The summer holidays are a long distant memory, and the lead up to the Christmas holidays can be challenging. In this final quarter of the year, from my experience having worked in HR for a number of years, people’s morale starts to dip. In this busy season, employers should be mindful of how their employees feel – engaging with them will help both parties get through the busy seasonal work.
What businesses can do to support their employees?
Managing resources is key during peak times of the year. Options can include:
- Taking on seasonal workers on temporary contracts. There are many people looking for work e.g. students, retirees, parents
- Offering overtime, however being cautious not to overload people as this may cause burnout and sickness absence
- Communicating the company’s approach on booking holidays, and using accrued holiday throughout the year (not during the final quarter). Employers may have a ‘no holiday’ policy that restricts employees taking leave during a busy period – this must be set out in advance and clearly communicated
Planning ahead is key when conducting workforce planning activities, identifying the resources required using historical data, deciding what roles are required: the skills and experience, and the timescales to recruit are all vital to make sure that the resources are available to meet the business demands, and that people are fully trained in time.
As a result of good planning, employees are more likely to be happy and maintain good morale, and the business’ customer/client will be retained to enable your business sustained performance.
Managing behaviours
Recognising and rewarding good behaviour is key to embed the company values, and maintain a good work environment. The rewards linked with the values driven behaviours may include financial and non-financial acknowledgement. Financial rewards include linking behavioural objectives associated with the values to a bonus scheme or included as an attribute in a job profile for promotion. Non-financial rewards recognise through internal communications e.g. praise in meetings. Employers often focus on individual recognition, it is also worth communicating group/departmental successes and achievements as these are valuable and show ‘what success looks like’ within the company therefore giving other employees a platform of what is expected.
Recognising where behaviours are not meeting the standards expected need to be addressed and without delay. In most instances behaviours can be communicated informally, as a corrective measure. However where the behaviours continue or are serious misconduct then more formal action may be required. Other employees behaviours can impact the morale of others, spiralling into disputes, therefore it is vital that the company recognises this and takes the necessary action.
Resource gaps and poor workforce planning can have a major impact on employees morale, where the employee believes that they are doing more work than contracted – this can result in a morale issue and frustrations displayed in the workplace e.g. arguments, aggression, which may result in misconduct. Line managers play a key part in observing behaviours in the workplace, and can intervene to find a suitable solution. The managers are also vital in communicating any concerns to the employer/senior management.
In summary, as we move through the final quarter of the year employers can consider how to maintain a good working environment, building resilience of their people, planning resources to meet deadlines and recognising when support is required. Year end celebrations normally involve a company party, and if this happens within your business, then employers can use this event to recognise the hard work and dedication over the last year – with a big thank you.
To discuss morale in the company, for ideas and support, reach out to our team of HR Consultants.