Prompted by Kieron's blog on employment law shake up which prompted commments from me, and Elaine - as something that's important to me personally like Elaine, and professionally because it impacts peoples mental health and general well-being.
Why morale then and not mental health? One stems from the other. Good staff morale means good productivity, happy staff means good customer service, fulfilled people make effective decisions and choices with a clear goal ahead - for themselves and your company!
Often and at the moment there are 'initiatives' to improve workplace health and well-being - Groundwork, Mind and other organisations influenced by government objectives. They are well aware that unhappy people are hard work to manage, co-ordinate and motivate. So why then do employers so often fight instead of manage their staff? Why do they (you?) feel they need to control staff members, teams or departments?
Yes, I know that managers, leaders and organisations need to have control. It's not the same as controlling people though.
As a counsellor I see clients influenced by bullying, micro-managing supervisors, new managers coming in to shake up the team or department - but which, in the end, serves to just upset the apple cart and not achieve the positive, proactive changes they intend and need to implement!
Why is that?
Several reasons perhaps. You may have more and if so, please share.
So whats the solution?
Emotional intelligence! Sounds a little too "touchy-feely" for you? Well, it is. Touchy feely indeed - identifying feelings, empathy for your staff and their needs, understanding how they might or will react to change/news/shake ups/realignments/monitoring etc. This is now recognised as key to good management. EI as it is known means leaders and managers can predict - or preferably - ask employees what they will need to effectively manage the changes going on. And then be able to give that to them.
No. Its not to costly and time consuming. Its efficiency and effectively managing change!
Understanding, appreciating and working with the PEOPLE in your organisation means you get the BEST from them!
Giving to receive is a good analogy. It needn't be costly, not time-intenstive. You really just need to ask - and listen to the answers then provide as much as you can to meet those needs and yours/your organisations. If you cant't be honest and let your staff know what you can and cannot do. They are like you -human and adaptive to change, eventually. You know the goals, the outcomes, the objectives - maybe if they do too (real ones) then they can help. You might be surprised at what comes out of this. But yes, too, it helps to word it right being honest but professionally sharing the information with effective communication (format, timing, audience awareness, message etc).