With the World Health Organization officially calling ‘burn-out’ an occupational syndrome, the need to address this serious issue across all industries is even more crucial. The consequences of constantly undervalued and overworked staff can be serious. Absences, illnesses, decreased productivity, lack of enthusiasm and engagement at work, high turnover: the list of issues goes on and on.
Take a look at 5 ways you can boost morale and avoid employee burn-out:
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Create a culture of collaboration
Don’t just announce that your credit union’s lines of communication are open–walk the walk! The fear of repurcussion over speaking up on related issues is too common in organizations across the country. Encourage staff to share any serious concerns, actively listen, and inform them on how you will address their issues. When everyone has a voice, they feel appreciated.
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Recognize and reward positive contributions
Success toward company goals should be acknowledged and ideally, rewarded. Leadership is often too involved with operational tasks to personally thank each employee. But a short email or public shout-out during a team meeting can make a big difference in strengthening confidence and morale.
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Encourage employees to take a break
Did you know that more than 50% of employees in the U.S. have unused vacation days by the end of each year? The fear of being buried under a mountain of work when they get back from a vacation prevents people from taking a much needed break. Employees are also worried that no one else can take on their work while they’re gone, or they simply can’t afford to go on a break. This is worrying, because vacation time has been shown to increase productivity and reduce stress and the chances of developing illness.
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Change things up!
Office work can be monotonous, especially in the financial industry. Small changes that employees can look forward to–such as holding a birthday lunch, stocking the staff pantry with requested snacks, etc–can boost morale!
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Leadership: it’s time to participate
No amount of encouragement to go on a break, fun work activities or rewards, matters if leadership doesn’t champion these activities or follow the same changes. Taking on an active role in engaging with all employees and participating in social events is a must!
