Create a Culture of Kindness to Boost Morale

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Create a Culture of Kindness to Boost Morale

University Hospitals is a Preferred Partner of ERC, offering Employee Wellness, Executive Health and Integrative Medicine services to ERC member companies.

As we begin a new year, consider making a resolution to create a culture of kindness in your organization. Giving and receiving kindness can improve our overall well-being and productivity by creating an environment that promotes team building and positivity.

Kindness – the warm-hearted gesture of a stranger genuinely smiling and holding the door, the friendly morning hello from a colleague, the sharing of hot cocoa with a friend in need. Whether random, planned, lasting, or just in the moment, the experience of kindness does something good to us, and inside of us.
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Your Company's Organizational Health: 4 Key Elements

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Organizational health is the latest buzzword in business, but what does it mean, and how can you tell if you organization is "healthy"?

There are a number of varying and conflicting definitions of organizational health, however, Patrick Lencioni, author of the book, The Advantage, which explores the topic, was one of the first thought leaders to coin the term, and considers a healthy organization as one that has minimal politics and confusion, high morale, high productivity, and low turnover. Research tells us that organizations that are healthy in these respects outperform their competitors.
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6 Simple Ways to Boost Employee Morale

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Low employee morale can edge its way into the office from time and time, but when your workplace loses its vibrancy, lacks energy, and seems to have a noticeably different “feel” over an extended period of time, these are symptoms of an employee morale problem.

When employee morale is low, most employees don’t enjoy coming to work as much as they used to. Job dissatisfaction is more common and employees feel less connected to one another. Employees often miss the old work atmosphere and "the way things used to be." They may be absent more frequently and may not feel as invested in their work. There tends to be more workplace conflict and competition (spoken or unspoken) and less collaboration and teamwork. Eventually, the problem spirals and productivity, performance, and retention also suffer.
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4 Signs of a Struggling Manager

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Employers frequently find themselves unaware of struggling managers before they end up causing deep-seated issues in departments like turnover, distrust, disengagement, and under-performance. Here are 4 observable and measurable ways that you can determine whether your managers are struggling on the job before it’s too late.

1. Morale shift.

Take a look at the morale of the department and you can tell who is an effective manager and who isn’t. For example, are employees engaged or just going through the motions? Do employees seem happy? Has there been a marked shift in attitude? Do employees feel valued and appreciated? Is there a strong team atmosphere or is collaboration lacking? That’s not to say that other organizational factors may not influence morale, but a manager can strongly influence morale even in spite of these factors if they are doing their job right.

2. Level of interaction.

How often do managers interact with their employees to communicate, provide feedback, thank or praise them, and learn about them as individuals? Do you ever see managers working side by side with their employees? If one-on-one interaction does not occur at least weekly (or better yet – daily), this may be a symptom of a problem. Be wary of the manager that hides out in their office for hours at a time or spends 90% of their time in meetings as they are probably not spending enough time interacting with their employees.

3. By the numbers.

Numbers usually illuminate a struggling manager better than anything else. For example, how many individuals have gotten recognized by their manager in the past year? What do promotion and internal mobility rates look like within the department? Are employees reaching their goals? How many employees received improved performance ratings from last year? What was the average pay raise or bonus in the manager’s department or work group? How much time are employees spending on development? These are just a few of many numbers and HR metrics that can tell you which managers may be less effective than others.

4. Work systems.

The most prevalent way that you can identify who may need help with management is by taking a look at their systems or symptoms of system issues. For example, if employees are confused about expectations, directions, or work assignments; working plenty of extra hours or overtime to get their job done; or report not having the resources to get their jobs done, there’s probably a problem with the manager’s systems of managing work.  Similarly, if employees don’t seem challenged, act bored, or feel micromanaged, there’s likely an issue with the manager’s approach to delegation.

So before management problems get the best of your organization, be sure you’re observing and measuring these things to determine whether some of your managers could do their jobs more effectively.

Additional Resources

Supervisory Series

This series provides participants with practical skills, tools, and strategies to advance their supervisory skills, enhance their effectiveness as supervisors, lead employees with confidence, and execute results. Specifically, participants will learn how to lead and manage change, build and work with teams, and manage generational differences and diversity. They will also explore the skills of problem solving and decision making as well as managing day-to-day work through delegating, planning, and managing time.