Employee morale is an important factor to measure when it comes to increasing employee engagement. Employees with high morale are more likely to stay on with your company and find satisfaction in their work, ultimately reducing stress. Low morale, on the other hand, can lead to high employee turnover and a negative outlook on the company culture.
To help boost morale, 15 members of Forbes Human Resources Council explain the practices, policies and programs their companies have implemented to increase their company's bottom line.
Forbes Human Resources Council members share their insights.
Photos courtesy of individual members.1. 'Coffee Talks'
We offer “Café Karma” meetings during the week where people can show up to have an informal “coffee talk” with a group of colleagues that also decided to attend. These meetings create a sense of belonging, trust and understanding. They are the organizational glue that´s needed to help increase overall results as individuals, teams and an organization. - Anne Iversen, TimeXtender
2. ‘Open Working’ Policy
At Finastra, we’ve implemented our “Open Working” policy to help provide our employees with a form of certainty that is easily adaptable depending on the flexibility their day-to-day lives require. I think embracing flexibility and having empathy towards employees is the key to retaining the best talent and improving morale across the board. - Sharon Doherty, Finastra
3. Free Lunches
We implemented free lunch for all colleagues, as a welcome back to the office treat. Sometimes it's a food truck in the parking lot, sometimes it's tacos on the loading dock, sometimes it's a gift card with instructions to go out to eat with a colleague you don't know well. Surprise and delight have instilled fun and excitement for all. - Megan Leasher, Talent Plus
4. Employee Development Meetings
In my experience, I find that having development conversations with people is invaluable. Employees want to know they have the opportunity to grow and contribute to the organization. I also talk to them about their personal goals. When we invest in our people, they will give more to the organization because they know we care about them. - Katie Ervin, Park University
5. Unlimited PTO
Last year we implemented unlimited PTO at WilsonHCG, and it had amazing results for boosting morale and productivity. Employees felt supported by their managers when they wanted a day off. It helped them prioritize caregiving and mental health, which became so critical during the height of the global pandemic. - Kim Pope, WilsonHCG
6. Flexible Working Options
Flexibility is something that many employees see as a value to them and to their company. By allowing an employee to work remotely it allows them to be able to have a work-life balance which ultimately affects their morale. Being flexible is a great benefit to the employee but also to the overall company success. Time is a big factor in flex schedules and balance. Employees are more productive. - Heather Smith, Flimp Communications
7. Treating The Team Like Family
I am coming into a new company and the moral is not what it should be. I have a road ahead of me but my main thing is to treat everyone like they are your family. Take time to get to know someone rather than judge them, show them you are on their side and prove it during the whole battle to make a family rather than a place people hate to go to daily. - Melissa Bolton, JB Martin
8. Individually Recognizing Team Members
Recognizing team members on work anniversaries and for exemplary performance that's made a difference across the department and within the company is one way to improve morale and contribute to continued motivation among employees. In return, you'll see productivity increase as your team feels valued and their contributions are noticed. - Laura Spawn, Virtual Vocations, Inc.
9. Ambassadorship Programs
We launched a culture champion and ambassadorship program that taught employees how to be their best selves, build their personal brand and be catalysts for allyship and culture change. This program was about building a grassroots initiative that empowered employees to amplify their impact. It drove engagement, pride, brand awareness and hiring effectiveness, which all correlated to spikes in revenue. - Nicole Fernandes, Blu Ivy Group
10. Free Fridays
We are just about to implement Fridays off for employees who carry a high vacation balance. Starting with the top executives, our leaders are doing this to show employees that they should be able to use the time. After we get down to a manageable vacation balance, we are going to move to unlimited PTO to allow employees more flexibility with their time off. - Erin ImHof, Circadence
Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
11. Time Off To Disconnect
A company should demonstrate that it actually cares about employee well-being. For example, we provide unlimited PTO, with a minimum requirement of three weeks, to take time to get away, volunteer or whatever they’d like to do to disconnect. Employees feel less burnt out when there is space to focus on themselves and their families. - Keri Higgins Bigelow, LivingHR, Inc.
12. Employee Rewards Program
We created an employee rewards program to foster more positive recognition for exceptional performance. Employees can use their points for things like company swag, lunch for their department or paid time off. It empowers employees to excel and managers to continually watch for exceptional performance. - Courtney Pace, FedEx Employees Credit Assoc.
13. ‘100/80/100’ Program
My favorite program to date has been the “100/80/100” program we did in the summer. We had employees get 100% of their pay for 80% of their work, with 100% normal output. This allowed everyone to have four-day workweeks without having to do 10-hour workdays. It was a huge hit with employees, and almost everything increased in correlation, more creative solutions, more production, etc. - Kelly Loudermilk, BuildHR, Inc.
14. Talks With Leadership
In a past organization, we offered one on one discussions with any member of leadership once a month. This level of transparency allowed employees to ask critical questions about their employment without reprimand or fear. It was an amazing endeavor and truly gave leadership awareness of areas of opportunity. - Nakisha Griffin, Virtual Enterprise Architects
15. ‘Holiday Heads Down Days'
We have implemented "Holiday Heads Down Days." The day before a holiday closure, there are no meetings, 1-to-1 or classes. The goal of heads down days is to allow our team to clear their plates, catch up on work and close out an independent project, so they can fully turn off and enjoy the holiday break. - Leigh Yanocha, Knopman Marks Financial Training
