The 1st of March is now commonly (although unofficially) being observed as Employee Appreciation Day by many companies across the world. This day has been specifically created to strengthen the bond between employer and employee.
Every company may have its own way of celebrating this day but some of the more common ways include flexible (shortened) working hours, organizing team lunch or potluck, outings, etc.
The intent behind these initiatives is to appreciate the contribution of employees and celebrate their achievements. And the ultimate goal is to make them more passionate about their work.
Although, is it really sufficient to dedicate only one day to build a committed and engaged workplace? How about we go a step further and make this an all year-round process as opposed to standalone initiatives?
Ways to increase employee work passion:
Transparent work culture:
If the management intentionally keeps its employees in the dark, even in trivial matters, it leads to a lack of trust between the two. Employees may also get an impression that the management does not have confidence in their abilities which furthers lowers their morale and subsequently productivity.
Employees can find meaning in their work only when they can see the bigger picture. They need to be able to see how their responsibilities contribute towards it. It shows them that their work matters and they are also responsible in helping the company achieve its goals. Teammates can see how their work is aligned with each other’s and how they need to work together to achieve the team’s overall goals. Thus, there is a significant increase in collaboration in the workplace.
HubSpot has been named the #1 company for employee happiness by Comparably owing to their commitment to flexibility, autonomy and transparency.
This goes to show that when you trust your employees and give them the autonomy to take the right decisions, they are more empowered and passionate about their roles. Such employees are always inclined to do their best in every single responsibility they undertake, no matter how big or small it is.
Frequent feedback and recognition:
When it comes to feedback and/or recognition, managers need to stop waiting for the right time. Archaic processes such as the annual performance reviews involved employees getting feedback at the end of the year. By that time, it is mostly too late.
For example, if employees are erring or have fallen way behind on their commitments, you wouldn’t want to wait till the end of the year to let them know about it, would you? Conversely, if certain employees have performed brilliantly in the first month or quarter itself, would they be happy to wait till the end of the year for their performance to be recognized by the company?
Companies need to let go of traditional methods and introduce frequent feedback and recognition practice in the workplace at the earliest. This employee appreciation month sounds like a good time to bring in a practice that has proven to increase employee engagement by 69%!
Today, the workplace consists of a mix of different generations such as the Baby Boomers, Generation X, the Millennials and the upcoming Generation Z. The last two generations are challenging the status quo and making sure their voices are being heard. Companies have had to adapt to the preferences of this younger workforce and bring changes in the workplace accordingly.
One of these initiatives is career mapping, wherein it is basically a guideline for how a career will progress over a period of time. Career mapping is beneficial for both the employee as well as the employer.
For employers, it helps them determine what new skills should employees develop that will enable them to achieve their future goals more effectively. For employees, it is a clear path to determine how they will advance in their current roles and what does the future hold for them. If it is aligned with their ambitions, they become more passionate about their work. If it is not, they can have a discussion with their managers and determine the best course of action.
While you focus on introducing initiatives essential for fueling passion in the workplace, make sure you do not miss out on the telltale signs of drooping work passion.
- Gets by doing the bare minimum
- Avoids interactions with managers and/or teammates as well
- Constantly complains about one thing or the other
- Average quality of work
- Lacks accountability
- Probably looks for other jobs