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It’s not an easy-breezy thing to keep the spirits of your team up. During a particularly stressful period, the workplace can quickly turn hostile, making employees stressed-out, unproductive, and even resentful of their employer.

A heavy environment can be negative not only for those who are part of it but, it can also be perceived by customers and partners. But knowing that mood increase helps to raise productivity - that’s something that can motivate you to work on that properly, right?

On the internet, one can find various recommendations as to how to keep a good mood at work. It’s essential that employees feel happy.

And here LAD would like to share with you our practices on that.

1.Talk to your team.

Bad moods and stress are contagious, so it's especially important to nip these feelings early. You have to show your sincere interest in learning about your team member’s feelings, thoughts, expectations, sabotage to be able to find the reason, the way to reduce it, and the main - to make this person feel that he or she really matters.

2. Have moments of relaxation.

Breath in…. and breathe out… That’s common in life, in every movement we make: an action and then relaxation. The same thing should happen at work. Let your employees breathe out a little after the eventful, tense, and stressful period. Don’t make them overloaded with work all the time.

3. More humor.

Humor is in the air. And common-sense should be somewhere around to guard it. :-) That’s well-known that laughter is a great form of stress relief, and that's no joke.

4. Good planning.

Make sure that employees don’t have to cope with the results of poor planning & management. To err is human, that’s true, that’s for sure. Just try to protect your employees and show your responsibility and respect.

5. Clear tasks to prevent employees’ frustration.

Without a clear task, employees end up almost paralyzed, unsure about what to do or what they are supposed to report so then. Would you like to have your employees arriving at work each day and crossing their fingers, hoping that what they were doing was going to cut muster?

Does it mean that you have to be as fussy as a hen with one chick? - No. Absolutely not! You might have the idea that by leaving your employees to self-start and defining their own roles, you are giving them a healthy dose of autonomy. While autonomy is important for employee happiness and engagement, you must first define clear and concrete expectations for each of your staff members. Expectations are important in the workplace. Although no one likes to be micromanaged at work. This sounds like skating over thin ice. Leave no room for confusion in your communication with achievable and realistic goals.

6. Gratitude.

This encourages employee development. Here the range of various team-building events, company parties, food deliveries and etc. works pretty well, but don’t make it look like you are trying to win them over with the fluff. Sure, arranging such events - a great idea but don’t rely only on that. Saying “Thank you” can also work perfectly.

The logical step after this is to take action to address the problem if any. Go for it!

And remember happiness at work could be a big business and it can make your business big!

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