How to measure employee morale?
Small business face employee attrition. And employee engagement is an important factor in the employee morale. Is there any way to measure employee morale?
Morale often has a direct correlation to "employee engagement" for sure. Besides some of the more obvious reluctant contributors, you can explore some key indicators to see just how engaged employees are, as they should agree with the following:
1. I know what is expected of me at work.
2. I have the materials and equipment I need to do my work right.
3. At work, I have the opportunity to do what I do best every day.
4. In the last seven days, I have received recognition for or praise for doing good work.
5. My supervisor or someone at work seems to care about me as a person.
6. There is someone at work who encourages my development.
7. At work, my opinions seem to matter.
8. The mission or purpose of my company makes me feel my job is important.
9. My associates and my peers are committed to doing quality work.
10. I have a best friend at work.
11. In the last six months, someone at work has talked to me about my progress.
12. This past year, I have had opportunities to and was encouraged to learn and grow.
This is a direct result of the culture and what leadership expects from it.
Many other factors come into play, but this is a solid starting point.
Many businesses in the UK take part in a national survey of employee happiness covering 8 key variables: Leadership, Wellbeing, My Manager, My Team, Giving Something Back, Fair Deal, My Company and Personal Growth.
The key for employers is not to know what you're doing right, but to know what you're doing wrong.
Now not everybody is going to take part in the survey, maybe you're in the US, but the quickest and best way to measure satisfaction is simply to ask them. Do it anonymously and you're like;y to get a much more honest answer.
There are three main areas to gauge morale in employees: behavioral, emotional, and physical. The following are some good indicators for poor morale in employees.
Behavioral - Showing up late or not showing up at all, loss of productivity, failing responsibilities, or being aggressive with other employees.
Emotional - Becoming detached, lacks passion or motivation, hopelessness or cynical.
Physical - Chronically ill, fatigued or drained, skipping lunches due to no appetite, complaining about aches and pains.
As you stated, engagement is paramount in employee morale. If they feel they are isolated, they will inherently begin the downward fall.
Yes, what is the involvement of your employees in the activities you organize? Challenge them with efficiency issues for a small prize, are your employees proud to representing the business in your dragon boat team? Lunch on Friday is always one of my favorites everything that happened during the week will be discussed, good or bad.
First off, shared values and a strong culture match is critical for any business. One way to ascertain what the real issues are is to offer a 360 assessment that will be ANONYMOUS to each employee or at least the management team. With the promise and written guarantee of no retribution and goal of improving the firm will be the initial tell all.
The following factors determine employee morale
Willingness to go beyond call of duty
Acceptance of additional responsibilities Cheerfully
Less employee turnover
Prompt response to instructions
Productivity / Results
Hi Shubhada - great question.
Easy answer, there is no true measure of employee morale. Sure there are instruments that analyze observed behaviours, like shooting at the atom to understand what it is.
Except that 'morale' by definition is one's internal, UNconscious state (nothing external about it, though it manifests as those observed conscious behaviours). So while there isn't a direct link between the Conscious and the UNconscious, here's what to do:
For 36+ years I empower my clients to communicate directly from their hearts (optionally, later from their heads). Many never experienced that previously. And the results they achieve are consistent and profound - both in their business and personal lives. I even guarantee my results in writing.
How soon will you tell me how I can be of further support to you now Shubhada?
Hi Shubhada! Great question and there are definitely some proven ways to measure morale. Below are a few I would suggest:
1) Surveys. As was mentioned by most responders already, surveys can be a quick and easy way to measure morale if delivered in an anonymous way (I suggest surveymonkey as an easy solution, if you don't already have a tool) with properly crafted questions. As you craft your questions do 3 things: 1) Ensure they align with the goals and vision of your company, 2) Ask them in a "measurable format" (yes/no are best, or multiple choice, or graded scale) and 3) Be direct and get to the heart of the matter (questions like, 1 - "If offered another role at comparable level/compensation with another company, how likely are you to take it?" 2 - "If you were to leave our organization to join another company, what would the leading reason be? (better opportunity for growth, compensation, benefits, culture, rewards and recognition, etc. could be possible answer choices)."
2) Empower your managers to actively engage with the employees regularly. If the teams are located together in a physical office the managers should walk around and do "temp checks" with each team member to see how they are feeling, gauge their satisfaction level, assess individual needs, and proactively discover and solve future problems. If in a virtual environment, they can check in via IM, or sponsor a team chat room each day to allow the team to stay connected and openly express how they are feeling (carefully monitor this, it can become cancerous depending upon how it is used). Having engaged leaders that regularly share how the front line is "doing" and "feeling" with executive leadership is a powerful and necessary tool which allows you to assess morale from multiple angles.
3. Make sure you administer and track exit interviews. For each person that leaves the company voluntarily, you should know why. Position the exit interview as important because you care what the person thinks and want to use his/her feedback to craft a better company.
I hope this is helpful! I happen to run a business that specializes in these types of things (Integrity First Business Solutions - I can help with employee surveys, manager assimilations and trainings, and creating exit interview templates), and bring a lot of global experience with fortune 50 companies in these areas to the table. If you want to partner together on this or just talk through some things, I am happy to help. You can contact me at 405-761-5911 or Ryan@IntegrityFirstBusinessSolutions.com.
Yes. Give your employees an anonymous survey that asks "If this company was your family how would you rate its functionality?" Great businesses are like great functional families that consider everyone an integral member, communicate effectively, offer praise and recognition often, and who understand that the success of the individual is the success of the collective. I would also ask "Do you feel that you are respected and that your opinions are valued by your supervisor?" Also ask "If you're a supervisor, do you feel that you are given the freedom to create improved training methods for staff?" There must be a true and open communication between all levels of management. This is especially important for small businesses. Remember, happy employees will produce beyond what you would expect because they feel respected, validated, and invested.
I would suggest looking at a couple of things. Do employees work safely? Safe employees mean that they are focused on their duties and not sidetracked by employee issues. When employees are frustrated, lost, confused, they make more mistakes.
Also consider their embracement of the company vision and values. Do they own it? The more they own it, the better off you are!