Author: Kristina Proffitt

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Employee Engagement

9 effective ways to motivate employees and boost engagement

Motivation is a fickle thing. It’s hard to find and easy to lose. Seemingly small, simple things can cause our motivation to plummet even if we don’t consciously realize it. That’s why it’s so important to identify ways to motivate employees that actually work.

So what can you do to ensure your team feels motivated? And that they stay motivated?

Practice psychological safety; don’t just say you do

A culture of psychological safety isn’t just a nice to have. Saying you have it also doesn’t mean that you actually do.

You have to actively practice psychological safety. Encourage your people to take risks. Don’t punish them for mistakes.

To paraphrase Zak Brown, CEO of McLaren racing, making one mistake is fine. Just don’t make the same mistake twice.

Mistakes are where learnings lie. If no one within your organization has ever made a mistake, or they’re afraid to make them, neither your employees nor your business will grow as fast as they could.

Value EVERYONE’S opinions

We’ve all had times where we feel powerless. Voiceless. It’s disheartening. Demotivating. Demoralizing.

Feeling like our voice matters, like it’s being heard, is among the best ways to motivate employees. It also encourages us to be more creative. Which in turn makes us better problem solvers, means we have more innovative ideas, and makes us more fun to be around.

You never know where the next great idea for your business will come from. Your office cleaner could be great at B2B TikTok; your IT guy might be a talented writer.

Sometimes all you have to do is ask and make it clear that you do want people’s opinions. Even if those ideas are outside of their usual remit. Those can often be where your most creative ideas come from.

Get some face time

Whether it’s in person or on video, seeing others can remind people that they’re not alone. And working remotely can be lonely. So can working from a cubicle. Either can lead to employees feeling isolated and like their colleagues don’t listen to or care about what they have to say.

Meetings, or even just casual coffees, help employees connect. This makes collaboration easier when it comes to work-related projects. It’s one of the quickest ways to motivate employees.

Set up employee groups

Another way you can help your employees connect is with ERGs. These groups enable people to get to know their colleagues beyond what they do at work. This improves workplace dynamics, facilitating communication between teams that need to collaborate but don’t always see eye to eye, such as sales and marketing.

If you’d like to get the most from your ERGs, get in touch today to book your free Workrowd demo.

Offer reverse mentoring

Reverse mentoring is when a junior employee mentors someone more senior. This is useful for bridging generational divides, spreading digital literacy, and holding leadership accountable.

It can also be hugely motivating. It gives younger employees something to work towards because they can see what’s possible.

In addition, the mentor and mentee can support each other to achieve goals, which is a big deal when it comes to ways to motivate employees.

Gamify objectives

Workplace competitions rank high on the list of ways to motivate employees. You could offer different rewards, from branded merchandise to a day out with their family to a voucher for their favorite store.

Some employees will feel motivated by competing with themselves, while others will be motivated by competing with their colleagues. 

For example, you could have a leaderboard that rewards points for specific actions. A company trying to gamify social selling could give points for different activities online. This encourages employees to act while giving them a benchmark against themselves or their colleagues to compete with.

You could also take a note from apps such as Peloton, and have a way for employees to track their daily or weekly streaks. A sales team could have a streak for sending outbound emails, for example. It’s an opportunity to get creative around ways to motivate employees.

Shake things up

When a role feels repetitive or monotonous, it can be debilitating and draining. Our brains disengage and we stop putting in effort. 

To prevent this from happening, find ways to make roles more interesting and less repetitive. You could give employees challenges, run competitions, or try different strategies and techniques.

Encourage creativity

We live in a world that’s increasingly outsourcing creativity, but at what cost?

Creativity is part of what makes us human and what makes life interesting. By relying on AI to do the heavy lifting, we risk our critical thinking skills, problem-solving skills, and creative muscles.

Empowering employees to be creative in their roles, however that may look for them, helps them exercise their creative muscles. This can then lead to stronger creative and problem-solving skills in the future that make them better employees, too. It’s one of the ways to motivate employees that has the most staying power.

Make friends

When we like the people we work with, it’s a lot easier to go into the office every day. It’s easier to open our laptops and sign in.

Friendship is a simple but powerful tool that fosters loyalty, engagement, and interest in what someone is doing. It enables people to feel valued and helps ensure they’re heard by others in the organization.

Online or in-person events are one of the best ways to encourage workplace friendships. ERGs are another great way to connect your employees.

Whether you’re running an event or want to set up an ERG, Workrowd can help. It’s an all-in-one employee engagement tool designed to make everyone’s lives easier and help you and your people perform at your best.

Everything employees need to know can be stored in one place, ensuring they never miss what’s relevant to them. It helps you highlight all the ways to motivate employees you offer, in order to maximize your ROI. Get in touch today to find out more.

Conclusion

Finding ways to motivate employees in 2025 can be easier said than done, especially with everything that’s happening in the world right now. With these tips, you can help your people stay engaged and motivated so that they’re always bringing their best selves to work.

9 effective ways to motivate employees and boost engagement
6 ways to help your team make work friends, and why you should
8 ways to support employee wellbeing on a budget
Categories
Company Culture

6 ways to help your team make work friends, and why you should

Quite often, employees work in silos. They stick to their teams and the people they need to work with on a regular basis. Beyond that they don’t really talk to anyone else. And they certainly don’t try to make work friends.

This can lead to tasks getting done twice, knowledge silos, confusion, disconnection, lack of collaboration, and so much more.

On the other hand, when employees have work friends from other departments, it can increase collaboration, make everyone more efficient, and lead to a more welcoming work environment.

81% feel that work friends are highly important while 78% say they benefit mental health. Having work friends can also help employees feel more engaged, satisfied in their roles, and connected to work.

So let’s dive into why work friends matter and how you can build connections between employees.

Why work friends matter

We live in a world where people are lonelier than ever. They’re falling back on AI to become their new besties, and that’s just…dystopian. AI can’t replace true human connection, but it can become a sycophant that no human friend can compete with because it will always tell you what you want to hear.

I digress.

Work friends encourage employee engagement. They encourage collaboration. They make your business a more welcoming place to be for employees both new and old.

82% feel work friendships improve employee happiness and job satisfaction, while 81% feel they improve productivity.

The majority of professionals, especially Gen Z-ers, think companies should facilitate work friendships through non-work-related activities like holiday parties or happy hours.

Despite all this, ¼ feel their employer isn’t focused on activities or events that lead to work friendships.

People without work friends are more likely to feel isolated. Interestingly, 58% of employees believe relying too much on digital channels is a huge barrier to making work friends.

Taking steps to combat loneliness improves your employer brand and shows your team members that you care about more than just making money.

How to connect your team with work friends

So now that we’ve looked into why work friends are important, let’s dive into how to connect your team with work friends:

ERGs

Employee groups are essential tools for connecting people across your organization to work friends. Groups focused on inclusion are of particular interest for mid-level and senior employees.

Wherever employees work from, ERGs mean they can meet like-minded people with similar interests, goals, or backgrounds to them. This creates a stronger connection to the workplace, making them want to start work every day.

It also helps make work feel less monotonous because people are engaging with more than just the same colleagues every day.

Workrowd is a powerful tool to help you run your ERGs and other employee initiatives. Employees can see all your groups in one place and choose which ones to join. They can also get the latest updates, sign up for events, and so much more. Get in touch today to book your free demo.

In-person events

One of the best ways to strengthen friendships and form new ones is meeting someone in person. Networking events, breakfasts, lunches, courses—they’re all useful ways for people to get to know their colleagues and find work friends.

Bake sales are another option you could try. I’ve found anything that revolves around food or drink usually works well for bringing people together. And you could even run it to raise money for charity, making it a double win.

Online events

For remote teams, events can be more challenging, but they’re not impossible. You just need a little creativity.

Everything from online gaming tournaments to quizzes to book clubs can work as online events that are open to everyone.

Volunteering 

Volunteering is a really effective way for employees to meet new people, break out of their comfort zones, and make a difference to the world. Many businesses offer a handful of days per year that employees can take to volunteer.

If you have a formal volunteering scheme, this can also be a way for employees to connect with colleagues and get to know them outside of the context of work. It’s a way to strengthen friendships and form new ones.

Support people’s wins

Whether it’s running a marathon, publishing a book, getting married, or something else, celebrating employees’ personal wins shows that you care about them beyond what they do for your business. It creates a deeper human connection and makes them feel like a valued part of your organization.

You don’t have to do anything major, but a “good luck” post on Slack, or even donating a little to their charity run can go a long way. Encouraging others to do the same helps people feel supported and enables them to connect with others who could become work friends.

Set up a challenge

Challenges employees can take part in, such as raising money for a particular charity, or collectively running a certain distance, give them something to aim for as a group.

It creates a shared goal where they can keep each other motivated and celebrate achieving something together with their work friends.

Conclusion 

Work friends are one of the most powerful, but underestimated, employee motivation tools in your arsenal.

When people like who they work with, they want to show up in every sense of the word. They’ll work harder and be more present, so they’ll perform better and be happier. Which makes your workplace more welcoming and productive for every employee.

Help work friendships thrive

If you’d like to provide more opportunities for team members to find work friends, why not try Workrowd? You can organize employee events, set up ERGs, and so much more. Get in touch to learn how we can help you reach your employee experience goals.

9 effective ways to motivate employees and boost engagement
6 ways to help your team make work friends, and why you should
8 ways to support employee wellbeing on a budget
Categories
Wellness

8 ways to support employee wellbeing on a budget

We live in a world that’s divisive, lonely, and frankly, scary. Sweeping things under the rug and pretending like none of it is happening does nobody any favors. In fact, it’s likely to make people feel worse and hurt employee wellbeing.

Bottling up emotions can cause everything from mental health conditions to chronic pain. So neglecting employee wellbeing can lead to costly medical bills. It can also mean you lose employees to sick leave or disengagement.

Beyond that, it increases business costs: $322 billion is lost globally due to turnover because of employee burnout. 75% of medical costs are the result of preventable conditions.

Work is a huge factor for this. 84% of employees state that work conditions contributed to at least one mental health challenge.

So supporting employee wellbeing is obviously important. 87% of employees consider health and wellness offerings when job hunting. What’s more, 90% report feeling more motivated if leaders support their wellbeing.

So now that we’ve covered why employee wellbeing matters, let’s dive into how you can support it on a budget:

How to support employee wellbeing on a budget

Listen to employees’ needs

To get the most from your team, it’s important to ask what support they need, then act on it. That’s the shortest path to improving employee wellbeing.

Asking what employees want, then not implementing it, breaks their trust and will cause them to disengage.

Acting based on what they want and need from you, on the other hand, increases engagement and ensures they can perform to their fullest.

Host events

Encouraging employees to connect with each other is a simple way to combat one of the biggest causes of health issues: loneliness.

Mental health is declining at a startling rate. Connecting employees in person or online for book clubs, lunch and learns, or other team-building activities shows that you value connection beyond the transactional relationships that happen at work. It can give employee wellbeing a big boost.

Set up ERGs

Employee resource groups are a simple way to connect your team members. They help combat loneliness that can decrease motivation and productivity, while increasing collaboration between teams as they get to know each other beyond traditional role boundaries.

Want to ensure you’re getting the most from your employee groups? Workrowd can help you manage your groups and activities so that you can see what’s working, employees feel compelled to use them, and they stay engaged. Get in touch to find out more.

Encourage employees to take PTO

Many employees feel so busy that they don’t take all their paid leave each year. But this creates a vicious cycle. Without taking their leave, they risk becoming sick and burnt out. They need to learn that their department can run without them, whatever their role is. And things at work are rarely as urgent as they seem.

As one of my former colleagues once said to me: ‘we’re not changing the world – it’s not life or death. Things can wait a few days.’

While there will be some places where it is life or death, for most of us, this rings true.

Taking time off is important for all of us. Being a workaholic can increase stress levels and mean that when an employee does finally take a break, they become sick because they were running on adrenaline for so long that their immune system crashes and they’re susceptible to every germ they come into contact with.

So, even if they’re a remote employee and they spend their week off at the same desk, but gaming instead of working, encourage them to disconnect from work once in a while to improve employee wellbeing.

Respect work hours

Another thing that can lead to burnout is working too many hours without time to switch off.

Employees shouldn’t feel the need to respond at midnight just because that’s when the CEO, who works in a different time zone, sent an email.

They should work when they’re at their best, during their work hours. That’s how you’ll get the most from them and maximize employee wellbeing.

Remember: breaks are your friend

Tying into respecting work hours is the fact that we all need regular breaks.

Breaks allow us to clear our heads and come back to solving problems more effectively.

Sometimes the answer is right in front of us, but we’ve been looking at a challenge too long to fully see it. A five-minute break to get a drink or go for a walk can help us recalibrate and solve a problem faster than staying glued to a desk, staring at a screen and growing increasingly frustrated.

Offer flexible working hours

The traditional 9-5 model doesn’t work with a lot of people’s circadian rhythms. But we’re stuck in a cycle that we can’t seem to break out of. Even though there are no scientific reasons to use the 9-5 model.

Some people are more productive in the afternoons or evenings. Some people get up at five in the morning and have written thousands of words before others have had their first coffee.

Embracing these differing schedules ensures that you have the most effective, productive team possible. It could enable you to have employees working around the clock to solve customer problems, too. This can help you provide a better quality of service alongside boosting employee wellbeing. 

Consider part-time work or freelancers

Many jobs don’t actually need to be full-time. In fact, you might get better value for your money by employing someone to work part-time or freelance instead.

Too often, full-time work can be full of busywork. There can be scope creep, or priorities can get confused. Tasks get turned into meetings that don’t actually need to be meetings.

No one can concentrate for eight hours nonstop, five days a week. To convince ourselves that’s happening with anyone is a lie. A lie that hurts employee wellbeing

Conclusion

It’s not difficult to support employee wellbeing on a budget. It simply requires being willing to make accommodations around employees’ needs. And keeping in mind that what they need at one point may be different from what they need in six months’ time.

If you’re ready to up your game on employee wellbeing, Workrowd has your back. With all your employee initiatives available in one place, plus automated surveys and real-time analytics, everyone can tap into what they need with less stress. Get in touch to learn more and schedule your free demo today.

9 effective ways to motivate employees and boost engagement
6 ways to help your team make work friends, and why you should
8 ways to support employee wellbeing on a budget
Categories
Employee Engagement

8 ways to boost collaboration and teamwork in the workplace

Whatever industry you’re in, teamwork in the workplace is vital to keep things moving. When colleagues don’t get along, or don’t know how to communicate, it slows processes down, stresses out employees, and costs you money. The longer this lack of cooperation continues, the more expensive it gets.

97% of employees agree that a lack of collaboration negatively impacts workplace success, too. Meanwhile, teamwork increases sales by 27%.

So, it makes sense to boost collaboration and teamwork in the workplace. The more you do so, the more it benefits your business.

Why does teamwork in the workplace matter?

One of the most common examples of this is between sales and marketing departments. Marketing departments focus on generating leads through various strategies like content, ads, or direct response.

Sales then handles the leads that come in. Or they find ways to attract leads on their own, such as with outbound sales tactics.

Even if sales concentrates on outbound, they still need the marketing department to create useful sales collateral that whets buyers’ appetites, like case studies.

When the two departments don’t work together, sales teams don’t get the collateral they need and marketing has no direction. That leaves them to essentially make things up as they go along, tracking vanity metrics, and hoping for the best.

This is pretty common, too, with more than half of US employees having little or no insight into other team’s objectives, and 41% finding it more challenging to collaborate across teams.

On the flip side, there’s a 72% boost in effectiveness when team collaboration is high, and effective teamwork in the workplace reduces absenteeism and enhances engagement.

So, what can you do to boost teamwork in the workplace?

Ways to boost collaboration and teamwork in the workplace

Organize an away day

Away days or weeks can be powerful ways to get your teams together. Employees get time to get to know one another, plan what’s happening, and discuss things that aren’t work-related.

It’s important for everyone to have down/alone time too. This is where people can recharge and naturally come together to connect without the pressure of work-related activities.

Create online events

If you have a remote team or office, providing online events ensures that they don’t miss out on opportunities for collaboration and teamwork in the workplace.

Some options include:

  • Quizzes
  • Book clubs
  • Speakers
  • Games/tournaments such as MarioKart

To encourage your employees to sign up and take part, try Workrowd. They simply need to login to see what’s happening, then they can sign up for events or initiatives with a single click.

Host networking events

As well as online events, you can also hold networking events where colleagues can meet, whether that’s in person or online. These can be vital ways for colleagues to get to know each other without the pressure of it being in a meeting.

Adding in food always works as a solid barrier-breaker and conversation starter, too. This relationship-building can greatly enhance teamwork in the workplace.

Provide mentoring

Mentoring supports everyone within your organization. It can introduce your more experienced colleagues to new concepts, while it can teach early careers employees how to navigate the workplace.

Mentors can come from any department or generation. It doesn’t have to be from someone who’s navigated the same career path. Sometimes it can be other characteristics or goals a mentor and mentee have in common, such as navigating gender in the workplace or wanting to become a leader.

Create a psychologically safe culture

A culture of psychological safety is crucial to teamwork in the workplace. When employees feel able to share their opinions free from repercussions, it creates a more open environment that encourages collaboration.

For employees to disagree with someone, they have to feel safe in the workplace—especially if that person is their leader. There’s no reason that leader’s opinions, beliefs, attitudes, or ways of working shouldn’t be challenged.

Sometimes there are newer, better, and more effective ways of doing things that can only be seen because someone comes from a particular background. To excel as a business, it’s important to be open to hearing those opinions and experiences.

Use radical candor

Radical candor isn’t a new concept. It’s about being able to be honest and empathetic with your colleagues when communicating. It’s about providing feedback that’s valuable in a polite, straightforward way.

Radical candor is an effective way to build an open, honest culture among colleagues. It also provides a framework for giving and receiving feedback that ensures people know what to expect from their colleagues and how to talk to them.

Giving feedback, like listening, is one of those things that many of us are never taught. It can have big repercussions on teamwork in the workplace if we’re not careful.

Listen actively

There’s a huge difference between paying attention to what someone is saying and casually hearing it.

Active listening requires asking questions that draw out their point and turning it into a discussion, rather than nodding along, half-listening to them.

Use your employee resource groups (ERGs) more

If you’ve already got established ERGs, are they working hard enough for you?

If you don’t have any ERGs, what are you waiting for?

Think of an away day. How often do people naturally sit with their fellow team members? It happens every time. People gravitate to the people they know and have something in common with.

Employee resource groups are a powerful tool to bridge gaps between teams and increase teamwork in the workplace. People can connect on terms beyond just the team they’re a part of.

Conclusion 

The more opportunities you provide for your employees to connect beyond their workplace responsibilities, the better they’ll get to know each other’s strengths, can play to them, and can therefore work together more effectively.

If you’d like help organizing your initiatives and encouraging your employees to take part, check out Workrowd. Contact us to book your free demo today.

9 effective ways to motivate employees and boost engagement
6 ways to help your team make work friends, and why you should
8 ways to support employee wellbeing on a budget
Categories
Employee Retention

How to fire an employee without hurting your company culture

If you’re looking for tips on how to fire an employee, you’ve come to the right place.

Needing to fire an employee usually happens because of a fault on the employee’s part. Compare this to layoffs which happen because a company is downsizing.

Firing is challenging for everyone involved. If you navigate it successfully, your company’s future, productivity, and team dynamics can come out unscathed.

Navigate it poorly and you could find that your company culture suffers, your productivity declines, and employees start to leave or quiet quit.

Firing is so common that 40% of Americans have been fired from a job.

When firing someone who’s going to replaced, it costs between 16.1% and 20.4% of their annual salary. For senior executives, this rises to 213%.

Reasons to fire an employee

Some of the reasons you may fire an employee include:

  • Drug or alcohol use at work
  • Sexual harassment
  • Bullying
  • Property damage
  • Theft
  • Policy violations
  • Poor performance

You may also fire an employee for another reason or a combination. Be sure to have documented evidence of employees’ violations if you’re letting someone go for any of these issues.

The reason or reasons behind the termination may impact your approach in how to fire an employee.

How to fire an employee

So what should you take into account when considering how to fire an employee?

Don’t do it out of nowhere

An employee should have some awareness that this is coming.

For instance, if you’re firing them because of poor performance, you should’ve already spoken to them about their performance and set out a path for them to improve it.

If it’s behavior-related, they should have received a warning and had the opportunity to fix things. Surprising someone is rarely the best approach when it comes to how to fire an employee.

Give them a chance to improve

If you want to fire someone because of poor performance, it’s important to first give them the chance to improve. 

Explain what your issues with their performance are and work on a plan to get their output to where you need it to be. This ensures you’re not acting in haste and are still abiding by the law.

To help them improve, could you offer some form of training? For instance, get a colleague to mentor them, sign them up for an online course, or send them away for a training day to upskill them.

Check the rules

When thinking about how to fire an employee, it’s important to abide by the law. Depending on where you’re based, the law will vary, so be sure you know exactly what the rules are around firing employees.

Also keep on top of changes to the law.

For instance, the UK’s upcoming employment rights bill plans to make firing and rehiring practices illegal. It isn’t in place yet, but it’s a policy that’s popular with voters. If it does get approved, new regulations will likely be in place in 2026.

Follow company policy

You’re likely to have some sort of company policy around how to fire an employee. 

Following this procedure will ensure that you remain in compliance with the law and your company’s requirements. It will also make the process less stressful and more streamlined for you as the steps you need to take are already laid out.

Prepare before the meeting

Ensure you have everything you need before the meeting. If you’re firing someone because of misconduct, have the evidence with you to present during the meeting.

Clearly make a note of what you’re going to say and stick to it. This isn’t the meeting for pleasantries or tangents about what you watched on Netflix last night. Small talk isn’t helpful when it comes to how to fire an employee

Have a neutral third-party present

Having a neutral third-party present when you fire an employee protects both of you. It can also help prevent emotions from escalating.

As an alternative, you could record the meeting if it’s done over video call.

Keep the meeting short

A meeting to fire an employee is likely going to be awkward. Keep it short to allow them to save face and reduce the stress for yourself. 

Explain yourself clearly and don’t tiptoe around why you’re firing them. Skirting uncomfortable topics only makes things more awkward.

Once your employee knows they’re leaving, they’ll need time to process the news and their emotions. Give them that space and ensure they can empty out their desk without their colleagues’ watchful eyes.

When thinking about how to fire an employee, it’s important to consider ways to make it less painful for everyone.

Document everything

Keep a record of every conversation. This covers you, the business, and the departing employee legally if something goes wrong.

Show some emotional intelligence

If you’re firing an employee or laying them off, don’t talk about a vacation you’re about to go on. Understand this will be difficult for them whatever the reason behind the firing and keep that in mind. 

It’s okay to show emotion here—that might actually work in your favor.

However, don’t get personal. If you’re trying to be mindful of how to fire an employee, this isn’t the time for personal conversations. You don’t want to come across as callous and detached. Empathy is key.

Get someone else to review your communications

If you’re writing a particularly long email, or one with legal ramifications, get a second pair of eyes—particularly from colleagues in legal—to review your communication before sending. 

This will protect you and the employee, as well as ensure that what you’re saying comes across in the right way.

Retrieve company equipment

Make sure to organize retrieving company equipment the employee may have such as a laptop. If they work remotely, arrange a courier to pick it up. If you’re firing them in person, ask them to leave behind their equipment when they go.

Close their accounts and redirect logins

Make sure to close their email account and any other accounts they may use. For logins, change passwords to ensure they can’t still get in and post negative things as your brand on social media, for example.

Explain severance packages

If applicable, explain the severance package to your employee. Let them know about how their firing will impact any benefits and when they’ll get their last paycheck.

Clarity and communication are important at all stages of the process when it comes to how to fire an employee.

Evaluate the process

If you’re firing an employee because they’re the wrong cultural fit, does the issue lie with them, or with you? Is there something you could do to improve your hiring practices and prevent this from happening again? For example, should you go into more detail about your company culture or role requirements on job descriptions?

Or, if the issue lies later in the process, could you offer more training during onboarding so that employees get up to speed faster?

Also consider your process on how to fire an employee and if there’s anything you could’ve done differently.

Conclusion

Firing an employee is an uncomfortable experience for everyone involved. The more you do to make the process as smooth as possible, the less stressful it will be for managers and the fired employee.

Making a plan for how to fire an employee starts well before the actual termination. Your hiring process, training opportunities, and company culture, all factor in. Want to make sure you’re setting every employee up for success? Workrowd can help.

Our all-in-one tool suite ensures your team members can make the most of your employee experience. With easy access to everything you offer at their fingertips, they’ll be positioned to thrive from day one.

Ready to learn more? Contact us to find out how we can supercharge engagement and culture in your organization.

9 effective ways to motivate employees and boost engagement
6 ways to help your team make work friends, and why you should
8 ways to support employee wellbeing on a budget
Categories
Employee Retention

6 ways to support workers both before and after being laid off

Layoffs are an uncomfortable time for everyone within an organization. They can lead to employees left behind fearing that they’re next, becoming demotivated, and quitting before they get laid off, too.

Then there’s always the risk that even though an employee has been laid off, some of their responsibilities still need to be fulfilled by whoever is left. This change in someone’s workload can increase their stress, meaning they’re at risk of burning out and possibly even quitting.

So, let’s explore how to handle layoffs so that you can keep your employees motivated. Plus, learn how to manage the process in an emotionally intelligent way.

Be upfront

This will be a difficult time for your employees. Anyone left behind will have survivor’s guilt, while those being laid off may feel angry, bitter, or confused. Especially if they have to stick around for a while before leaving.

The more clearly you communicate what’s happening to employees, the easier the transition will be on everyone.

For instance, consider addressing questions like:

  • Will this be the only round of layoffs?
  • Why were these roles chosen?
  • What does it mean for those left behind? What’s the new direction/way of doing things to fill the gap left by departing employees?

The more you address difficult questions, the more employees will trust you.

If you dodge questions or get defensive when someone asks you something uncomfortable, employees are going to think you have something to hide. So then their trust in you and the business will decrease. Followed by your employee performance.

Encourage free speech

Employees should be able to speak up and say if they disagree with a decision. Even if their opinions won’t change the overall outcome, you should still hear them out. 

Otherwise, you’re likely to have layoffs followed by employees left behind resigning en masse because they feel invisible or undermined.

Let employees get out their emotions and challenge leadership. It won’t be comfortable, but, provided leaders and HR handle things in a diplomatic way, it will create a far better environment than if employees don’t think they can share their opinions. 

If employees feel silenced in terms of what’s happening within the business, or afraid to share their opinions, they’re less likely to feel like their experiences and opinions matter. 

So they’ll take fewer risks and switch to autopilot mode.

Meaning you risk making less money and having to make more layoffs in the future.

You could set up an ERG where employees can communicate their feelings, or send out a feedback survey to gauge employee sentiment. Whatever you choose, Workrowd can help. Book your free demo to discover how we work with organizations to streamline employee feedback.

Do it once and do it well

Regular rounds of layoffs create a culture of fear within an organization. Your high performers are going to be more tempted to leave in case they get laid off too—especially if they don’t qualify for any severance pay. And those who stay aren’t going to put their best effort in because the hopeless atmosphere that comes alongside layoffs will demotivate them.

To avoid obliterating your employees’ motivation, you need to do one round of layoffs. Not a trickle of them.

Even if it means more people go at once, one round of layoffs draws a clear line under the process and means those left behind can feel confident that their job is secure.

Offer support to laid off employees

What support could you provide your laid off employees to help them with the next stage of their careers?

This isn’t necessary, of course. But it will set your business apart from the competition and help maintain your employer brand.

Failing to support employees who are leaving could result in negative reviews on sites like Glassdoor. Which then means that when you look to hire in the future, you could lose out on applicants because the negative reviews about your company culture turned them off.

Could you provide coaching, mentoring, an ERG, or other networking and skill development opportunities? This can help them navigate the difficult space they’re in and look ahead to their next step.

Help those left behind

As discussed already, those left behind are likely to suffer from a form of survivor’s guilt. 

To continue getting the most from them, you need to offer support to help them deal with these emotions and re-prioritize their workloads.

A workplace coach or mentor can be particularly beneficial here, as they can help employees see things from an objective point of view and share previous experiences.

Likewise, an ERG could allow employees to express how they feel in a safe space. It may even be beneficial here if leaders don’t participate. That way employees feel safer voicing their opinions and blowing off steam.

Don’t force team dynamics

Your team dynamics are going to suffer after layoffs. It’s inevitable.

So don’t immediately force team building activities onto employees left behind. They’re going to feel uncomfortable doing it but unable to say no in case those challenges put them at the top of the laid off list for the next round.

Everyone is going to feel fragile and possibly unsociable for a while. Don’t act like this isn’t happening as it will only make things worse. You need to read the room if you want to ensure your team members continue to perform at their best.

Conclusion 

No one likes layoffs, whether that’s the leaders deciding who’s going, those being laid off, or those who get left behind. But sometimes they’re an important part of a business’s survival.

To further help the business survive, leaders need to take accountability and be open with their employees about what’s happening and what it means for everyone. This openness will help support the fractured dynamics within the business, preventing them from spreading and damaging business performance further.

If you want to ensure your team can thrive before, during, and after layoffs, Workrowd can help. From keeping employees in the loop, to bolstering company culture, we have the tools you need. You can even use the platform to set up a space for laid off employees to stay connected after the fact.

Sound useful? We thought so. Drop us a note to learn more and see how we can help you support everyone to be at their best.

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Employee Experience

Tips for empowering employees and 6 reasons why you should

Giving your employees agency in their roles means allowing them some control over what they do at work. It shows them that you value their knowledge and skills and trust them to do their jobs. It ensures you get the most from them every day, too. So let’s take a deeper dive into how to succeed in empowering employees and why it matters.

Reasons for empowering employees

First, let’s explore the benefits of giving your employees agency in their roles.

You hired them because they know what they’re doing

At the end of the day, if you/your hiring manager were successful in your hiring process, you hired the best person for the role.

Which means they’re knowledgeable and experienced.

And therefore, know what they’re doing.

By taking away the agency they have in their role, you imply that you don’t think they’re capable of doing their job.

If someone isn’t meeting their targets, talk to them and go over their objectives to ensure you’re both on the same page. This will also help avoid getting into micromanagement territory because you’re worried things are going wrong.

Open conversations can help improve things when it comes to empowering employees. Micromanagement will just negatively impact employee morale, engagement, and performance, leading to your employees leaving.

They’re on the ground

Your employees are the ones on the ground, engaging with your prospects and customers every day.

They know how much time they’ve got, what they need to do, what their capacity is, etc. 

I’ve seen and heard too many stories where management wants things done faster than is humanly possible. The risk of burnout is fine so long as the task gets done and looks good to the outside world.

Except it’s not.

Because if employees don’t have their health, you don’t have a workforce.

And you’re not going to attract the best talent if word gets out that you have a toxic workplace.

Half of employees are passively or actively job-seeking according to recent Gallup data. That’s a significant portion of your team you risk losing if you’re not proactive about empowering employees.

When we feel in control, we do more

When we feel heard and in control, we get more done. That’s because we’re happier, more confident, and more empowered.

Even small things like asking employees for their opinions helps them to feel like their voices matter and therefore want to put more effort in at work.

It provides a better employee experience 

Empowering employees provides a better employee experience. It builds their confidence, helps them grow in their roles, and enables them to become a stronger part of your team.

It creates a culture of psychological safety

Employees perform far better in cultures where they feel psychologically safe. It also leads to better business outcomes. Employees can take more risks and aren’t afraid to make mistakes.

In the wise words of Zak Brown, CEO of McLaren Racing, “A mistake can happen. Just don’t make the same mistake twice.”

This shows a culture of experimentation—how else can you reach the top?—alongside a culture of learning from mistakes.

Those are key elements to a business growing and creating an environment where employees can own what they’re doing, feel supported to challenge how things have always been done, and help your business reach the top.

When designing your strategy for empowering employees, building in psychological safety is a sure bet.

Micromanaging sucks

Almost everyone has been micromanaged at some point. Micromanaging second-guesses the very reason you hired an employee, alongside giving them reasons to doubt their own abilities and damaging their confidence. So then their performance will suffer.

As a result, they won’t put as much effort in because any decision they make will be questioned, challenged, or changed. So why bother even trying?

Not to mention, micromanaging makes more work for the micromanager. If they have to review everything an employee does, it gives them considerably less time to focus on their own work.

Strategies for empowering employees

Now that we’ve looked at the why, let’s consider how to go about empowering employees:

Seek out their opinions

If you really value employees and their opinions, don’t just say that you have an open-door policy. Most people are never going to take you up on that.

Likewise, don’t just throw together a lesson on radical candor and forget you ever had it. How your business operates says a lot more about how you really feel about employees’ opinions than a one-day workshop.

Actively seek out employee feedback, even if—especially if—it’s uncomfortable. That’s the only way you’ll continue to build employee trust.

You could send employee surveys, organize AMAs with leadership, or use an employee listening platform to support your efforts around empowering employees.

Collect anonymous feedback

If you really want employees to feel safe, you need to offer them the chance to provide anonymized feedback.

Most aren’t going to voice their true opinions for fear of reprisals, especially if they’re from a marginalized group or worried they’ll lose their job.

For some, sucking it up and dealing with the consequences is less of a risk than what could happen if they challenged the status quo. That’s another reason you want to ensure their voices are heard and you establish a culture of psychological safety—it’s the only way employees will feel able to speak up.

Let them get on with it

Sometimes, even if you disagree with how an employee does something, you have to leave them to get on with it.

After all, didn’t you hire them because they know what they’re doing? And, when it comes to empowering employees, isn’t what matters the end result?

Create team connections

Connecting your employees through ERGs, events, networking, and other initiatives can help improve collaboration between teams.

For example, sales and marketing teams don’t always get along, but by finding common ground through activities, team lunches, away days, and other initiatives, you can take the pressure off and humanize them to each other. So then they work better as a team.

If you want help organizing more employee initiatives, why not try Workrowd? You can keep everything organized in one place so that employees always know where to find the information they need. Get in touch today to book your free demo.

Conclusion 

Empowering employees isn’t just about providing a better employee experience. It’s about getting the most out of your team.

Employees can only perform at their best when they feel trusted, listened to, and confident in their own abilities.

Likewise, if they’re being micromanaged, they’re going to second guess their skills—skills you hired them for—and this can have a detrimental impact on both their mental health and their performance.

Want a partner as you work toward empowering employees in your organization? Workrowd has your back. Our all-in-one tool suite can set you up for success, but beyond that, we’re happy to talk strategy and best practices. Drop us a note to schedule some time to chat.

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Employee Engagement

7 ways to counter low employee morale and delight your team

Disengaged workers cost US businesses between $450-550 billion each year. Not taking active steps to re-engage your employees and boost employee morale means you risk losing money, losing customers, and losing revenue.

So let’s dive into what you can do to counter low employee morale in your business.

Address the elephant in the room

It will be awkward. But one of the ways to show employees that you’re on their side is to address the elephant in the room that is low employee morale and whatever’s causing it. It could be mergers, acquisitions, layoffs, etc.

Effective internal communication makes 85% of employees feel more connected to their jobs. So addressing the elephant in the room is a difficult but necessary way to get people back onboard.

It also shows a level of empathy that will help reassure your employees that you’re still on their side. You get that times are tough and it’s not easy for you either.

Just remember not to make it all about you or your experiences. This can come across as insensitive and have the opposite effect, causing employees to check out even more.

Instead, consider how you can form an open dialogue with employees about what’s happened, what’s happening, and what will happen next.

And, more importantly, address the impact it’s having on everyone’s mental health. Give them space to reflect.

If you want to improve employee morale, ensuring they know you have their interests in mind is key.

Trust your employees

You hired your employees because they’re experts in their fields and you want them to do the job. So, trust their judgment and give them autonomy.

If you’ve previously given them autonomy and then take that away without explaining things, it can lead to undue stress and disengagement. They may feel micromanaged. 

It also suggests you don’t trust their skills or judgment, and you don’t want them to make decisions at work. All of which can contribute to low employee morale.

Say what you mean

There’s nothing worse than being told how to do something, doing it, then being told you’ve done it wrong. 

One of the big things that can impact employee morale is leadership hypocrisy or contradictions. 

When leadership says employees should be honest, then penalizes them for voicing their opinions, this has far-reaching impacts. Not just on the person who was penalized but on their direct colleagues and those who know about it, too.

So save the corporate speak and be upfront with your employees.

Find out what’s really going on with your team

How often do you sit down in team meetings to find out what’s happening on the ground? 

I don’t just mean sitting in on the odd sales call to find out what prospects think. It’s about actually being part of the conversation to find out how employees feel and what’s preventing them from performing in their roles.

Most leadership teams are pretty disconnected from what’s happening further down in the company. There might even be some who don’t want to hear what’s happening. Particularly if they have a “don’t come to me with problems, only solutions” mindset.

There are some problems that can only be solved by, or are better solved with the help of, leadership or HR teams. Hiring new employees; accommodating someone’s health issues; purchasing new or better tools; conflict resolution. The list goes on.

And the only way you find out what’s really happening is by being in the room with employees. Because some simply won’t feel comfortable raising topics impacting employee morale even if you ask.

Send a feedback survey

I know I said some won’t feel comfortable raising problems or challenges even if you ask, but that doesn’t mean you shouldn’t. Especially not when 58% of employees want workplaces to conduct more engagement surveys.

There are also things you can do to protect employees’ identities. For instance, allowing them to fill in the feedback form anonymously.

Collect a balance of qualitative and quantitative feedback when you send a survey. That way you can look for trends and get more detailed responses on what’s going wrong and possible suggestions on how to fix things.

Using Workrowd, you can send automated feedback surveys in response to programs and events. The process of sending and analyzing your surveys becomes easier, giving you more time to act on the responses and create a better work environment that will improve employee morale.

Connect your teams

Whether through team activities, employee groups, or other initiatives, connection is more important than ever when employee morale is low.

Encourage team members to connect with their colleagues through shared interests and activities.

Workrowd can help you organize your employee groups and initiatives so that they’re easy for employees to find and sign up for.

Focus time

Conversely, you also want to give employees time to focus. This could be time to reflect during periods like layoffs. Or it could be time to concentrate on their work without worrying about Slack notifications.

Focus time plays a pivotal role in our mental health and productivity, in addition to impacting employee morale. Unfortunately, we seldom get enough of it any more due to the constant influx of notifications from every direction. Focus time allows employees to reflect, concentrate, and do their jobs.

61% of employees feel overwhelmed by relentless demands and are at risk of burnout. Giving them this focus time, free from all the requests, helps them get back on top of responsibilities and clear their heads.

Conclusion 

Low employee morale can happen for a variety of reasons. What really matters is that you reassure employees you’re still a team and can work together to overcome what’s caused the challenges you’re facing.

One way you can find the information you need is by sending an employee feedback survey.

Workrowd helps you automate your surveys so that you can send them at important touchpoints. Beyond that, the platform will also analyze the data for you, so you get the results all ready to go. That way, you can concentrate on improving employee morale.

Get in touch to find out how our all-in-one platform can help supercharge your organization.

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Hybrid/Remote

8 easy team building activities to strengthen company culture

In today’s world where many employees can work from anywhere, it’s more important than ever to have a stash of easy team building activities at the ready.

40% of remote workers want more casual face-to-face gatherings with their colleagues. Beyond that, 41% struggle to feel integrated into the company’s culture. It’s much harder to connect with people when you don’t see them in-person regularly. Without those casual run-ins you lose the water cooler chat. But there are ways to recreate it.

Let’s check out some easy team building activities that strengthen company culture whether your team is remote, hybrid, or office-based.

Ice breakers

I’ve always hated ice breakers, but sometimes they can be effective to, well, break the ice.

The worst part is always the start of the ice breaker, before anyone speaks. Then, people’s anxiety plateaus as they start talking and realize they have plenty of things to discuss.

What eventually changed my mind about ice breakers was actually a YouTube short I came across by accident. It was making fun of ice breakers. For instance, the one where you talk one-on-one with someone and have to find something in common.

Many of the comments defended ice breakers, saying that they broke down connection barriers.

So, if you’ve got a new team, or a newly merged one, consider getting members to speak to each other one-on-one and find something in common with the person next to them (or on a call with them).

One-on-one conversations like this, rather than everyone introducing themselves to a big group, break the ice far better. People get to have a two-way conversation rather than just talking about themselves into what feels like a void, especially when it’s done online.

Using ice breakers at the beginning of meetings or events is a super simple option when it comes to easy team building activities.

Unconventional book clubs

While I love discussing books, I’ve always found it hard to read when I feel like I have to. It takes the enjoyment out of it. It may even mean I end up reading something I just can’t connect with but feel obligated to slog through. Sometimes you have to be in the right frame of mind to get the most from reading a book.

That’s why my friend and I have set up an unconventional book club. We bring a book we want to talk about, then share why we love it. That’s it. Minimal commitment but everyone comes away with a new book for their To Be Read pile.

For busy employees this is even better, because they don’t have to read a set book by a specific date. And they won’t be quizzed on the book after. So it’s one of the easy team building activities with both a low barrier to entry, and a low commitment level.

Ask a question on Slack/ Teams/ Workrowd

Asking a fun question on Slack, Teams, or Workrowd is a small thing to do. Whether a team is remote, hybrid, or in-person though, it helps them find things in common.

Simple shared interests, like their favorite sports team, help employees connect on mutual ground beyond work. This can help foster better team dynamics.

The questions don’t have to be—and frankly shouldn’t be—complicated or require too long to respond to.

When asking a question, it’s often better to require a low commitment from the first answer. Then they can always expand on their answer if someone asks.

Questions that lend themselves to easy team building activities might include:

  • What’s your favorite food?
  • What sports do you follow?
  • What’s your favorite ice cream flavor?
  • What are you reading right now?
  • What are you learning right now?
  • What do you plan to watch on TV this evening?
  • How are you spending your weekend?

Away days

Away days allow employees to fully immerse themselves in conversations and activities without getting caught up in the minutiae of their everyday jobs.

These could be purely for easy team building activities, or also used for some business planning sessions. You can structure it based on the needs of your organization or team.

Trivia

Trivia doesn’t just test our general knowledge; it can help us bond, too. It helps strengthen our memories and can be a good way to laugh with colleagues. Plus, it can help you find out other people’s strengths and interests that might even be useful in the workplace.

For instance, if you’ve got a math question and someone can work it out in their head, that’s a useful skill for sales calls.

You could pit different teams against each other, or split people up if you want to increase connections with people outside of the colleagues they work with every day. Hosting trivia lunches or happy hours is a fool-proof add to your list of easy team building activities.

ERGs

Employee resource groups enable your employees to meet with other, like-minded team members.

As well as helping them with networking opportunities and a sense of belonging, these groups can help grow employees’ skills and increase cooperation between departments.

Workrowd makes it easier to manage your ERGs so you, and your employees, can get more from them. Get in touch to find out more.

Team lunches

Free lunch is a sure bet when it comes to easy team building activities. Food is always a powerful way for people to bond, and team lunches are no exception.

They work well as they don’t eat into people’s morning or evening activities, and almost everyone will eat lunch anyway.

Be sure to send around a poll asking for venue suggestions or dietary requirements. That way you can cater to as many people’s needs as possible.

Networking with a speaker

Networking events where you host a speaker who’s interesting or useful to your employees can help break up the work day and attract remote workers into the office.

It gives them something to talk about, expands their skills, and is a classic way to offer professional development. 

You could do this via a breakfast, a lunch, or even an evening event.

These tools can also be a powerful way to nurture prospects if you offer them an exclusive invite to an interesting speaker/discussion. So beyond easy team building activities, this can also directly impact your bottom line by increasing sales.

Conclusion 

Easy team building activities don’t have to be entailed, but they should be interesting and varied between low and high-commitment. The less effort someone has to put in beyond their work duties, the more likely they are to want to take part in other easy team building activities like away days. They’ll already feel like a part of the team and will want to spend more time with their colleagues.

If you’d like a tool that can make it easier to market, manage, and measure your easy team building activities, get in touch to find out more about how Workrowd can help.

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Company Culture

Celebrate these 12 employee anniversaries to boost engagement

When people recognize what we’ve done and how far we’ve come, we feel seen. And that’s powerful. That’s why acknowledging employee anniversaries is so important.

At work, recognition is a key motivator. In fact, it’s so important that 83.6% of employees say recognition affects their motivation. What’s more, 77.9% would be more productive if they received more recognition. 

It could even help with retention. 71% of employees would be less likely to leave if they were recognized more frequently at work.

So what, exactly, should you recognize? Here are examples of employee anniversaries to celebrate that will supercharge engagement.

Employee anniversaries to celebrate

Here are some employee anniversaries and milestones worth celebrating:

First day

Celebrating someone’s first day in a role makes them feel valued and like you appreciate them choosing to work for you over another business.

Several places I’ve worked at have taken people out for lunch on their first day. It’s a particularly nice gesture if they don’t know the area and aren’t sure of the best places to eat.

This is also a good bonding experience for new team members to get to know each other better. They can chat casually outside of the intense onboarding that happens during the first days on the job.

End of probation 

Passing a probationary period is a huge milestone for employees, especially in tough industries or businesses.

Birthdays

I always think it’s important to celebrate birthdays, even in small ways. A simple “happy birthday” in Slack or on Workrowd can make a difference. It’s one of the most obvious employee anniversaries that can make people feel seen and special.

Customer reviews

Did someone get a really great customer review? That’s something to celebrate! It demonstrates what high-quality customer service within your organization looks like, setting an example for the rest of the team.

First year (and other yearly employee anniversaries)

Completing a full year on the job is a big deal. It shows that person has survived probation and onboarding and has become a vital part of your team.

Beyond that, celebrating these employee anniversaries annually can help keep your people feeling engaged and energized to take on another year.

Finishing big projects

When someone has completed a big project, either on their own or on a team, celebrating that milestone shows that you recognize what they’ve done and how hard they’ve worked.

Promotions 

Promotions are always something to celebrate. They show someone has worked hard and achieved great things within your organization.

Safety milestones

Going days, weeks, months, or even years without health and safety incidents are huge achievements. This is especially true in industries where health and safety are vital to company success and employee health.

Sometimes celebrating employee anniversaries of something not happening is important, too!

Revenue targets

Did a person, team, or the company as a whole hit a revenue target? That’s definitely something to celebrate!

Company anniversaries

As centuries-old household names become things of the past (just recently British brand WH Smith announced it was leaving main streets after being around since 1792), celebrating company anniversaries in addition to employee anniversaries is essential.

It shows the difference employees make, how much they’ve contributed over the business’s history, and how far the company has come. It’s a meaningful, fun way to celebrate the past, present, and future of the business.

Retirements 

Retirement is a pivotal time in someone’s life. Regardless of how long they’ve been at your company, celebrating an employee’s retirement shows that you appreciate the effort they’ve put into your business and the key role they’ve played.

It also marks their transition into a new period of their life.

Ways to recognize employee anniversaries

Here are some ways to recognize employee anniversaries:

Shoutouts 

This is the simplest thing on the list, but it really does make a huge difference. Giving someone a shoutout in a meeting, a Slack channel, a krowd, or somewhere else colleagues can see is a meaningful way to celebrate employee anniversaries.

It can also help to create a culture that celebrates employees, encouraging people to celebrate their colleagues in turn. Doing this makes a big difference to teamwork and employee morale.

Extra day off

An extra day off, for example for someone’s birthday, shows that you value employees’ lives outside of work and want them to take time to rest or celebrate with loved ones.

An extra day of PTO could also be a way to reward employees at the end of a particularly stressful or long-term project, allowing them to recover and unwind so that they don’t burn out.

Away days

For corporate milestones, away days can help you come together as an organization to celebrate, reflect, and plan for the future. You could do a combination of celebrations like activities or meals out, alongside planning sessions.

Team activities or retreats

Another option to celebrate team or corporate milestones is to give teams a budget and allow them to organize their own activities or retreats. This is particularly useful for larger organizations that may struggle to find a venue big enough to hold everyone.

It also enables managers to cater to their team’s preferences so no one feels forced to do an activity they’re uncomfortable with in the name of corporate politics. Making these annual, bi-annual, or even quarterly gives your team employee anniversaries to look forward to.

Vouchers

A voucher to spend on a meal or a service is a simple way to celebrate employee anniversaries and show you’re thinking of them.

Treats

As an alternative to a voucher, you could get them a little treat such as donuts, chocolate, gift card, etc.

Something special

For bigger employee anniversaries, what about something special? 

For example, when someone I know retired she received a carriage clock; another received a watch for 35 years of service. The gift doesn’t have to be related to timekeeping—these examples are a coincidence—but they were high-quality items that both people still have and cherish the memories behind.

Company merchandise

For company milestones, branded merchandise celebrates both employees and the business. It also means that employees become walking advertisements for your organization if they wear or use that swag out and about.

Decorate their desk

This is a nice way to inject personality into the office for birthdays or other employee anniversaries. Streamers, balloons, cake…have fun with it. You could even tailor it to their fashion sense, favorite color, favorite cake, etc, to show you’re really paying attention.

Conclusion 

Celebrating employee anniversaries and milestones shows your team that you appreciate the time and effort they put in to help grow your business every day.

Connect your employees with Workrowd

Another way to show your employees how much you appreciate them is to keep them connected. Help them organize and sign up for team initiatives, join employee groups, and build bonds with their colleagues with Workrowd. Our platform is the one-stop-shop for all your engagement initiatives.

Get in touch today to book your free demo and find out more.

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