UNDERSTANDING EMPLOYEE MORALE

WHAT IS MORALE? Morale the state of the spirits of an individual or group as shown in the willingness to perform assigned tasks (Morris 1981). Morale can also be described as a state of mind, mood, or mental condition (Bennett 1998). WHY LOOK AT EMPLOYEE MORALE? It is foolish to ignore, excuse, or otherwise minimize its impact on productivity! The cost of low productivity is incredible for a state like New York with a large government workforce Recent studies have shown that the correlation between the length of time people intend to stay with their current employers and soft factors like recognition given for work well done or pride in the employer is more statistically significant that the longevity/monetary award correlation (Business Research Lab, Hauppauge, NY, 2002) Generally, increased employee morale means a happier, more productive, and higher performing employee. There is a difference between what people do and how they do it. The difference between either not meeting, or just meeting, productivity goals and exceeding goals- for productivity may be attributed to high morale Poor morale is contagious Poor morale can manifest in the use (abuse) of leave accruals, accidents, illnesses, litigation, workers compensation claims We generally dont promote people based on their people skills. WHAT IT LOOKS/SOUNDS LIKE: Feeings about rules/policies (Strict adherence vs. indifference or resistance) Approach to anything new (Excitement or willingness vs. resistance or apathy) Expressions regarding longevity (long term outlook vs. wanting to get out of here Complaints (Willingness to explore solutions vs. mainly looking for remediation) Grievances (Few or many) Absences (Many unexcused or Few) Accidents/workers compensation cases (Frequent or infrequent) Interaction among employees (Respectful or disrespectful)

WHAT AFFECTS/IMPACTS EMPLOYEE MORALE Many things external and internal to the workplace Communication Downsizing Retirements Reorganizations Office environment i.e. decor Diversity Organizational culture Social interactions Opportunities for advancement politics Politics WHAT TO LOOK AT Communication Methods (email/intranet, newsletters, memos) Regularity (staff meetings, agency wide forums and/or information sessions) Content (big picture, too much, too little) Types (performance evaluations, vent sessions, opportunities for staff to give feedback) Rewards/Recognition practices Types (verbal, written, ceremony, formal, informal) Diversity Ethnic/Cultural, Structural, Business, Behavioral Environment Office space (size, light, furniture, utilization)

HOW TO ASSESS MORALE Ask employees! Possible questions: Do you know the organizations mission and vision? Do you know how your work contributes to the success or failure of the organization?

Have you ever attended a new employee orientation? Do you look forward to going to work each day? Do you have a good working relationship with your supervisor? Are you encouraged by your organization to develop skills beyond what is basic to your immediate job? Do you know what is expected of you in your work? How do you feel about your workload? Do you feel respected? Are your opinions solicited and valued? Do you get regular and informative communication from your organization? Do you respect your supervisors, colleagues, and co-workers? Do you work in a safe and comfortable environment? Is there a clear career path? Does the organizational culture support training that would allow you to develop in your career? Does the organization reflect an appreciation of diversity at all levels? Does the organization promote a value of team vs. individual performance? Do you get positive feedback when you do a good job? Do you have confidence in the people who run the organization? Overall, are you satisfied with your compensation? (especially as it relates to others in your workplace) Are employee suggestions taken seriously by your organization? Do you have a feeling of belonging at your workplace? Do administrative and technical support systems (telephone systems, personal computer support, email, mail distribution, administrative support ) help you to do the best job that you can? Do you enjoy your work? Do you get regular feedback (both positive and opportunities for improvement) from your supervisor? Do you feel that your organization is efficient in the use of its resources? Does the organization encourage, or punish, innovation and risk-taking? Is there anyone within your organizational structure that you would go to with a personal issue? Do you feel that your supervisor is supportive when personal issues prevent you from performing as you normally do? Observe Is the agencys mission statement posted conspicuously? Is there orientation for new employees? Are there policy and procedure manuals readily accessible to employees? Does office space facilitate high performance work? (lighting, space, furniture, placement of phones for some level of privacy, noise level) Is there a place for the posting of information about what is happening in the agency?

Does the agency have a newsletter or some other form of interagency communication vehicle? During crisis times, does communication remain constant, increase, or decrease? Are there vehicles for recognizing employee performance? Is there an employee group that is charged with thinking about recognition for employees? Are there forums that would allow for employees to discuss issues affecting the organization? How is employee input achieved? Are there notices posted about training opportunities? Does it appear that training for supervisors and managers is strongly encouraged by the organization? Is the grapevine used as a potential method for communication?

Look at systems that are designed to support employees in doing their jobs

Does everyone have equal access to computer resources? (intranet, internet) If the agency has voice mail, do all employees have it? Equipment availability and training (copiers, fax machines, scanners,etc.)

HOW GOER CAN ASSIST Workshops Survey preparation, distribution, compilation