It is a no-brainer that better morale leads to increased productivity. General morale at work can make or break a company’s success. Effective leaders keep a close eye on company morale. Staff who feel fulfilled and appreciated are far more likely to go the extra mile. They will be more loyal and your staff turnover will decrease. Creative approaches can be employed to build the morale if it is low. The best approach would be to embrace positive changes before the depressing atmosphere really takes hold.

If you recognize some of this behavior in your workplace you can be sure that morale is not as good as it could be. Eye rolls, consistent lateness, high staff turnover, lower performance and less staff collaboration. A Gallup survey recently found that only about 13% of workers are engaged in their job. Research also shows that sadly by far a large majority of people do not enjoy their work. If employees see their work as more than just a job this goes a long way to increasing productivity. Staff happiness results in greater profits for companies who take steps to improve morale.

Conventional thinking assumes that if you pay your staff better you will get more productivity. Not so it seems, we see now that financial incentives are not enough to ensure productivity.

Companies who invest in support and satisfaction generate happier workers. Work environments where the staff feels happy and appreciated are in fact up to 12% more productive. Positive feelings are invigorating for people. The human brain works better when a person feels positive.

Ask for feedback from staff in an atmosphere that accepts that all constructive criticism is good. Employees are always encouraged by being acknowledged. Brainstorming with employees regularly can avoid or mitigate many of the everyday issues that present themselves. Since employees spend more time together than they do at home with their families a supportive happy work environment goes a long way to promoting happiness.

There are many both conventional and unconventional ways to promote this improved morale.

Let the letch go If there are employees who routinely bug other members of staff. If they are sexist, racist, condescending or rude, regularly lose their cool and refuse to accept blame it would be wise to let them go. This could have a greater effect on morale, more even than increases or promotions.

Encourage staff to take time out. Research tells us that 20% of workers break for lunch, in truth being boxed in at one location all day stunts creative thought. The same employees who do not get up from their workstations are also less likely to take holidays. Time off is vital to recharge one’s brain.

Bonuses Pay for things out of the expected remuneration. Possibly pay towards technology, gym membership, transport or childcare. Celebrate accomplishments and reward employees. Occasional surprise unconditional gifts can dispose people well towards employers.

Family Open your doors to spouses, children and other family from time to time in order to connect the professional and personal worlds of your employees. Keep staff regularly apprised of opportunities to grow.

Executive coaching is all about optimising the effectiveness of individuals in leadership positions, and mainly, it has to do with developing their aptitude to captain and also move the efficiency of the people, groups and the departments they lead.

Generally speaking there are three types of executive training: behavioural change coaching, personal productivity coaching, as well as ‘energy’ training.
In this article we will fairly quickly distinguish each of these training methods and also clarify the advantages that come from the behavioural coaching methodology, so visitors can more completely recognize just what behavioral training is, and also why it is potentially the most reliable executive coaching approach to be had for career executives aspiring to develop elevated effectiveness in their ability to amplify the output of the teams and divisions they lead.

Personal productivity training
Personal productivity training has to do with assessing areas of efficiency, efficacy and individual results, basically, it’s about empowering executives to do more by prioritising in a superior way, eliciting the most from modern technological advances, obtaining clarity on their objectives and so on, so the focus is on the executive himself.

Energy training
Energy training is about breaking through restricting views and emotional responses, and also exchanging them with supportive, empowering mindsets that cause even more effective and congruent activity, so the emphasis is on the individual empowerment of the leader themselves.

Behavioral training
Behavioral training varies from the previous two methodologies in that it has to do with objectively analysing a leader’s personal leadership style, and also the manner in which this affects their ability to perform with and also via others, in order to help their people to pull off their KPI’s.

So behavioural training varies from the previous 2 training types in the sense that the focus is on detecting and also gauging the impacts an individual’s leadership form has on the effectiveness of others. Basically, it’s about the leader becoming far more capable at eliciting great work from other individuals to be much more effective, as opposed to attempting to be even more efficient themselves.

Preferably, behavioural trainers want to collaborate with executives who are already successful leaders, to help them to turn into greater, more effective leaders plus the argument for behavioural coaching being more useful compared to other forms of executive coaching is that the majority of successful leaders are already moderately experienced in managing their own energy and individual work productivity, however may not appreciate exactly how their individual leadership type impacts on the individual effectiveness of their direct reports, teams as well as their whole department. To put it simply, while they are extremely reliable achievers in their own right, they could be oblivious to the particular way their individual leadership mode influences others.
By determining their leadership approach and also guiding the leader on an examination right into how this affects their capacity to work with and also by way of others, behavioral coaching could aid executives to eliminate previously unknown impediments to performance in addition to production, both reliably and speedily.

So how long would you expect it to take to achieve measurable change in the effectiveness of a leader through behavioral coaching? You may be surprised to read that it’s generally about 6 months. This is a fairly brief time period when you consider that the end result is a capacity to routinely as well as dependably produce solid benefits right through a division and a business.