Even though offering more money helps to put a smile on the faces of your employees, this isn’t the only method an employer can use to keep the personnel happy and cheerful. Offering better benefits, learning to say “thank you,” being transparent, and boosting their work-life balance are all ways you can use to assist in boosting employee morale.
Below is a look at some of the techniques you can use to keep the team happy without having to provide them with a raise.
1. Prioritise Work-Life Balance
For an employer to remain competitive as well as engage their workforce, they have to focus beyond offering benefits. The best employers are those who build an environment where their people feel connected to the company. A top employer will also look at how to provide a positive experience at the workplace that can lead to a rich and more fulfilling life.
2. Offer Benefits that Transcend the Basics
Employers can supplement their employees’ salaries by offering assistance in other parts of their lives. For instance, the organisation can provide disability insurance or an additional level of insurance to help in protecting the incomes of their people. Extra ancillary benefits include optical and dental wellness will also be well received.
Transit benefits and gym memberships are other perks you can use to cultivate a happy workplace. Providing higher benefits to the staff shows that you and the company truly care about their welfare and that of their families.
3. Make Them a Part of the Bigger Picture
One of the best benefits an organisation can offer to its personnel is providing an opportunity for them to make a difference through their everyday jobs. Making them part of the bigger picture will ensure that they get to help in charting a course for the company.
You can make a difference in your employee happiness by providing regular communication on individual and department direction and in the company happenings. Make them feel as though they are a part of a bigger family.
4. Recognise and Reward Employees More Frequently
How frequently you reward your employees is more crucial as opposed to the size of the reward offered. Business feedback notes that smaller and more positive feedback offered regularly helps to make employees happier compared to larger and infrequent feedback.
Even the biggest raises or awards are bound to wear out in less than twelve months. Many employees respond better to smaller doses offered after every few days.
5. Be Transparent and Honest
Feedback, whether legal expertise is needed or work-related and the ability to understand the concerns raised by your staff is essential. However, what matters the most to them is what the company does after listening to their concerns.
It would help if you were transparent when it comes to sharing with your people what you have managed to learn, as well as the course of action to be implemented to help in addressing these concerns. For instance, after conducting a company-wide survey, make sure you share the results with all employees.
For this, you can try to share the top areas the company has experienced success, as well as the areas that require some improvement. Ensure you also communicate the plans you have put in place to help in addressing them as you continue moving forward. A simple acknowledgment coupled with transparent communication can go further than you think.
6. Build Your Employees Up
If you have decided to retain an employee by offering them a higher wage, the odds are that you are already too late. You will need to find people that share the same values as your organisation from the very start.
Conduct early tests to determine whether they are a good fit and provide them with regular opportunities to showcase this value. Also, ensure you invest in training such as new business courses which will provide educational value to staff
Become a fan of constructive and initiative impact. Employees who get to do this can then get rewarded with projects having a higher value or dream projects as they are often called.
7. Provide More Vacation Time
Consider rewarding all the top performers with additional vacation days. High performers are the superstars of your organisation. You can, therefore, be confident that they will get their projects done on time and still get to enjoy their incremental vacation days with friends and family.
