Well being and staff engagement are very closely linked. When your staff are happy and engaged with their work, they will be less stressed and therefore healthier. When your staff are less stressed and healthier, they will find it easier to be engaged with their work. And engaged, happy staff are far productive than unhappy staff.
Employee well being is about being healthy, self confident, having emotional resilience, having a sense of purpose, an active open mind and a supportive network of relationships.
When you can look after the physical and emotional well being of your staff, and pay attention their personal development and their values, your business will benefit, as this diagram shows.
Source: ‘What’s happening with well-being at work?’ CIPD May 2007
So look after your staff and you will see your business prosper!
How do you make sure your staff are happy and healthy?
Motivation determines how your employees choose to allocate their energy – where they put their focus. When they’re at work, you want them to put their focus and energy onto what they’re doing and onto your business.
Motivation is affected by a number of factors, including:
Being treated with fairness and respect
Getting pride and fulfilment from their work
Feeling that they and their work are valued
Confidence in the direction in which the organisation is going.
How does motivation work? There are five components, as shown in this diagram.
Source: XpertHR 17 November 2010
Your actions create results; these results are evaluated by other people; outcomes occur as a result of those evaluations; your needs will either be satisfied or not by those outcomes. Positive evaluations or outcomes can lead to needs being satisfied and increased motivation!
So what can you do as a manager, to improve motivation in your team?
Think about your answers to these questions:
Do you treat employees with fairness and respect?
Do you know what motivates the different members of your team?
Do you use this information to play to their strengths and keep motivation up?
Are your team meetings a two way process?
Do you allow the sharing of ideas from members of your team?
Do you share achievements of the company and of individuals?
How many of those questions did you answer No to? If it was more than three then you might have a problem with motivation – or you might see one emerging soon!
According to the CIPD Employee Winter Outlook for 2012-2013, employee engagement levels dipped to just 35%. At the same time, a massive 61% of employees are neither engaged nor disengaged with their jobs and their companies.
On a more positive note, engagement is highest in small businesses, with 60% of staff in small businesses saying they’re happy at work. Perhaps this is because a disengaged member of staff can cause more problems within a small team and issues can be spotted more easily than in a large business?
Employees with the shortest service are the most engaged at 43%. This means that as a manager, you need to make sure you look after your staff as they continue their service with you. Don’t get complacent and assume that they’re still happy just because they haven’t left.
56% of staff agree they have achieved the right work life balance. Is this enough or do you want more of your staff to have the right balance?
Here are some more interesting numbers from the survey:
19% feel it is likely or very likely they could lose their job
20% are looking for a new job
26% of senior managers are looking for a new job
36% of employees with 1 or 2 years service are job seeking
33% report that redundancies have been made
14% say redundancies are planned
42% of employers have frozen pay
20% report that working hours have been decreased
How engaged are your staff? How has this changed in the last year?