrial workforce:

  1. Add part-time positions. Some of your employees may have decided full-time hours are too much for them, and they would prefer the advantage of shorter shifts. By offering part-time positions, you’ll be able to hold onto employees and continue to get work done.
  2. Allow flexible hours and shift-swapping. Letting your employees choose their start time is a great way to add more flexibility to the workweek. This helps them accommodate commitments to family, appointments, pets, and more. For example, a later start time can allow a parent to help their child get onto the bus in the morning, or provide time to run errands or attend a doctor’s appointment. Shift swapping allows workers to trade shifts if one fits better into their schedule, an easy way to give employees control over when they work.
  3. Offer shortened work weeks. Compressed weeks allow employees to work longer hours but fewer days. An example could be working four 10-hour days with Friday off. This can be an attractive option for employees looking for a three-day weekend to spend time with family and friends.
  4. Give input into time off. Offer paid time off or floating holidays and give your employees a say in when they want to take their PTO. Create a PTO policy to help guide the use of PTO while you continue to ensure shifts are covered. This could include how much advance notice an employee needs to provide before they take time off.
  5. Ask for input about shutdowns. Many companies decide to close down for a few weeks each year to give everyone much-deserved rest. Instead of simply planning when your shutdown will be, ask your employees which time of year they prefer.

Need guidance?

Your recruiter may have suggestions or ideas for ways to add more flexibility to your light industrial workforce. And if it’s time to staff up, HireCall can help. To learn more about our available staffing services and how we can help you round out your workforce, contact us today!

Have You Had a No Call, No Show? Here’s What You Can Do

When you’ve staffed a shift and an employee doesn’t show up (and doesn’t call in), it’s a problem for everyone else on that shift. They’ll be working short-handed, which can be mentally and physically draining. Plus, production can dip and customer satisfaction can be affected. This isn’t an ideal way to run a business, so it helps to have a plan when it comes to no-call, no-show employees.

First, develop an attendance policy

You can’t be upset with employees breaking rules that aren’t officially rules. And that’s why it’s important to devise an attendance policy. This way, you will have a documented set of rules both you and your employees can refer back to in the event of a no call, no show. Your attendance policy should define what you consider absent, tardy and no call, no show. It should also explain the difference between excused and non-excused absences, the process for requesting time off, and what disciplinary actions you will take for repeated tardiness, absences, and no-call, no-shows.

Be sure all employees understand the policy

Include information about your attendance policy within the employee handbook and be sure every employee has a copy. Review the attendance policy on a regular basis (such as once a year at a team in-service) to be sure it’s fresh in everyone’s minds. Be open to questions and ready to answer any inquiries your employees may have.

Enforce your policy

It’s only fair if you enforce it equally with all employees. You’ve established your policy and consequences and it’s important you follow through with them. This could lead to warnings, suspension or even termination. Stay in contact with your recruiter if you find yourself down an employee and need to staff up quickly to cover the gap.

Build a better scheduling process

If an employee needs to take time off, for a sick day or a personal matter, for example, your scheduling process should make it easy to do so. When you make your schedule, ask employees if there are any particular days or times that work best for them. If you know ahead of time when your workers might have conflicts, it can make it much easier to avoid absences.

It can also help to create an on-call list you can turn to if you find yourself short-handed and need to call in an employee to pick up a shift. This bit of extra planning can mean the difference between a full shift versus a skeleton crew. It will help you avoid overworking the employees who showed up, or even leading to burnout in the long-term if call-ins keep happening.

Improve the quality of Your Hiring Matches

Another way to avoid no-call, no-shows and frequent employee absences is through the quality of your hiring matches. By finding the right employees, you can help your company maintain adequate staffing and avoid turnover. Contact us today to learn more.

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