Many workers are unhappy and discontent in their job. Cases of failing performance and low productivity in employees, as well as workers quitting, are attributed to chronic unhappiness at work. It is estimated that a workforce that is happy at the job is 12% more productive since they can use their time effectively.
One of the most effective ways of plowing happiness in employees is through the establishment of a positive work environment that helps increase the productivity and active engagement of the employees. Such a work setting will, in turn, lead to significant satisfaction among the staff and this translates to improved business returns. Companies can achieve such a fit through various methods. Working with the Clarity Clinic can result in your staff feeling more content, therefore more productive. Below are three strategies that have been found to have a profound impact in cultivating happing at the workplace and promoting employee wellbeing.
1. Flexible Work Schedules
For many in employment, balancing their work life and personal life is a difficult thing. Businesses are investing in ways of improving this situation, but strike that elusive balance proves a daunting challenge. The positive thing to take home for this is that the overall objective is to provide some relief to workers who feel stressed and overworked. It is a move that seeks to help employees work at the most opportune time when they are at their most receptive thus aiding to increase or maintain their productivity.
Concentration over long periods is something that many people find hard. It is such facts that are the basis of research that suggests that shorter working days could have a role in driving up productivity.
Embracing a more flexible working culture that allows employees to have some time away from the office can help increase their efficiency and productivity at work. If they perceive the workplace as a conducive environment, they are more likely to be engaged and happier thus more productive.
2. Learning & Development Programs
Aside from wanting more flexibility at work, today’s employees also want recognition for achievements made as well as better opportunities for professional and personal development. Such things are a sharp contrast to the financial incentives and companies are quick to offer.
80% of the workforce today is likely to stay longer in employment in a company if they see promise in a growing career in the organization. But the disbandment of traditional career ladders, showing such a possibility within the future of the business is something that companies are finding a challenge. However, they can help improve employee retention by allowing them to explore their desired professional roles within the business. The provision of learning and development programs can help workers see where they are at, where they want to go in their careers, and the gaps they will have to fill along the way. The programs should be gateways through which employees can have access to relevant resources for learning what they need to know about progressing their careers.
Technological advancements continually necessitate the need for routine training across different sectors. The same gains have helped establish platforms and processes that workers can access information and develop their knowledge and skills. Therefore, the HR departments in companies should have automated processes of monitoring the progress of employees to identify areas where they need help to help them improve at a personal and professional level. It will help keep the company’s staff motivated and productive and less inclined to seek employment and better opportunities elsewhere.
3. Employee Benefits
Offering workers’ benefits is an easy way of promoting employee engagement, increasing their productivity, and keeping them happy thus maintaining their loyalty to the company. Some of the benefits of working for the company that businesses can offer their employees include free gym memberships, paid vacations, company cars, and housing among other things that workers have high regard for compared monetary remuneration.
Today’s workforce mostly constitutes of millennials, and these are a butch that is more than happy to change jobs every few years as they seek something new, different, exciting, and rewarding. By adding a few compelling benefits, companies can have a better grip on things regarding retaining such a workforce.
Final Thoughts
Richard Branson advises organization to train people well enough for them to leave, but also treat them well enough for them never to want to go. It is all about improving employee engagement and making them happy in their jobs; this should be the top priority for any company that seeks to have a content and productive workforce.