Are you tired of inadequate feedback channels and a lack of action leading to further disengagement? If so, you’re not alone. Many HR managers and business owners face these challenges when it comes to employee feedback.

Learn more about connecting and communicating with your frontline workers with Beekeeper.

Inadequate feedback channels can be a major obstacle when trying to gather valuable insights from employees. Without the right channels in place, employees may not feel comfortable sharing their honest feedback, leading to a lack of transparency and communication. This can result in missed opportunities for improvement and slow down the overall growth of the organization.

The fear of sharing honest feedback can also be a significant barrier. Employees may worry about negative consequences of sharing feedback or be afraid of not being taken seriously, causing them to withhold valuable insights that could benefit the company. This fear can create a culture of silence, preventing proactive problem-solving and hindering progress.

Analysis paralysis often occurs when HR managers and business owners struggle to interpret the feedback they receive. Without a clear understanding of what the feedback really means, it becomes challenging to take appropriate action and address the underlying issues effectively. This can lead to frustration among employees, further disengagement, and a disconnect between company culture and desired outcomes.

Fortunately, there are proven strategies to overcome these challenges and create an environment where employees feel comfortable providing honest feedback. By implementing effective feedback channels like anonymous surveys and regular check-ins, HR managers and business owners can encourage employees to share their thoughts openly.

Actively listening to employee feedback and taking appropriate action is crucial. By addressing the pain points identified through feedback, HR managers and business owners can:

• Proactively solve problems
• Increase engagement
• Improve retention and recruitment efforts

We’ll get into why employee feedback is essential for higher engagement, retention, recruitment, and proactive problem-solving. And we’ll share strategies to help you design effective employee surveys.

Let’s begin.

Why Employee Feedback is Important

Employee feedback is crucial for the growth, development, and success of any organization. It plays a vital role in fostering a positive work environment, improving employee engagement, and driving performance. Here are some reasons why employee feedback is important:

• Enhances Communication: Feedback channels provide a platform for open and honest communication between employees and management, which encourages dialogue, promotes transparency, and allows for the exchange of ideas and concerns.

• Identifies Strengths and Areas for Improvement: Feedback helps employees understand their strengths and areas where they can enhance their skills, providing them with valuable insights on how to perform better and grow professionally.

• Boosts Employee Engagement: Regular feedback shows employees that their opinions matter and their contributions are valued. This increases their sense of ownership, commitment, and motivation towards their work.

• Drives Continuous Improvement: Constructive feedback allows organizations to identify areas that need improvement, helping in the process of implementing changes, refining processes, and enhancing overall performance.

• Supports Personal and Professional Growth: Feedback provides employees with opportunities for self-improvement, helping to identify developmental needs, set goals, and work towards achieving them.

• Builds Trust and Job Satisfaction: Making employees feel heard and supported through feedback builds trust between employees and management, leading to increased job satisfaction and reduced turnover rates.

• Enhances Teamwork and Collaboration: Feedback fosters a culture of collaboration, where employees can share ideas, give and receive suggestions, and work together towards common goals. This strengthens teamwork and fosters a positive work environment.

Common Challenges in Collecting Genuine Feedback

Employee feedback helps identify blind spots, enhance employee engagement, drive innovation, build trust, and improve decision-making. It creates a positive feedback loop between employees and management, leading to a more productive and successful organization. But organizations can struggle to get genuine feedback for several reasons:

• Inadequate feedback channels. If employees don’t have accessible ways to provide feedback, they may feel discouraged or unsure about where and how to share their feedback.
• Fear of sharing honest feedback. Employees may worry that sharing their honest opinions can threaten job security or advancement in the company.
• Analysis paralysis. When HR and team leaders lack clarity on how to interpret feedback, it becomes difficult to effectively respond and implement meaningful improvements.
• Lack of action taken after receiving feedback. If employees perceive that their feedback is not being valued or acted upon, they may become disengaged and reluctant to participate in future feedback initiatives.
• Culture disconnect. If the organization’s culture does not prioritize open communication and encourage feedback, employees may be hesitant to share their thoughts.

By overcoming these challenges, organizations can establish an environment where employees feel comfortable and motivated to provide genuine feedback.

Let’s look at how to design effective employee surveys to do just that.

9 Steps to Design Effective Employee Surveys

Designing an effective survey requires careful planning and consideration. Here are 8 steps to help you design surveys that yield meaningful results:

1. Clearly Define Your Objective 

Before creating a survey, determine the specific goals you want to achieve. Whether it’s measuring employee satisfaction, identifying areas for improvement, or gathering feedback on a specific initiative, having a clear objective will guide the design and analysis of your survey.

2. Choose the Right Platform for Survey Deployment

Selecting the right platform for survey deployment is crucial. One platform that stands out for internal communication and survey capabilities is Beekeeper. With a range of features specifically designed for surveys, Beekeeper offers a comprehensive solution for organizations seeking to gather feedback from their workforce.

One of the key advantages of using Beekeeper for survey deployment is its automatic analysis feature. This feature allows you to easily monitor crucial metrics such as open rate, completion rate, and individual responses (unless it’s an anonymized survey). By tracking these metrics, you can gauge the level of engagement and participation in your survey. This information helps to understand the overall response rate and the effectiveness of your survey design.

Also, Beekeeper provides in-depth analysis of each question within the survey. This analysis allows you to delve deeper into the responses and gain a better understanding of employee sentiments and opinions. By examining the data on a question-by-question basis, you can identify trends and patterns that may not be immediately apparent when looking at the survey as a whole.

Beekeeper offers downloadable results for a comprehensive review. This feature allows you to export the survey data and analyze it in greater detail. Being able to download the results gives you the flexibility to conduct further analysis, create visualizations, or share the data with relevant stakeholders for a more thorough review. This comprehensive approach ensures that you have access to all the information you need to make informed decisions based on the survey results.

Beekeeper’s platform for survey deployment provides organizations with a powerful tool to gather feedback and insights from their employees. The automatic analysis feature allows for real-time monitoring of key metrics, giving you a clear picture of survey engagement and response rates. The in-depth analysis of each question and the ability to download results for a comprehensive review provide a deeper understanding of employee sentiments. 

3. Keep it Short & Focused

Lengthy surveys can lead to survey fatigue and decreased response rates. Keep your survey concise and focused on the specific objectives you defined. Ask only essential questions to ensure maximum participation and engagement.

4. Use a Mix of Question Types

Incorporate a variety of question types to gather different types of feedback. Include multiple-choice questions, Likert scale questions, open-ended questions, and rating scales. This variety will provide a comprehensive understanding of employee opinions and experiences.

5. Ensure Anonymity if Needed

Depending on the nature of the survey, you may want to ensure anonymity to encourage honest and open responses. Employees should feel comfortable expressing their opinions without fear of repercussions. Assure them that their responses will remain confidential and emphasize the importance of their participation.

6. Avoid Leading or Biased Questions

Design questions that are neutral and unbiased. Leading questions may influence respondents to answer in a particular way, skewing the results. Use clear and neutral language to ensure accurate and honest responses.

7. Pre-test the Survey

Before launching the survey to the entire workforce, conduct a pilot test with a small group of employees. This will help identify any potential issues with survey design, question clarity, or technical glitches. Gathering feedback from a sample group will allow you to make necessary adjustments before rolling out the survey to a larger audience.

8. Communicate the Purpose & Follow-up

Communicate the purpose of the survey to employees. Explain why their feedback is important and how it will be used to drive improvements. After the survey is completed, follow up with employees to share the results and actions taken based on their feedback. This demonstrates that their input is valued and reinforces the importance of their participation in future surveys.

9. Review and Analyze Results

Once the survey is complete, review and analyze the results. Look for patterns, trends, and areas where improvements can be made. Beekeeper’s analysis tools provide valuable insights, allowing you to identify strengths and areas for development across different departments and employee groups. Use these results to inform decision-making, develop action plans, and prioritize initiatives that will have the greatest impact on employee engagement and satisfaction.

By following these 9 steps, you can create surveys that provide valuable insights, engage employees, and drive positive change within your organization. Using Beekeeper as a platform for survey deployment ensures accurate analysis, monitoring of key metrics, and comprehensive reporting for informed decision-making.

Frontline Employee Survey Best Practices to Follow

At Beekeeper, we work to create tools designed specifically with frontline workers in mind. Here are some best practices that we’ve noticed work best for creating frontline employee surveys:

• Measure employee satisfaction: Frontline businesses can use employee surveys to gauge the satisfaction levels of their employees, which is often challenging with distributed teams. By asking targeted questions about work environment, job satisfaction, and communication, frontline businesses can identify areas where improvements are needed to enhance employee satisfaction and engagement.

• Identify training and development needs: Employee surveys can help frontline businesses identify areas where employees may need additional training or development opportunities. By asking questions about skill gaps, training effectiveness, and career aspirations, businesses can tailor their training programs to better meet the needs of their frontline employees.

• Gather customer insights: Frontline employees are often the ones interacting directly with customers. Employee surveys can include questions about customer feedback, concerns, and suggestions. By collecting this information, businesses can gain valuable insights into customer experiences and identify areas for improvement in customer service.

• Enhance communication and teamwork: Employee surveys can be used to assess the effectiveness of communication channels within the organization. By asking questions about communication clarity, frequency, and effectiveness, businesses can identify any communication gaps and take steps to improve internal communication processes. Surveys can also include questions about teamwork and collaboration, helping businesses identify areas where team dynamics can be strengthened.

• Identify process improvements: Frontline employees are often closest to the operational processes and can provide valuable insights into areas like process efficiency and bottlenecks. By gathering this feedback, businesses can identify opportunities to streamline workflows, eliminate unnecessary steps, and enhance overall operational efficiency.

Employee Feedback Surveys: Asking the Right Questions, the Right Way

Employee feedback surveys are a valuable tool for organizations to gather insights and improve their overall performance. However, asking the right questions in the right way is essential to get meaningful and actionable feedback from employees. Here are some final thoughts on designing employee feedback surveys:

1. Clear questions get clear answers. Ambiguous or complex questions may confuse employees, leading to inaccurate or incomplete responses. Using simple and straightforward language can help employees provide accurate feedback.

2. Questions should be relevant and specific to the areas the organization wants to measure. By focusing on specific aspects like job satisfaction, communication, training, or customer service, organizations can obtain targeted feedback that addresses their most pressing concerns.

3. It’s helpful to use a mix of closed-ended and open-ended questions. Closed-ended questions like rating scales or multiple-choice options, provide quantitative data that can be easily analyzed. On the other hand, open-ended questions allow employees to provide detailed responses and share specific examples, and give deeper insights into their experiences.

4. Frequency and timing matters. Conducting surveys regularly, like annually or semi-annually, allows organizations to track progress over time and identify trends. Timing surveys to coincide with significant events, such as the completion of a training program, conference, or the implementation of a new process, can provide targeted feedback on the effectiveness of those initiatives.

5. When applicable, assure employees of the anonymity and confidentiality of their responses. This fosters a safe environment where employees feel comfortable providing honest feedback without fear of repercussions.

By asking the right questions in the right way, organizations can obtain meaningful feedback that drives positive changes and enhances employee engagement and satisfaction.

Did You Know That You Can Now Take Employee Surveys One Step Further With Beekeeper’s New AI-Powered Employee Sentiment Analysis? Download The Guide Below To Learn More

The post Creating Employee Feedback Surveys That Truly Listen: A Step-by-Step Guide appeared first on Beekeeper.

Get our complete guide to employee onboarding here

Let’s quickly start off by getting on the same page with a definition of offboarding.

Offboarding is the process of transitioning an employee out of a company. It begins when they announce they are leaving up to their final day on the job. It is the tying up of loose ends, handing off work to their manager or replacement, and it is also a chance to get the employee’s feedback on their time at the company and find out why they’re leaving.  

Because employee departures are a recurring event, companies should have an offboarding employee checklist to optimize the process. It’s more than a goodbye cake and farewell party (though that is always a nice gesture and a chance for colleagues to gather and send their friends off on a high note.)

Just like onboarding integrates someone into your company, employee offboarding eases them out. 

When an employee is leaving, companies often struggle with:

• Inconsistency in offboarding
• Legal & compliance concerns
• Protection of company assets 
• Maintaining company reputation
• Knowledge transfer
• Emotional complexity

There are benefits to having an employee offboarding checklist:

• Feedback from departing workers can help companies improve the employee experience for current and future staff.
• Minimizes any impact the departure has on their colleagues and the companies so it’s a seamless transition.
• Creates time and space for the employee to either train their replacement or hand off their work to a colleague to keep continuity of knowledge

Offboarding will vary slightly depending on an employee’s position and responsibilities, but companies should have one employee offboarding checklist template that can be modified as needed for each time it’s used. The template can be saved on a workplace communication app and easily shared as needed. 

Here are the ten core elements that every offboarding checklist should have.

1. Inform HR and Management 

Once an employee has notified their manager of their plans to leave, it’s critical to let HR and upper management know. Plans need to be made to continue operating with little disruption to workflows. 

• HR might decide to promote someone from within in which case the departing employee can begin to pass along their job knowledge and insider tips to ensure a smooth transition.
• HR might decide to post the position on the company website to open it up to both internal and external candidates. The current employee can be helpful in rewriting their job description.
• Someone leaving might be an opportunity for HR to restructure the organizational chart and shift responsibilities around.

HR also needs to begin the offboarding process immediately to successfully transition the employee to the end of their time at the company. 

But here’s something to think about: the former employee might also be a future employee, sometimes referred to as ‘boomerang employees’. When people have a good history at a company, there’s always a chance they get more experience elsewhere and come back in a higher position. And this is another reason to make offboarding a smooth, positive experience and end things on a good note.

2. Inform the Team and Communicate Changes

Next, it’s critical to inform the employee’s team. This is easy if you already have transparency as one of your core communication values. Having a colleague leave means there is a chance the others will have to take on more work if filling the position takes time. The sooner they can prepare for any shift of responsibilities at work, the better. It also gives workers the time to celebrate their friends and colleagues in their final weeks. 

Be sure to check with the worker who’s leaving on how they’d like to share the news: if they would like to tell their colleagues or if they would like it to come from a manager. 

There should also be a companywide announcement on the digital workplace platform. Others can then chime in and post well wishes or congratulations on the next opportunity. If this job will be made available internally, that news should also be shared at the same time so interested and qualified workers can throw their name into the hat. A successor can be found much quicker if it’s someone from inside the company who already knows processes and procedures. 

3. Send Offboarding Notification to the Employee

Now that it’s official, start the offboarding process by initiating the employee’s offboarding task list with them. Again, if you have a digital solution, like Beekeeper, this can all be easily done through the app. Simply store the employee offboarding checklist in the document library and share it with employees who give notice. 

Share the step-by-step procedures on expectations and timelines for accomplishing offboarding tasks, like turning in computers, badges, or any other company uniforms and equipment. Let them know exactly what to expect and where to find all of the lists and documents on the app. 

As an example, the University of California Santa Cruz has an offboarding list for supervisors and a video explaining the process to align everyone on why offboarding is a critical part of an employee’s departure.

4. Collect Assets and Terminate Access to Company Systems

Once an employee is finished, their access to company systems must be discontinued.

The most recent research revealed the average cost of a data breach in 2023 is $4.45 million. And 20% of companies say they’ve had data breaches by former employees.

This does not necessarily mean the person was responsible for the hack, but simply having company apps or access to company information on their personal devices puts the company at risk for any outside cybersecurity attacks. 

Employees should also turn in any company-owned assets. This can be items like uniforms, tools, computers, or phones. One study showed that half of all companies lose devices when employees leave. 

5. Process Final Payments

HR will be wrapping up all employee-related benefits and wages and employees should be taken off the payroll system and issued final paychecks. This can mean paying out on any unused vacation time, too. If workers had health insurance, companies should give them information on Cobra to continue on the same health plan on their own. Employers should also make sure to have an employee’s most recent address and contact information for issuing end-of-year tax paperwork. 

6. Train the Replacement & Transfer Knowledge

Every employee builds knowledge on how to best perform their specific job. All of that information should be passed along to the replacement so there is a seamless transition and the new worker gets up and running quickly which reduces time to productivity. This includes the SOPs for how to perform different tasks specific to that job, relevant contact lists, vendor lists, etc. 

Knowledge transfer is easier when a replacement is found before the employee leaves. Then, there can be a period of shadowing during the overlap period. If not, the employee should create a procedural document to outline the job responsibilities and best practices. 

7. Schedule an Exit Interview 

The exit interview might just be the most important part of employee offboarding. It gives an employer a final chance to connect with that person. This is also a time to get valuable feedback that can help leaders improve the employee experience. 

Doing these interviews in person is preferable if possible. Talk to the employee about their time at the company and ask for general feedback. It’s good to also have employees answer questions on the workplace app where they can be easily recorded and saved. Keep questions open so employees can give their own observations and feelings (as opposed to just yes or no questions.) 

Here are ten questions to ask during the exit interview:

1. Why are you leaving?
2. What does the new company provide that we did not?
3. Were you satisfied with your relationship with your direct manager?
4. What can be improved for your position and department?
5. Did you receive enough training for your job?
6. Did you feel supported in your job and growth here?
7. Would you recommend this company to other job seekers?
8. How would you describe the company culture and did you feel included?
9. Would you consider working here in the future
10. Any other feedback you think we should know to improve?

Ask questions specific to their job, their manager, and the company. These really are some of the most valuable insights a company can get that can help them refind employee experiences that will increase retention. 

8. Issue Recommendation Letters 

One important part of the offboarding experience is not about physical or logistical things. It’s emotional. You want to part ways with employees on a good note. If they ask for recommendation letters, have their manager write one to highlight personal strengths. When an employee leaves, they are still a brand ambassador. Your company will be listed on their resume and their LinkedIn pages. You want them to tell others about their positive experience with you. Writing a letter of recommendation will help them in their future endeavors, and will really leave them with a good feeling about the support they received at the company.

9. Offboarding Extras

The employee offboarding checklist will be unique to each company. But here are a few elements you might want to include that are not related to the formalities of offboarding:

• Celebrate the employee. Throw a goodbye party for the employee and their team (paid for by the company.) This can be a department lunch or end-of-day cake. Let people take a break to attend the gathering and say goodbye to their colleagues.
• Recognize the employee. Employee recognition should be a part of a company’s employee engagement strategy. Keep that going through the end. Send a company-wide post on the workplace app wishing the employee well and thank them for a job well done. 
• Start a company alumni group. Have your HR department start up an employee alumni club so people can stay in touch with one another and their former employers. Create social media spaces for them to connect, like a Facebook group. This is also a great way to let people know of job openings in case any former employees want to come back to the company!

10. Evaluate the Offboarding Process

The offboarding process should be like any other internal procedure: it should be constantly evaluated and improved upon. Apply the principles of kaizen: continuous improvement. It’s a philosophy originally applied in business by Toyota now known as the Toyota Production System. Companies have adopted this model to reflect on their operations and gain insights that can help them work better, faster, and more efficiently as a company.

Offboarding Best Practices

Follow these best practices to get the most out of every employee offboarding process. 

1. Digital offboarding. In this day and age, there is zero reason why any company should still have a paper-based offboarding process. With one simple workplace productivity app, the process can be streamlined and automated. All documentation is digitally stored in the cloud. All exit interview information can be input digitally and viewed on the analytics dashboard for both a detailed view and a broad overview of employee feedback.
2. Keep it positive. Losing an employee to another career or another company isn’t easy, especially today when turnover is high and companies are battling for talent. But always be supportive of your employee until the end. Give them words of encouragement, and thank them for their time at your company.
3. Recruit your alumni. When you have a job opening at your company, refer not only to current employees who are ready to move up to the next skill level, but go through your alumni list. Recruit former employees who have gained more experience and might be candidates for managerial positions. Onboarding is easier for returning employees, and it’s always nice to have a familiar face in the ranks! And don’t forget those employees will have that institutional knowledge of your company and can bring fresh ideas to improve your operation. 

Design the Perfect Employee Offboarding Checklist

There’s a lot of ground to cover during an employee’s final weeks with the company. By creating an employee offboarding checklist, the process will be smooth, fast, and efficient for all involved. Instead of being mired in paperwork, an employee can stay productive in their job through their last day. And companies can gain insights that can help them refine their employee experience and build a thriving workforce. 

Proper onboarding can improve offboarding. Download our complete onboarding guide here.

The post Employee Offboarding Checklist: The Complete 10-Step Guide appeared first on Beekeeper.

Discover the true cost of frontline disconnect. Download our eBook here.

A company can’t reach maximum potential with minimal staff.

Employee absenteeism is not the occasional sick day. It’s a recurring pattern of missing work without reason and often without notice. Chronic absenteeism is often a symptom of a bigger problem, like an unhappy workforce or poor workplace communication. it can be more than missing a whole shift. Absenteeism in workplace settings includes excessive tardiness or making a habit of leaving early. 

Learn how a highly engaged frontline workforce can help your business succeed. 

But there’s good news. There is a solution to this problem. But companies must be willing to put in the work to find out why employees are not coming to work, why they don’t want to be at work, and then create a better environment and culture that people want to be a part of. 

The Impact of Absenteeism on Frontline Success

Absenteeism can be present in any kind of company or industry. But companies with frontline workers often have higher employee absenteeism rates than those with a full-time, salaried staff.

So, how much unexcused absenteeism is acceptable?

A 1.5% absenteeism rate per employee is a healthy average. But since the pandemic, companies have seen higher numbers. This is especially true since the Great Resignation when people were quitting their jobs en masse. Even now, 40% of workers are on the verge of quitting. Why show up for a job you really don’t care about if you’re planning to quit anyway?

Hourly workers have an absenteeism rate more than double the average at 3.2%. That number moves up to 4.5% for customer-facing hourly workers.

Companies that employ frontline workers, especially those in the service industry, are already dealing with higher-than-average turnover rates. And high absenteeism rates are a sign that high turnover rates will persist. 

Absenteeism costs companies $3,660 a year for each hourly worker. That’s a thousand dollars more than salaried workers. 

Things that contribute to the cost include:

• The hourly pay for the missing worker
• Output and productivity loss
• Paying another worker’s salary or overtime to fill in
• Higher administrative costs to find a replacement 
• Loss of customers due to staff shortage

For employees, absenteeism is more than just needing a day off. High absenteeism often corresponds with low engagement. When employees aren’t happy they don’t feel an obligation to show up. 

And it’s a vicious cycle. Employees who don’t show up have little chance of becoming more engaged. And having workers absent puts more stress on their colleagues which is a hit to company morale and that disengagement spreads through the workforce.

But what if frontline businesses reverse the downward trend, engage their staff, and have a low absenteeism rate?

When a company has a low absenteeism workplace rate, it’s a sign that things are going well.

Low absenteeism leads to:

• Higher employee engagement
• Great workplace morale
• High productivity
• More collaboration and innovation
• Longer employee life cycles

If work is actually fun, employees will get a sense of FOMO when they miss a day with their crew! So make work a place people want to come to and want to work hard for. 

Understanding the Types of Workplace Absenteeism

Everyone needs to miss work now and again. But there’s a difference between authorized absences and unplanned, unannounced absences.

Authorized Absences

There are any number of reasons why people miss work, like:

• Illness
• Sick children or dependents
• Planned PTO or vacation time
• Family emergencies or funerals
• Maternity or paternity leave

While some of these absences might happen at the last minute (like taking care of a sick child), others can be planned in advance (like that great Hawaiian vacation you booked.) Either way, HR has protocols in place to let the company know when and why an employee needs to miss work and request time off. 

Unplanned, Unauthorized Absenteeism

Workplace absenteeism that is unplanned and unannounced and is a recurring problem from one or more employees is a whole different ball game. It is often a sign that there’s something not right at work, but could also be a sign that an employee has some big life issues going on. In those instances, speak with your employees and see if there is a way you can support them, like offering them an extended leave period. 

Some of the reasons for high absenteeism rates include:

• Poor relationship with manager
• Burnout and stress
• Workplace harassment
• Disengaged and unhappy
• Ongoing personal issues
• Mental wellbeing, including poor sleep

Yes, you read that last one right. Poor sleep!

According to Gallup, almost 7% of the workforce reports not sleeping well and those employees are more than twice as likely to not show up for work. In fact, absenteeism due to poor sleep costs companies a combined $44 billion every year.

How to Measure Your Employee Absenteeism Rate

Companies that track employee analytics can keep their finger on the pulse of their company. Absenteeism is one of those metrics that is important to track. How often do you have a full staff? How many days are employees not showing up? Is it just one employee, or is absenteeism a growing problem in your organization?

Here’s a simple calculation for measuring employee absenteeism:

Employee absenteeism rate = Number of employees x number of absences 

    Number of employees x Total work hours

After you divide the top number by the bottom number, multiply the result by 100.

Remember that an absenteeism rate of 1.5% is average. If it’s higher than that then you’ll know there are internal things that need to be addressed in your company. It’s important to track it over time to see how your engagement strategies are working. 

Other metrics to track to help you build a better workplace experience include:

• Attrition 
• Turnover
• Training efficiency and completion
• Applications per opening
• Click-through rates (a good indicator of communication strategy effectiveness)

Frontline businesses are prone to higher absenteeism rates. But the good news is there are strategies to stamp out high absenteeism and set your company on a whole new path. 

6 Strategies to Address Absenteeism in Frontline Businesses

So, what can you do to combat absenteeism? Turns out there’s quite a bit. Here are six ways you can address employee absences. 

1. Digitize Your Company with a Mobile App

For a frontline business, having a direct method of communication with employees is an essential tool. Traditionally, frontline workers have used word of mouth or bulletin boards to communicate with peers and managers. An employee communication app creates a real-time connection that builds trust and engagement. It should be used from an employee’s first day on the job (read this article for the best onboarding tips). It builds community and a culture of inclusiveness. This reduces turnover, which is high during the first few months of a frontline worker/s employment. And an added bonus: tracking frontline employee metrics is a lot easier with a workplace app like Beekeeper. 

2. Support Frontline Managers with Better Training

The single most important relationship at a frontline business is between a worker and their direct manager. But 40% of managers are in their very first year which means many have never supervised other people before. Having good people management skills doesn’t always come naturally. 

Support managers with training on how to connect with their teams. This might be online videos, having their own “manager mentor” at the company, or an offsite leadership skills summit. They just need some tools, skills, and confidence to grow into a leadership role. 

Companies that train their managers well can see an 18% boost in engagement. And another study showed that retention can jump by 300% when frontline employees feel supported by their managers. 

Watch a replay of this webinar to discover how Caribou Coffee supports its frontline managers. 

3. Design a Better Employee Experience

Employees want more than just a punch-in, punch-out job these days. Much more. Yes, higher wages and benefits are always a good place to start. But they also want to feel connected to the company and included in communication. The employee experience is the environment, the culture, and the communication. It’s what life is like at work for both the individual and the collective workforce. 

Here are a few ways to remodel the employee experience to engage workers, reduce absenteeism, and improve retention.

• Employee recognition: A little note to say thank you or ‘good job’ goes a long way with employees. They know they are seen and their work is having a positive impact on the company. 
• Communication: Make sure there is good communication in your company. That means both top-down and bottom-up. Use a mobile-first solution to give workers the opportunity to contribute to the conversation. They have valuable insights that can make your business better. And make sure the top-down messaging is authentic and transparent. 
• Culture: While some aspects of your company culture might happen organically, set the tone for how you want your business to run. Workers want to be a part of a diverse, inclusive environment at work where there is camaraderie, collaboration, and trust. Create a space for all and use tools that give everyone a voice.

Having a collective positive experience will improve employee morale. 

4. Delegate Tasks to Frontline Workers

It seems like a basic part of running a business, but so often managers and leaders don’t know how to delegate tasks, other than the basic “to do’ list, to their frontline teams. Give workers more responsibility. This will have several benefits:

• Employees will feel a sense of pride that you’re entrusting them with duties that are above their job description. 
• They will feel more accountable to their job and the company and will be excited to show up and work hard.
• As these employees gain new skills they’re in a great position to move into open manager roles in your company. There’s no greater incentive than growth opportunities and promotions!

So empower your employees by delegating tasks! They’ll rise to the occasion and feel more committed to their jobs. 

5. Offer More Flexibility

Many careers these days have flexible schedules and hybrid or remote options. But that’s not the case for most frontline jobs. But employers can, and should, find a way to give frontline staff more flexibility in their schedules to create a better work-life balance. That might take the stress off of employees who have a heavy load of personal responsibilities they are trying to attend to. With an employee app, workers have greater autonomy with their schedule and the ability to switch shifts with colleagues. If they work on days that don’t conflict with outside responsibilities, there’s a better chance they’ll show up to work. 

6. Support Mental Wellbeing

One in five workers report their mental well-being as poor to fair. And those workers miss about 12 days of work a year compared to the average of 2.5. That loss of productivity totals up to a $47.6 billion loss. Even though these feelings might not be work-related, companies can offer support for all workers to improve their physical and mental wellness. Have a lunchtime walking club, and start a mentorship program to build connections at work. Find ways to help work be a place of enjoyment and not something that adds more stress. 

Make Absenteeism in the Workplace a Thing of the Past

Absenteeism in the workplace has become a bigger problem since the COVID pandemic. However by figuring out their absenteeism rate and prioritizing strategies to engage and empower their staff, companies will see workers showing up for a job they love. 

Download our Cost of Frontline Disconnect to find out why you need to keep your workforce engaged.

The post 6 Ways to Prevent Absenteeism in the Workplace appeared first on Beekeeper.

There’s a hidden link between your frontline and your bottom line. And ignoring it could be costing your business more than you think. Download our eBook on the cost of frontline disconnect to learn more.

Employee turnover can be a major pain point for businesses, resulting in significant financial losses and a decline in team morale. Not to mention the potential damage it can do to your company’s reputation. 

But what are the root causes of this issue? And how can you effectively tackle it to retain your top talent? 

From the financial burden of recruitment and training to the intangible costs of decreased productivity and team cohesion, we’ll delve into the landscape of employee turnover, uncovering the hidden costs that come with it.

And we won’t leave you hanging. We’ll provide a list of actionable strategies that have been proven to effectively reduce employee turnover. From creating a positive work environment and fostering employee engagement to implementing competitive compensation and benefits packages, we’ll equip you with the tools you need to retain your employees and build a strong, loyal team. 

Ready to say goodbye to the never-ending cycle of hiring and training new employees, and say hello to a more stable and productive workforce? Let’s get started.

What Is Employee Turnover?

First, let’s quickly go over the definition of employee turnover.

Employee turnover refers to the rate at which employees leave a company and are replaced by new hires. 

The turnover rate is typically expressed as a percentage, calculated by dividing the number of employees who leave during a specific period by the average number of employees in that same period.

Now, let’s look at the “why” behind employee turnover.

Why Do Employees Leave?

Quitting a job is a personal decision for every employee, but there are many outside factors that influence that decision. A good place to start understanding what causes employee turnover today is the COVID-19 pandemic back in 2020. 

COVID-19 triggered a significant shift in the U.S. labor market, leading to a phenomenon now known as the Great Resignation. This mass exodus of employees from their jobs in 2021 brought to light some of the underlying reasons why people choose to leave their positions.

Here’s what the Pew Research Center found were some of the key reasons why Americans quit their jobs in 2021:

• Low pay (63%)
• Lack of opportunities for career advancement (63%)
• Feeling disrespected (57%)
• Childcare issues (48%)
• Lack of flexibility for work hours (45%)
• Inadequate benefits (43%)

Work hours played a role in the decision to leave for many employees, with 39% feeling they were working too many hours, while 30% cited working too few hours as a concern. Interestingly, 35% of respondents mentioned wanting to relocate to a different area as a reason for their job change.

COVID-19 also had an impact, with 31% of respondents stating that the pandemic influenced their decision to quit. Notably, those without a four-year college degree were more likely to cite the pandemic as a factor in their decision compared to those with a bachelor’s degree or higher.

Racial and ethnic differences also emerged, with non-White adults more likely to report reasons like a lack of flexibility, wanting to relocate, and working too few hours compared to their White counterparts.

Despite the challenges faced by those who left their jobs, many found better opportunities elsewhere. A majority of those who quit in 2021 and were employed in 2022 reported improvements in their current positions. More income, greater opportunities for advancement, improved work-life balance, and increased flexibility were among the benefits cited.

One key factor to consider during the Great Resignation is the variation in attrition rates across different industries. One study found that apparel retailers experienced attrition rates three times higher than airlines or health insurers. This trend transcends blue-collar and white-collar sectors, affecting both with equal intensity. Industries like fast food and specialty retail, which employ a high percentage of blue-collar workers, were hit hard. But management consulting, known for its white-collar workforce, also experienced high attrition rates.

The same study concluded that industry alone doesn’t explain everything. Even within the same sector, significant differences in attrition rates were observed. For instance, workers were more likely to leave Tesla than Ford and more likely to quit JetBlue than Southwest Airlines.

Reputation for a healthy corporate culture plays a significant role in retaining employees. Companies known for their positive work culture like Southwest Airlines, Johnson & Johnson, and LinkedIn experienced lower-than-average turnover during this period.

The most potent predictor of attrition was a toxic corporate culture, which was 10 times more influential than compensation in driving employees away. 

More specifically, the factors that contributed to toxic work culture included:

• Failure to promote diversity
• Disrespect
• Unethical behavior

Job insecurity, high levels of innovation, failure to recognize performance, and a poor response to COVID-19 were also significant contributors to the Great Resignation.

The Great Resignation, fueled by a complex interplay of factors from industry dynamics to corporate culture and employee perceptions, ultimately reshaped the employment landscape we’re in today.

One Simple Formula to Calculate Employee Turnover Rates

There are a number of ways to calculate employee turnover, but to keep things simple, here is one:

A “good” employee turnover rate can vary depending on the industry, company size, and location. In general, a lower turnover rate is considered better because it indicates that employees are staying with the company for a longer period of time.

A “good” turnover rate is one that:

• Aligns with your organization’s goals
• Minimizes disruptions
• Ensures a stable and engaged workforce

8 Proven Strategies to Reduce Employee Turnover

Let’s look at some specific ways organizations can tackle employee turnover:

1. Competitive Compensation and Benefits

In today’s job market, attracting and retaining top talent requires more than just providing a paycheck. A well-structured compensation and benefits package contributes to employees feeling fairly rewarded for their contributions. It not only motivates them to stay with the company but also reinforces their value within the organization. A good benefits package shows the company’s commitment to its employees’ well-being. When employees have evidence that their efforts are acknowledged and compensated, they are less likely to seek employment elsewhere.

According to SHRM, compensation budgets are increasing faster than they have been in the last 15 years. The consulting firm WTW found that salary increase budgets will grow by an average of 4.6% in 2023.

Benefits like health care and retirement plans, as well as work-life balance initiatives, enhance overall job satisfaction. They also act as recruitment tools by attracting new employees. Investing in competitive compensation and benefits not only reduces turnover but also boosts engagement, attracts new hires, and contributes to employee well-being and satisfaction.

2. Regular Feedback and Open Communication Channels

Giving employees consistent feedback

• Provides valuable insight into performance
• Clarifies expectations
• Offers opportunities for growth

Open communication channels create an environment where employees feel heard. Transparency built through open communication creates trust and demonstrates that the organization values its employees’ input. Also, open communication allows employees to understand better the company’s broader vision and how their work contributes to it.

When employees feel their contributions are acknowledged and they have a clear path for improvement, they are more likely to remain motivated and committed to their roles.

3. Flexibility and Work-Life Balance

Post-pandemic, when remote work became a necessity, flexibility and work-life balance have become increasingly important factors in whether employees join and stay with an organization.

According to Buffer’s State of Remote Work 2023 report, 22% of respondents say that flexibility is the top benefit of remote work.

Offering flexible work arrangements like remote work options or flexible hours allows employees to better manage their personal and professional responsibilities, leading to better work-life balance. This flexibility can be a key factor in retaining employees, especially for those who are caregivers.

A healthy work-life balance also reduces burnout. When employees feel that their work doesn’t consume their entire life and remains sustainable, they are more likely to stay with the organization for the long term.

4. Diverse and Inclusive Work Environment

Diverse and inclusive workplaces empower employees from all backgrounds to bring their unique perspectives, experiences, and talents to the table. When employees feel valued and heard, they are more likely to remain committed to the organization. Workplaces with limited diversity may have increased turnover, as employees may feel marginalized or underrepresented.

Job seekers, particularly those from a younger demographic, are increasingly drawn to inclusive workplaces, so having a reputation for diversity can be a competitive advantage in recruitment.

5. Encourage Internal Mobility

Internal mobility offers employees opportunities for career growth and development within the organization they work for. When employees see a clear path for advancement, they are more likely to invest in their long-term future with the company.

Encouraging internal mobility leverages the existing knowledge and skills of your workforce. By allowing employees to move between departments or roles, you tap into their expertise, which can lead to faster innovation and problem-solving capabilities.

Internal mobility can also enhance employee engagement and job satisfaction. Building upon existing skills can increase motivation and create a stronger connection to the organization.

6. Continuous Learning Opportunities

Ongoing learning keeps employees motivated and invested in their roles. When individuals have access to skill development, training, and opportunities to acquire new knowledge, they’re more likely to see a future within the organization they work for.

According to the Linkedin Global Talent Trends 2023 Report, companies have a nearly 7% higher retention rate at the 3 year mark with employees who have learned skills on the job.

Learning new skills on the job increases employee confidence and competence. A workforce that’s continuously learning becomes more skilled and adaptable, contributing to the company’s overall performance and innovation. 

Offering learning opportunities demonstrates the company’s commitment to employee development and career progression. This commitment cultivates loyalty and trust, which are essential in retaining employees.

7. Holistic Well-being Programs

Well-being programs promote a healthier and more resilient workforce by prioritizing the physical, mental, and emotional health of employees. When employees have access to resources for mental health support and stress management, they are better equipped to handle the demands of their roles. This reduces burnout and the desire to leave the organization in search of a healthier work-life balance.

Holistic well-being programs also foster a positive workplace culture. They signal that the company cares about the holistic well-being of its employees, building trust and loyalty. Employees who feel physically and mentally well are more engaged, creative, and innovative, which positively impacts the company’s bottom line.

8. Exit Interviews and Continuous Improvement

Exit interviews provide insight into why employees leave, which can inform improvements in management practices, work conditions, or policies, and address the root causes of turnover. By conducting thorough exit interviews, organizations can identify patterns in employee departures and areas that require attention.

Continuous improvement involves an ongoing commitment to making the workplace better based on feedback, data, and evolving needs. Regularly asking for employee input enables organizations to adapt and refine their practices to meet employee expectations and preferences.

Both exit interviews and continuous improvement initiatives create a feedback loop for enhancing the employee experience. By addressing issues proactively and demonstrating commitment to employee satisfaction, organizations can reduce turnover, retain valuable employees, and maintain a more positive work environment.

Keeping Your Best on Board

Here’s why tackling employee turnover and having an employee retention program is so important to the success of an organization:

• Cost Savings: Employee turnover comes with substantial costs in terms of recruitment, onboarding, and training.

• Consistent Teams and Collaboration: Retaining team members fosters consistency, stability, and familiarity within teams.

• Retaining Valuable Insights and Experience: Long-term employees accumulate valuable institutional knowledge and experience.

• Reputation and Employer Branding: Companies known for retaining and valuing their staff tend to attract top talent more easily.

• Smooth Operations: Experienced employees have the expertise to navigate challenges efficiently.

Ready to start investing in your workforce and reduce turnover by 40%? Learn how Beekeeper’s frontline success system can help.

The post 8 Simple Ways to Reduce Employee Turnover In Frontline Businesses appeared first on Beekeeper.

Watch the full recap of our webinar with MakeReady here

We’ve also seen the challenges frontline organizations face during this process and the steps they take to solve them. We recently had the chance to talk with MakeReady, a hospitality organization with multiple hotels across the U.S., to get their insight into how they implemented Beekeeper to address the disconnect in their company.

Our speakers included:

• Mikia Brown, Corporate Director of People & Culture, Makeready
• Dan Waite, Senior Vice President of People & Culture, Makeready
• Payal Kumar, Customer Success Manager, Beekeeper
• Andrada Paraschiv, VP of Hospitality, Beekeeper

In this session, we covered:

• The cost of frontline disconnect
• How to address frontline disconnect
• Top employee engagement tactics
• Tackling change management

Let’s recap the discussion:

The Cost of Frontline Disconnect

Some of the challenges frontline organizations face around employee engagement include:

• Unclear expectations and insufficient enablement
• Insufficient recognition for a job well done
• Reduced quality guest experience due to lack of proper training and recognition

These employee engagement challenges have created a gap between the needs of the business and the ability to provide solutions for the hourly employees to do their best work.

Andrada Paraschiv, Beekeeper 

Andrada describes what we call Frontline Disconnect: the gap between what frontline workers need and what management thinks is important.

 Frontline disconnect costs organizations in many ways, including:

• Lost revenue
• Unhappy customers
• Higher safety incidents
• Diminishing quality and reputation
• Missed targets

Addressing Frontline Disconnect With Makeready

Makeready, a growing hospitality organization with hotels spread across the U.S., was faced with addressing frontline disconnect as their number of hotels and staff grew.

Before working with Beekeeper, Makeready was reaching its employees with a quarterly newsletter, which didn’t allow teams to engage with management on a regular basis. In addition, operational updates that required immediate attention were hard to communicate in a timely and effective way.

With Beekeeper, Makeready was able to establish two-way communication and keep its employees informed and connected. Not only did real-time communication improve the efficiency of daily operations, but there were other ways that both teams and management benefited from the mobile platform:

There’s so many amazing experiences that our team members have that often we don’t know about. Someone has a great stay or a great interaction with their room attendant, and they write a note or give them a gratuity, a lot of times leadership doesn’t know about that. Beekeeper allows employees to get a picture of that thank you note and share it with the team.

Dan Waite, Senior Vice President of People & Culture, MakeReady

Another crucial way that Makeready used Beekeeper to gain more insight into which processes could be improved by the platform happened at Guild, the company’s annual conference.

Using Beekeeper’s Surveys feature, Makeready created a Guild Survey that engaged with leaders across different locations about their operational challenges.

This was really important at this point in their journey because in order to drive further usage and keep team members interested, it is crucial to take the guessing out of the game and learn from the front line to understand their challenges and provide a tailored solution.

Payal Kumar, Customer Success Manager, Beekeeper

Change Management for Building a Truly Engaged Workforce

The three main takeaways that emerged from the discussion about effective change management were:

1. Let employees see the value in new technology, which makes it much more likely they’ll participate in it
2. Create consistent content that’s informative and engages with specific employees/teams
3. Understand that change management takes time

Beekeeper’s Payal Kumar Frontline lead the disconnect has to be tackled in phases

• Onboarding: Mikia and Dan educated team and leaders about Beekeeper
• Engage: Key stakeholders continued to post exciting new content and engaged with employees through a channel on Beekeeper to gather feedback and encourage peer-to-peer recognition
• Operate: Additional stakeholders enhanced their current processes (like departmental checklists, schedule coordination, and digitized incident reports) with Beekeeper 
• Transform: Challenges with frontline disconnect will be minimized to improve company performance 

Want to learn more about frontline change management and more tips on solving the frontline disconnect?

The post WEBINAR: How MakeReady Solves Frontline Disconnect With Beekeeper appeared first on Beekeeper.

Discover how to achieve frontline success in your organization. 

What is Employee Offboarding?

Employee offboarding is the period of time from when an employee knows they are leaving a company until the day they are gone. It is the standardized procedure and set of steps a company takes during that transition time to create a smooth exit. 

The employee offboarding process can include:

• An exit interview
• Filling out any HR paperwork
• The departing worker training their replacement
• Deactivating keycards and ID badges
• Returning uniforms, technology, or equipment

An offboarding employee checklist can be helpful in streamlining and guiding HR through the steps of the departure process. 

Pro tip: Use your frontline success system to automate the steps of the offboarding process that are routine and repetitive, and to track an employee’s offboarding checklist to ensure every step is completed.

Employee offboarding is a time when companies can also gain valuable feedback from departing employees who can share their insights and wisdom to help companies improve the employee experience. 

The Difference Between Offboarding and Employee Termination

When an employee is terminated, it is often a company’s decision based on headcount redundancy, budget cuts, or employee performance or behavior. 

Offboarding is the process of transitioning an employee after termination, retirement, or resignation. It is the policies that govern and guide each situation. For instance, termination might require a more immediate departure than when an employee resigns, particularly if the reason for the exit is based on breach of contract or an employee behavior that violates a company’s code of conduct.

Why Doing Employee Offboarding Right Matters

But the employee is leaving, so why does offboarding matter?

First, a company’s biggest brand advocates are people happily employed, or people who left their jobs on a good note. While they may have moved on, they still might refer someone to their previous employer. 

According to Glassdoor, 86% of people looking for a job read company reviews. That means your former employees are posting what it’s like to work for you and the offboarding experience is their most recent memory.

A good offboarding experience is one built on mutual respect and can leave a door open should the employee decide to return. Some people decide to quit for a higher position elsewhere when one isn’t available at their current job. They might return in the future at a managerial, or even executive, level, bringing more valuable experience with them (and possibly more customers.)

Pro tip: Using your frontline success system for offboarding creates a digital space to track exit interview feedback as you continue to optimize engagement strategies for your current workforce. 

The Benefits of an Employee Offboarding Process

It’s not enough to give an employee a party, a parting handshake, and a goodbye. Companies should make the employee offboarding process meaningful and valuable for all involved.

Here are five benefits of having a formal offboarding process for employees.

1. Streamlines an Employee’s Departure

A lot needs to happen when an employee leaves a company. There’s paperwork and exit interviews, and equipment that needs to be returned, including any company computers or mobile devices. Having a step-by-step employee offboarding process, along with a checklist that both HR and the employee can follow, simplifies everything that needs to happen. 

2. Commitment to the Employee Experience

When you develop an employee experience strategy, it means the entire employee lifecycle: from the day they start to the day they leave. Having a strong engagement strategy that fizzles out when an employee is leaving takes away from the good feeling they had during their time there. Creating an authentic offboarding experience leaves the employees feeling good about their time at the company.

3. An Automated, Easy Process

When supported by a workplace communication app, the offboarding process can be quick and easy. It supports organizational-wide business alignment by centralizing all internal information. The decision to leave might have been a difficult one, and dragging the process out might be emotionally hard for the employee. Just like having a digital onboarding process, automate the offboarding process with click-to-complete forms and e-signatures that employees can do on their mobile devices. While you hate to see them go, make an employee’s departure as seamless as their entrance.

4. Reduces the Risk of Lawsuits

Just like onboarding, companies need to follow certain procedures when an employee leaves to ensure compliance. But in certain cases, particularly when an employee is being let go, having an offboarding procedure and chain of command, that includes the company’s legal representation, can avoid potential problems by addressing issues immediately to avoid a legal dispute. 

 5. Facilitates Transfer of Knowledge

Every single worker has a cache of knowledge in their brain of tips, tricks, and best practices for doing their job. This is especially true for frontline workers who are most often mobile, customer-facing teams and are often the eyes and ears of the company. Having a standard operating procedure for offboarding will include a way to transfer that experience and knowledge to their replacement, their manager, and the rest of their team.

An Offboarding Employee Checklist 

To make the end-of-employee-lifecycle process straightforward, it’s critical to have an offboarding checklist so both you and your employee know exactly what needs to be accomplished in the specified timeframe. (And while reasons, why employees leave, may vary, keep that employee offboarding template on your digital app so you can have multiple versions ready to go when you need them.)

Pro tips: Have an employee’s manager, the person they’ve worked closest with all this time, participate in offboarding. Bonds have been built and that relationship between manager and employee should continue through the end.

Here are ten elements of a strong offboarding checklist.

1. Offboarding Email to Employee

It should be customary to have an offboarding email to your employee to kickstart the process. This also includes a message through your communication app to frontline workers who might not have a computer or company email. In the note, thank them for their time at your company and outline the steps that need to happen during their offboarding process. Instruct them on using their workplace app to complete their tasks on their mobile device. Keep this note friendly and positive and always wish them well!

2. Training the Replacement

While this might not happen in every situation, it is nice when there is an overlap between an outgoing employee and their replacement. This makes the transfer of knowledge so much easier. It’s like having an understudy for the role, ready to hop in and take over when needed. The successor should shadow the outgoing employee as long as both are there. 

3. Collect Office-Loaned Materials and Assets

In many cases, an employee will have a company phone, uniform, computer, or equipment they used to perform their jobs. Before they leave on their final day, have them turn everything in. This includes keys and employee ID badges. Have both sides present as items are checked off. 

4. Information and Paperwork

Once they leave, employees will no longer be able to access their personal information on the office’s internal communications app. Make sure to provide them with all remaining paperwork about final paychecks, retirement plans, and COBRA health plans that they will need to manage on their own. Gather forwarding emails and make sure all contact information is up to date for follow-up paperwork. 

5. Remove Employees from Payroll, Insurance, Communication Lists

It seems like a no-brainer, but be sure to remove the employee from your payroll once the final check has gone out. Remove them from any health and dental plans once after specified grace periods. And remove them from company email or messaging platforms. But if you have an employee alumni list, put them on there to stay in touch with the friends they’ve made and a part of the community.

6. Inform Colleagues

Don’t let an employee leave without recognizing their time there. Send them off with a nice announcement to the whole company on the internal communications app. This gives others a chance to chime in and wish them well on the thread. A farewell party is always nice, especially with the employee’s immediate team and manager. Give a toast to new adventures ahead!

7. Send Deserving Employees Off with a Reference Letter

While a worker might already have secured a new job someplace else, it’s always nice for them to leave with a reference letter to let any future hiring managers know how this person added value to your company. Be sure to give specifics. If an employee had higher sales than any other for a period of time or found innovative ways to improve processes and cut costs at your company, include it in the letter.

8. Employee Feedback Surveys

Through your digital communication tool, have the employee complete an anonymous feedback survey. Make it optional, but consider an incentive for completing it (like a Starbucks or Amazon gift card.) You want to get the most honest information you can about the employee experience. At this point, there’s nothing preventing someone from telling you what you need to hear to improve your strategies for current and future employees. Ask specific questions and have both multiple-choice and open answers. 

9. Exit Interview

No matter their role, every employee should have a face-to-face exit interview and it should be done by HR which is often a neutral third party so the person feels comfortable answering questions honestly. You want to gather all of this feedback to inform strategies to continue to boost the engagement of your workforce and always strive to do things better: 

Here are 10 questions to include in your exit interviews:

1. Why are you leaving?
2. What does the new company provide that we did not?
3. Were you satisfied with your relationship with your direct manager?
4. What can be improved for your position and department?
5. Did you receive enough training for your job?
6. Did you feel supported in your job and growth here?
7. Would you recommend this company to other job seekers?
8. How would you describe the company culture and did you feel included?
9. Would you consider working here in the future?
10. Any other feedback you think we should know to improve?

10. Keep the Employee in the Loop for Future Opportunities

A good employee is hard to lose. But if things work out, there’s always a chance they’ll come back, and bring some more experience with them. Have employees sign up to receive recruiting emails for future opportunities at your company.

Best Practices for Offboarding Remote and Non-Desk Workers

Right now, many employees are working remotely (39% worldwide) or in a hybrid situation (9% worldwide). In the US, over 70% work hybrid or remotely. And another two billion workers are in frontline positions globally, and not sitting at desks with computers.

While many of the employee offboarding procedures are the same, there are a few ways to make a smooth transition for these two groups when their time at a company has come to an end. 

But first: consider making a counteroffer.

The Great Resignation has significantly added to the labor shortage, especially for frontline workers. In fact, half of the frontline workforce is currently planning to quit their jobs. If the remote or frontline employee has made the decision to leave, try to keep them with your company. Offer higher pay, incentives, or even a promotion (if there’s a spot available that they qualify for.)

If that doesn’t work, here are a few ways to make their offboarding process smoother.

Offer the Opportunity for a Video Exit Interview

Chances are both remote and frontline workers have been using digital tools to stay connected to their teams, get assignments, and communicate with managers. So allow them the opportunity to continue the same during offboarding. If they want to come in person, accommodate them, otherwise, offer a video exit interview if it works best for them.

A Fully Digital Offboarding Experience

Remote workers don’t have a chance to spend their last weeks among colleagues in person and frontline teams often only have access to paper-based processes which can be cumbersome and easy to lose track of. To ensure every item on an offboarding checklist is complete, it’s best to create them on a workplace app, like Beekeeper. That way, workers can stay connected with HR during the process, handle all required tasks from their preferred device, and everything is securely stored in the cloud. 

Managers Should Be a Part of the Process

Managers are critical players when it comes to frontline success. Frontline managers can positively, or negatively, impact the engagement of their teams. Needless to say, the direct supervisor is often the one who frontline and remote workers have the most contact with throughout their workday. Make sure managers don’t check out when an employee is slated to leave the company. Keep managers engaged until an employee leaves to sustain that connection till the end.

Things To Keep In Mind To Ensure A Smooth Process 

Saying goodbye to an employee isn’t easy. Things might be a little bumpy, especially if there’s not a new hire in place by the time they leave. But here are a few tips to make the offboarding process smoother. 

Create an Employee Offboarding Template

Don’t recreate the wheel every time. Pull up a checklist template and modify it to personalize the process. 

Start Looking for a Replacement ASAP

Ideally, you’ll have some overlap between the departing employee and their replacement. But in many cases, there’s only a couple of weeks which might not be enough time to hire someone. Remember: it’s always best to promote from within. See if there is a person on your team who might be a great fit for the job opening. Workers will see there are growth opportunities and will want to be considered for vacancies at the company.

Automate the Employee Offboarding Process

There is no reason why any administrative process should still be paper-based. And that includes offboarding. Digitize the process on a workplace app which can automate the paperwork and signatures and make the process easier for all.

Employee Offboarding Done Right

Employee offboarding is the end of the employee lifecycle. But when done right, it’s a positive experience for all and contributes to a company’s employer brand. A digital employee offboarding experience is smooth and easy and ensures employees move on feeling good about where they worked and leaves the door open for the future.

Download our Ultimate Guide for Frontline Success and learn how to build the best employee lifecycle from beginning to end.

The post How To Do Employee Offboarding The Right Way appeared first on Beekeeper.

There’s a hidden link between your frontline and your bottom line. And ignoring it could be costing your business more than you think.

Actively disengaged employees can have a negative impact on the overall productivity, morale, and culture of a workplace, resulting in a decrease in team performance and collaboration. Disengaged employees can also be more prone to making mistakes, taking longer to complete tasks, and contributing to higher absenteeism rates.

We’ll be looking at:

• What disengagement means in the workplace

• Engaged vs. disengaged employees
• Signs of disengaged employees
• What causes employees to become disengaged
• How to motivate disengaged employees

Let’s get started.

What is a Disengaged Employee? 

Let’s clarify what it means to be a disengaged employee or have a team with disengaged employees.

A disengaged employee is someone who lacks enthusiasm, motivation, and commitment towards their work. Disengaged employees may appear disinterested, detached, and disconnected from their job responsibilities and the overall goals of the organization they work for. Signs of disengaged employees include low productivity, decreased performance, and a lack of initiative.

There are various reasons why an employee may become disengaged (which we’ll dive deeper into in a minute):

• Lack of job satisfaction
• Feeling undervalued or unappreciated
• Poor work environment
• Limited growth opportunities
• Lack of alignment with the company’s mission, vision, and values

Organizations seeking to motivate disengaged employees can focus on:

• Fostering more open communication
• Employee feedback and recognition programs
• Providing growth and development opportunities
• Creating a positive and inclusive work environment

By actively involving disengaged employees and understanding their concerns, organizations can work towards re-engagement and improving overall employee satisfaction and productivity.

5 Common Causes of Disengaged Employees 

There are many circumstances that contribute to employee disengagement in the workplace. The five most common include:

1. Lack of Recognition and Appreciation

When employees feel that their efforts and contributions consistently go unnoticed and their efforts are not unappreciated enough, they can start feeling demotivated and disconnected.

Recognition and appreciation are essential for boosting employee morale, job satisfaction, and overall engagement. Employees who feel valued and acknowledged are more likely to be motivated, productive, and loyal to the organization. 

2. Disengaged Leadership

Ineffective or unsupportive leadership can lead to a lack of direction, communication, and trust, causing employees to disengage.

When leaders don’t communicate a clear direction, support, and guidance, employees can be left feeling lost and unimportant. Ineffective communication and lack of trust contribute to a negative work environment that disengages employees.

Also, when leaders don’t actively advocate for their employees, fail to recognize their achievements, or don’t address their concerns, it can lead to feelings of resentment and disconnection. A leadership team that is engaged with its workers is essential for fostering a positive work culture where employees feel valued, inspired, and motivated.

3. Limited growth and advancement opportunities

When employees feel that there are no opportunities for career development or advancement within the organization they currently work for, they may become disengaged and seek opportunities elsewhere.

When there are no clear career paths, inadequate training programs, and a lack of support from management, employees may feel unfulfilled, undervalued, and replaceable. Providing employees with opportunities for continuous learning, skill development, and advancement is crucial for keeping them engaged and committed to their roles.

4. Lack of Work-Life Balance

When employees feel overwhelmed or unable to maintain a healthy work-life balance, they can start to feel burned out and disengaged. Long working hours, an excessive workload or poorly managed workload, and unrealistic expectations can all contribute to this imbalance.

Overwhelm and burnout leads to decreased motivation and productivity. Organizations can create a supportive work environment that encourages work-life balance by implementing flexible schedules, optimizing workload distribution, promoting time off, and fostering a culture that values personal time off.

5. Inadequate feedback and communication

When employees don’t receive regular feedback, or constructive criticism, or have open and transparent communication channels, they may feel undervalued and disconnected from their work.

Without constructive feedback, employees have a much harder time improving their skills and growing professionally. Also, poor communication within teams and departments can lead to misunderstandings, conflicts, and a sense of isolation. Continuous and constructive feedback, establishing clear communication channels, and fostering a culture of open communication all enhance employee engagement.

10 Signs Your Employees Are Disengaged at Work

How can leaders and managers identify the signs of disengagement in their teams and employees? Here are 10 common signs that your employees may be disengaged at work:

1. Lack of Enthusiasm

Disengaged employees often display a lack of enthusiasm for their work. They may appear uninterested and unmotivated, showing no excitement or energy towards their tasks.

2. Decreased Productivity

One clear indicator of employee disengagement is a noticeable drop in productivity. Disengaged employees may produce lower quality work, miss deadlines, or simply not complete tasks efficiently.

3. Increased Absenteeism

Disengaged employees are more likely to take frequent sick days or arrive late to work. They may find it difficult to motivate themselves to come to work regularly, leading to increased absenteeism.

4. Lack of Initiative

Employees who are disengaged tend to avoid taking initiative and are less likely to seek out new opportunities. They may only do the bare minimum required to get by and show no interest in going above and beyond.

5. Negative Attitude

Disengaged employees often display a negative attitude toward their work, colleagues, or the organization itself. They may complain often, exhibit cynicism, or express dissatisfaction with their work environment.

6. Lack of Collaboration

Disengaged employees are less likely to collaborate and participate in team activities with their colleagues. They may prefer to work alone and avoid contributing to group projects, leading to decreased teamwork and cooperation.

7. Increased Errors or Mistakes

Disengaged employees may make more errors or mistakes in their work. They may lack focus, pay less attention to detail, and be more prone to making unnecessary mistakes.

8. Lack of Interest in Development

Disengaged employees often show little interest in learning new skills or growing professionally. They may resist training opportunities or not take advantage of professional development programs offered in their workplace.

9. Withdrawal 

Disengaged employees may withdraw socially at work, avoid interactions with colleagues, skip social events, or isolate themselves from the team. This can lead to a breakdown in communication and a sense of disconnection within the workplace.

10. Increased Turnover

If an organization is experiencing a higher than average turnover rate, there’s a high chance the reason employees leave is that they feel disengaged. When employees feel disconnected from their work, they are more likely to seek opportunities elsewhere.

Recognizing these signs of employee disengagement is the first step towards finding ways to re-engage your employees. Now let’s look at strategies that help re-engage disengaged employees.

10 Effective Strategies That Will Help You Re-engage Disengaged Employees

Once you’ve identified disengagement, it’s time to find – and implement – effective strategies to re-engage your employees.

1. Communicate Openly

Regular and transparent communication is essential for re-engaging disengaged employees. Hold team meetings, provide updates on company goals and progress, and encourage open dialogue. Keep employees feeling heard, valued, and informed about the organization’s direction.

Pro Tip: One of the best ways to foster open communication is to provide the right technology to your employees. Mobile platforms like Beekeeper are built to encourage open communication with real-time messaging and feedback features.

2. Provide Feedback and Recognition

Regularly providing constructive feedback and recognition acknowledges employees’ efforts and achievements and reinforces their value to the organization. Recognizing individual and team accomplishments publicly boosts team morale and motivation. 

3. Foster a Positive Work Environment

Create a positive work environment that fosters engagement and supports employee well-being. That can include encouraging teamwork, collaboration, and positive relationships among colleagues, as well as promoting work-life balance and offering programs that support employee wellness.

4. Offer Professional Development Opportunities

Offer training programs, workshops, or mentorship opportunities that align with employees’ interests and career goals. Providing opportunities for growth and development will demonstrate your investment in the value and potential of your employees.

5. Delegate Meaningful and Challenging Tasks

Empower disengaged employees by delegating tasks that are meaningful, challenging, and aligned with their skills and interests. By providing autonomy and responsibility, you can reignite their passion and motivation for their work.

6. Encourage Innovation and Creativity

Foster a culture of innovation and creativity by providing platforms for sharing ideas, implementing new initiatives, and recognizing innovative contributions. This can re-engage disengaged employees by giving them a sense of ownership and purpose.

7. Recognize (And Address) Work-Related Stress

Disengagement can often be a result of work-related stress. Take the time to identify the sources of stress in the workplace and implement strategies to address them. This could involve workload adjustments, improving work processes, and providing resources to support employees’ mental health.

8. Promote Work-Life Balance

Help employees achieve a healthy work-life balance by promoting flexible work arrangements, encouraging employees to take breaks and use vacation time, and prioritizing self-care. A balanced lifestyle can improve engagement and overall well-being.

9. Foster a Sense of Belonging

Create a sense of belonging by promoting inclusivity and diversity within the organization. Encourage employees to share their perspectives, ideas, and experiences by fostering a supportive and inclusive work environment where everyone feels valued and respected.

10. Lead By Example

Leading by example shows that you value and appreciate your employees. Demonstrating enthusiasm, passion, and commitment can inspire disengaged employees to re-engage and become more invested in their work.

Re-engaging disengaged employees requires a thoughtful and proactive approach and is an ongoing process that requires consistent effort and attention. By implementing these strategies, you can contribute to creating a work environment that promotes engagement, motivation, and ultimately leads to improved productivity and organizational success

The Impact of Disengaged Employees

Disengaged employees can have a significant negative impact on an organization’s productivity, morale, and overall success. That’s why it’s crucial for leaders and managers to recognize the signs of disengagement and take proactive steps to re-engage their employees.

By implementing strategies such as open communication, feedback and recognition, a positive work environment, and professional development opportunities, leaders can create a culture that fosters engagement and motivates employees.

Delegating meaningful and challenging tasks, encouraging innovation and creativity, and addressing work-related stress are also important strategies to re-engage disengaged employees. Promoting work-life balance, fostering a sense of belonging, and leading by example are also effective strategies that can contribute to employee re-engagement. 

By prioritizing employee engagement and implementing these strategies, organizations can create a work environment that values and supports their employees.

At Beekeeper, we’re on a mission to solve the Frontline Disconnect and help re-engage frontline employees. If you’re looking to read more about frontline employee engagement, download our 15 Best Practices eBook below.

The post 10 Signs Your Employees Are Disengaged At Work appeared first on Beekeeper.

Find out how to create the Ultimate Employee Onboarding Checklist. 

Onboarding is often treated as just a formality. But it’s so much more important than people realize.

50% of workers quit within the first 120 days of a new job. So retention strategies have to start the moment an employee is hired. 

The Benefits of a Well-Structured Onboarding Process 

First, let’s start with the basics—what is employee onboarding?

Onboarding is an employee’s first introduction to the company. It’s the period of time from when they’re hired until they’re really up and running in their job. Yes, it includes the usual start-up paperwork, like tax forms and healthcare enrollment. But it also includes training, meeting their manager and coworkers, getting familiar with company culture, learning all they need to know for their new role, and making them feel like a part of the team.

A recent Harvard Business Review article summed it up well:

A Paperless Onboarding Employee Checklist and Experience

Having an “onboarding a new employee checklist” brings structure to the process. And to strengthen the process even further, having that onboarding checklist on a mobile productivity app like Beekeeper makes it even smoother and allows hiring managers to streamline onboarding steps through one easy portal. It can create consistency, allow new hires to move quickly through the different phases of onboarding, and allow HR teams to easily track the progress for each new employee from a single dashboard. 

Having a structured, digital onboarding checklist has benefits for the company, HR, and new employees. 

Benefits of an Employee Onboarding Checklist for a Company

• An employee onboarding checklist can make the process faster and get hires up and running faster, which means faster time to productivity. And let’s not forget compliance: when there’s a digital checklist, nothing gets overlooked and people can easily find and fill out every required form. 
• A productivity platform can automate the mundane parts of onboarding and centralize all paperwork and forms and allow HR teams to really focus on engagement strategies.
• The better the onboarding experience, the higher a company’s overall retention rate and the more cohesive the culture is, and the higher the engagement, and all of the benefits that go along with that.

Benefits of a New Employee Onboarding Checklist for HR

• HR can easily get stuck in the onboarding hamster wheel: spending all of their time with the same processes for every new hire. Instead, an onboarding program that is digitally structured can automate those repetitive tasks and free hiring teams for more value-add and, let’s face it, more enjoyable tasks.
• The more that HR teams put into designing a good onboarding experience, the less recruiting and hiring they’ll have to do for the same jobs in the long run thanks to a lower turnover rate.
• These days, teams are more dispersed than ever. And chances are, hiring managers are bringing on more than just one new employee at a time. Getting everyone up and running can be chaotic. But with a digital onboarding checklist, all hires can be funneled through one platform to easily manage onboarding for everyone.

Benefits of a New Employee Onboarding Checklist for Employees

• Just like companies spend time finding the right candidates, job seekers have also spent time looking for the right job at the right company. They want to love it, really they do! If their first experiences with the company are positive, statistics show they’re more likely to feel settled and stay with the company longer. 
• The quicker and easier employees can get through all of that necessary paperwork, the sooner they get to their jobs and work with their new teammates, integrate into the culture, and feel like they’re where they are supposed to be.
• Most employees start a new job with an optimistic outlook. They want to be productive, they want to be successful, and they want to do good work. Having a good onboarding experience sets them up to achieve these goals.

An Example of An Effective Onboarding Process

Onboarding employees can deliver terrific ROI if done right. Here’s an example of effective onboarding strategies in a hospitality setting that engages new hires from day one. 

Concord Hotels

“A great place to work for all.” That’s the motto of Concord Hotels, a hospitality group with more than 5,600 associates spread across 150 properties. When the leadership team was looking for a way to truly live up to that mission and connect every employee, they found Beekeeper.

First intending a slow rollout with a goal of a 50% adoption rate over six months, the app caught on, and within three months 75% of the staff was active on the platform. 

With that kind of reach, Beekeeper quickly became an engagement tool and Concord uses it as a one-stop employment shop. And that starts at onboarding. Every new hire logs onto Beekeeper on their first day. Concord uses its frontline success system to introduce them to the team, send handbooks and policies, conduct training, and create a strong, connected culture. And with a diverse workforce that represents 105 different nationalities, every employee can access the information in their preferred language. With this engagement strategy that starts at onboarding, Concord really is creating a great place to work.

New Hire Onboarding Checklist

When it comes to creating an employee onboarding checklist there are certain elements that need to be included for a fast, smooth experience for both the new employee and the hiring team.

Here are five tips to set the stage for a positive onboarding experience.

1. Outline the Onboarding Schedule and Training Plan

You can’t communicate enough during an employee’s first months on the job. The more information you give them, the better off they’ll be. Lay out the onboarding schedule, from pre-onboarding to completion. Digitally share the onboarding checklist so there are no surprises and they can easily manage the tasks from their mobile device. Also, share training schedules and any related content (videos, safety sheets, etc.) over the productivity app and let them get started as soon as they’re ready.

2. Sharing Essential Information and Company Policies

Another first step of any onboarding process should be to communicate company policies, share employee handbooks that lay out expectations, code of conduct, and procedural information. Employees should sign these informational forms to acknowledge receipt and understanding. Doing this on the communication tool also allows them to be digitally stored for future reference.

3. In-Person Meet and Greet

These days, most teams are remote or dispersed. But make sure to bring each new hire in for an individual or group meet and greet with their manager and team. Even if they don’t see everyone every day it’s important to create that in-person connection that can’t be replaced virtually.

4. Utilizing Communication Platforms for Efficient Pre-Onboarding

As soon as someone accepts a job, send them the invite to join your company’s workplace app. Here is where you can share all company communication, starting with the official welcome letter, and get them set up with any tools or information they need to begin their role. Then, use that portal for all communication so it keeps employees engaged.

5. Assigning a Mentor or Onboarding Buddy

Pair new hires with an experienced member of your staff so they have a guide during their first few months on the job. A mentor is someone they can go to with any questions, meet with for weekly check-ins or even lunch, and be an overall support person as the employee becomes familiar with the company.

Beyond Onboarding: Continuing Support and Engagement 

Your new employees are up and running and officially part of your team. And if you’ve done a good job at onboarding then you’re already boosting retention by 82%. But as employees transition from the onboarding phase into the day-to-day routine, it’s important to keep those engagement fires burning. In other words, build a strong onboarding and beyond.  

Digital Engagement Strategies

If you’ve started employees off on a productivity app at onboarding, you’ve already got their attention. Now, continue to build on that platform and keep the engagement growing:

• Use it as your main messaging portal so employees rely on it to receive updates and information.
• Encourage workers to initiate communication and create their own posts in dedicated company streams. Sometimes a little gamification can help, too. 
• Use the platform as a recognition tool, like when congratulations are due for an employee who goes above and beyond for a customer, or even for non-work related life events, like a birthday or a new baby. 

Continuous Learning

Training should be an ongoing engagement strategy. Once employees have transitioned from the onboarding phase to a normal routine, make sure to offer an array of training content on the productivity platform. Beekeeper’s partnership with learning company EduMe allows companies to offer training courses in an employee’s preferred language and for different stages of the career lifecycle (i.e. onboarding and ongoing training) to ensure career growth and retention. 

Growth Opportunities

Your future managers should come from your current staff whenever possible. It’s an added incentive for them to stay longer. Offer those training courses on your productivity tool. But also continue with mentorship programs so employees can work side by side with a senior team member to gain the skills needed to move up to the next level. It’s a great retention strategy and also retains institutional knowledge at your company. 

Leverage Analytics to Strengthen the Employee Experience

With a workplace communication tool, leaders can use their analytics dashboard to see what engagement strategies are working and which ones fall flat. From onboarding through the employee lifecycle, managers can continually optimize the employee experience.

The Future Begins at Onboarding

As you get ready to go through your next round of interviews and find the right candidates, remember the importance of starting off strong. Build an employee onboarding checklist that makes these first weeks and months seamless, efficient, and engaging. Then watch your retention grow!

Ready to build your employee onboarding checklist? Download The Complete Guide to Onboarding Frontline Employees.

The post Seamless Transitions: The Comprehensive Employee Onboarding Checklist appeared first on Beekeeper.

High employee morale can lead to:

• Increased productivity
• Better teamwork
• Improved customer service
• Better business performance

We’ll be covering:

• Why employee morale matters on frontline teams
• How to identify and measure the level of employee morale
• What boosts employee morale
• How to improve employee morale
• Boosting employee morale examples

Let’s dive in.

The Impact of Employee Morale on Frontline Teams

Employee morale, productivity, and overall team success are intricately connected in frontline organizations. The level of employee morale directly impacts frontline worker productivity and overall team success.

First, let’s define employee morale.

Employee morale refers to the overall satisfaction, happiness, and motivation of employees within an organization. Employees with high morale are more likely to be engaged, committed, and enthusiastic about their work. Their positive mindset leads to increased productivity as employees are more likely to:

• Go above and beyond their job requirements
• Take initiative
• Collaborate effectively with their team members

On the other hand, low employee morale can lead to decreased motivation, engagement, and commitment, resulting in reduced productivity.

In frontline organizations where teams work closely together to serve customers or deliver services, each member’s contribution is crucial. That’s why the productivity of individual employees directly impacts the overall success of the team. When employees are productive, they are able to complete their tasks efficiently, meet deadlines, and deliver high-quality work.

When employees work together cohesively, communicate effectively, and support each other, frontline teams achieve higher levels of success. Teams with high morale and productivity are more likely to innovate, solve problems efficiently, and adapt to changing circumstances, ultimately leading to improved business outcomes and customer satisfaction.

The Impact of Positive Morale On Frontline Teams

Let’s dive a little deeper into three reasons why positive morale has such a significant impact on frontline teams. Essentially, when employees in frontline organizations have high morale, it creates a positive work environment that fosters collaboration, engagement, and productivity.

1. Increased motivation and job satisfaction: When employees are happy and satisfied with their work, they are more likely to be engaged and committed. This, in turn, leads to higher productivity as employees are driven to perform at their best, putting in extra effort, taking on additional responsibilities, and going the extra mile to achieve team goals.
2. Enhanced teamwork and collaboration within frontline teams: When employees feel valued and supported, they are more likely to communicate effectively, share ideas, and work together cohesively. This promotes a sense of camaraderie and trust among team members, fostering a collaborative environment that facilitates problem-solving, innovation, and success.
3. Improved customer service: Frontline employees who have high morale are more likely to provide excellent customer experiences. They’re more motivated to deliver exceptional service, go above and beyond to meet customer needs and maintain a positive and friendly attitude.

Time to look at a more specific example of how positive morale impacts frontline teams.

The Impact of Positive Morale: A Case Study with Fitler Club

For many frontline organizations during the COVID-19 pandemic, maintaining employee morale was extremely challenging. Fitler Club, an innovative hospitality space in Philadelphia, had already built a strong company culture pre-pandemic and didn’t want that foundation to disappear during a time of crisis and uncertainty.

With the help of Beekeeper, Fitler Club was able to leverage Beekeeper’s communication platform to maintain – and improve – engagement and morale.

Here’s what they did:

• Centralized communication on Beekeeper
• Used Beekeeper to keep staff informed and updated
• Digitized important training manuals
• Created communication Streams (like important safety notifications)

By embracing a mobile-first communication strategy, Fitler Club was not only able to boost morale during a challenging time but continue developing an already-thriving company culture post-pandemic.

They achieved 40% leaner staffing and reduced turnover by 68%, all while 90% of their workforce was actively engaged on Beekeeper. 

Download the full Fitler Club case study

Identifying Low Morale On Your Teams

Low morale can significantly impact employee engagement, motivation, and overall job satisfaction. Here are five key indicators that might indicate low morale within your team:

1. Decreased productivity: Employees who feel demotivated or disengaged are less likely to put in their best effort. If you notice a decline in the quantity or quality of work, it could indicate low morale among your team. 

2. Increased absenteeism and lateness: When employees are unhappy or disengaged, they may start to take more sick days or arrive late to work more frequently.

3. Lack of communication and collaboration: Low morale often leads to poor communication and a less collaborative work environment. If you notice a decrease in open and effective communication, as well as a lack of teamwork and cooperation, it could be a sign of low morale.

4. High employee turnover: Workers who feel undervalued or dissatisfied with their work environment are more likely to seek opportunities elsewhere. Frequent resignations or requests for transfers from your team members might be a symptom of low morale.

5. Decreased engagement in team activities: If your employees no longer actively participate in meetings, team-building activities, or other collaborative events, it may be a sign that they feel disconnected overall.

Once you’ve identified that your teams might be experiencing low morale, let’s look at ways you can measure the level of morale:

5 Ways to Measure Employee Morale

Understanding the level of morale within a team gives organizations insight into areas of improvement so they can implement strategies to boost employee morale. Here are five methods to measure employee morale:

1. Surveys: Conducting anonymous surveys is a popular and effective way to gauge employee morale. Questions can focus on communication, work-life balance, and overall job satisfaction.

2. One-on-one meetings: Regular and open communication with employees is crucial for understanding their concerns and the overall level of morale.

3. Absenteeism and turnover rates: High levels of absenteeism and turnover can be indicators that employees are unhappy with their workplace and want to seek opportunities elsewhere. 

4. Performance metrics: Looking at individual and team performance metrics can also provide insights into employee morale. A decline in productivity or quality may indicate low morale, while high-performance levels can indicate positive morale.

5. AI-Powered sentiment analysis: At Beekeeper, we wanted to give frontline organizations a way to understand employee sentiment, or the overall “mood” of a team, without having to send a survey.

Measuring employee morale is a continuous process that requires an open and transparent work environment. Regularly assessing and addressing employee morale will help organizations create a positive work culture that promotes employee engagement and satisfaction, leading to improved productivity and overall success.

5 Strategies to Boost Employee Morale in Frontline Businesses

Now let’s talk about ways to improve morale on frontline teams. Here six ways to get started:

1. Cultivate a Positive Work Environment

Cultivating a positive work environment on frontline teams is crucial for boosting morale. Here’s how:

• Open and Transparent Communication: Encourage open and honest communication among team members creates an environment where everyone feels comfortable expressing their thoughts and ideas. At Beekeeper, we’ve found the best way to promote bottom-up communication is to create convenient channels for continuous feedback.
• Employee Recognition and Appreciation: Celebrating milestones, acknowledging exceptional performance, and recognizing employees for their contributions only enhances morale but also motivates employees to continue performing their best.
• Build Trust and Collaboration: Establishing a sense of camaraderie and teamwork creates a positive work environment that fosters trust and encourages employees to work together, share ideas, and support one another. 
• Provide Opportunities for Growth: Making employees feel valued is one of the best ways to improve morale. Training programs, mentorship, and resources that empower team members to enhance their skills are all ways to show employees that the organization they work for is invested in their growth.
  

2. Promote Work-Life Balance

Promoting work-life balance in a frontline organization invests in the well-being and productivity of its employees. Here are some strategies to promote work-life balance in frontline teams:

• Flexible Work Arrangements: Provide flexibility in work schedules to accommodate personal commitments and responsibilities allows employees to better manage their personal and professional lives.
• Encourage Time Off: Encourage employees to take their vacation time and use other forms of leave, such as personal days or family leave, to emphasize the importance of rest and prevent burnout.
• Implement Clear Boundaries: Clearly defining expectations and boundaries regarding working hours and availability encourage employees to disconnect and rest during non-working hours.
• Promote Wellness Initiatives: Offer wellness programs and initiatives that focus on physical, mental, and emotional well-being encourages employees to prioritize self-care. Resources like gym memberships, mental health support, and stress management workshops all promote wellness in the  workplace
  

3. Understand What Your Team Considers Meaningful

When employees feel that their work has purpose, they are more likely to be motivated, engaged, and satisfied. Here are some strategies to understand what your team considers meaningful:

• Regular Communication: Foster open and honest communication with your team by having regular check-ins, team meetings, and one-on-one conversations to understand their perspectives, goals, and aspirations. 
• Listen and Empathize: Actively listen to your team members and demonstrate empathy towards their concerns and workplace challenges. Show genuine interest in their opinions, and validate their feelings and experiences to encourage employees to share their thoughts on what gives their work meaning.
• Gather Feedback: Ask questions about what employees value about their work, the impact they believe they have, and the areas where they feel most fulfilled. Using these insights to inform company-wide strategies and initiatives will align employee values with company values on a deeper level.
• Clarify Value: Helping employees understand how their work contributes to the overall goals and mission of the organization shows the value and impact of their contributions. When employees see the direct connection between their work and the broader purpose, it enhances their sense of meaning and boosts morale.
  

4. Encourage Transparency At The Leadership Level

Transparency promotes open communication and enables employees to understand the decision-making process. Encouraging transparency can be challenging, especially for frontline organizations where employees may feel disconnected from the leadership team. Strategies to promote transparency include leaders:

• Actively engage with frontline employees: This can be achieved through regular all-hands meetings, where leaders share updates on the organization’s goals, challenges, and strategies. These provide an opportunity for employees to ask questions and voice concerns directly to the leadership team.
• Proactively seeking feedback from frontline employees: By actively seeking input, leaders demonstrate their willingness to listen and consider different perspectives. Acknowledging and taking action on this input shows employees that their opinions are valued.
• Providing training and resources to help employees understand the organization’s strategy, goals, and performance metrics: This empowers employees to make informed decisions and fosters a sense of ownership and accountability.
  

5. Encourage Professional Development

By investing in employee growth and advancement, organizations not only enhance the skills and knowledge of their workers but also demonstrate their commitment to personal and professional development. Here are some strategies to promote professional development on frontline teams:

• Providing opportunities for training and skill development: This can include workshops, seminars, online courses, or on-the-job training. By investing in training programs, employees feel valued and supported, knowing that their organization is committed to their growth and success.
• Establishing mentorship programs: Pairing frontline employees with experienced mentors allows for personalized guidance and support. This not only helps employees develop new skills but also boosts morale through building relationships and exchanging knowledge and expertise.
• Encouraging employees to take on new challenges and responsibilities: This can be done through job rotations or project-based work. By providing opportunities for employees to step outside their comfort zones and expand their capabilities, organizations instill a sense that achievement and growth is possible, leading to increased morale.
• Supporting ongoing learning and continuous improvement: This can involve creating a learning culture where employees are encouraged to seek new knowledge, share best practices, and engage in professional networking. By fostering a culture of learning, organizations show their dedication to employee development, which boosts morale and motivation.

Improving Frontline Employee Morale

Let’s recap why employee morale has a significant impact on frontline teams in terms of productivity and overall team success. 

Positive morale creates a work environment that fosters collaboration, engagement, and productivity. Organizations can boost employee morale on frontline teams by: 

• Cultivating a positive work environment
• Promoting work-life balance
• Understanding what employees consider meaningful
• Encouraging transparency at the leadership level
• Supporting professional development

Creating a positive work environment involves: 

• Open and transparent communication
• Recognition and appreciation
• Building trust and collaboration
• Providing opportunities for growth

By implementing these strategies, organizations can improve employee morale on frontline teams, leading to increased engagement, motivation, and productivity.

The Cost of Frontline Disconnect Is Higher Than You Think. Download Our Ebook to Learn Strategies to Solve the Frontline Disconnect Crisis

The post 5 Effective Ways To Boost Employee Morale  appeared first on Beekeeper.

Uncover the Hidden Cost of Frontline Disconnect- Download the free eBook here

Employee engagement was trending upward until the pandemic. After dipping for a little more than a year, it is once again inching back up, according to Gallup.

But overall, the average workplace is seeing just a 32% engagement level. And that number drops significantly when it comes to frontline workers. Only 10% of them report feeling connected to the company they work for. 

Mobile-first technology offers companies a surefire way to engage their frontline teams. It creates a forum where workers can express what they want and need, eliminating the guesswork for leaders. It aligns everyone in an organization through centralized communication and builds an inclusive culture where frontline workers are on equal footing with communication and connectedness as their desk-based counterparts.

The Impact of Frontline Disconnection on Business Performance

Industries are in an era of frontline disconnect.

What does that mean?

• Frontline workers are feeling overlooked and overworked.
• Their quit rate is at an all-time high.
• They are often not included in workplace technology, leaving them out of communication circles. 
• They feel out of touch with their direct managers, the most critical person to frontline retention.

These all create the perfect storm of frontline disengagement which impacts every aspect of business: productivity, sales, customer satisfaction and relationships, culture, and ultimately profits. 

What Disengaged Employees Cost Companies

When it comes to exactly how a disconnected frontline financially impacts a company, the statistics say it all.

• According to Gallup, disengaged employees “represent an $8.8 trillion untapped productivity opportunity for global workplaces.”
• When it comes to the frontline, disengaged employees cost companies $450-$550 billion annually.
• According to McKinsey, the quit rate is highest in two frontline industries: retail and hospitality.
• Frontline disconnect can cost $8,000 per employee.

Companies cannot afford to ignore this frontline divide any longer. Just as they’re recovering from the pandemic, they are faced with the Great Resignation and a frontline labor shortage. But unlike the pandemic, companies can do something about low engagement levels. 

More often than not, employees want to give their all at work. But doing that is so much easier when they feel connected and included. They’ll stay with a company longer and even become your best recruiters since people want to work for great companies they hear about from their friends and associates. Increasing engagement can improve work performance and yield higher productivity and reduce turnover.

Pro tip: While a disengaged workforce has monetary impacts, leaders should invest in a connected frontline because it’s the right thing to do. Building a culture where people enjoy what they do and where they work should be the primary goal. The positive impacts on your business will follow. 

Building a highly-engaged workforce is simpler than companies think. And it all companies down to one thing: digitally empowering frontline teams. According to a Forbes/Microsoft study, it can lead to a 20% increase in business growth in a single year.

Implementing Strategies for Improved Frontline Engagement

Retail, healthcare, manufacturing, education, transportation, and hospitality. There are so many frontline industries that employ 80% of the world’s workforce. That’s two billion workers, many of whom are feeling a lack of belonging at their companies. 

How can companies reverse course? They need to always consider their frontline workers when implementing strategies and making business decisions. And it all boils down to empowering the frontline with the same things they give to their desk-based workers.

Here are five strategies that can engage the frontline and lead to a stronger culture and better business outcomes.

1. Frontline-Focused Technology

The most basic mistake that companies make is how they choose to connect with their staff. Companies still rely on communication methods that favor desk-based workers who have computers and company email they can check regularly.

But frontline workers are on the go and don’t have the same ability to stop and check their email. Their work is more hands-on and not computer-based. The best way to reach them? On their mobile devices. In fact, 86% of frontline workers want technology that helps them do their jobs.

All company communication should run through a mobile-first platform like Beekeeper which can reach every single employee regardless of where and how they work. Even those desk-based workers who relied on computers now heavily favor their smartphones for communication. 

A communication and productivity app can offer features designed to engage, like:

• Employee surveys to get employee feedback
• Inline translation so every worker can connect in their preferred language
• Automated processes that benefit workers, like onboarding and open enrollment
• Integrations with LMS platforms for upskilling and training employees

When companies make this shift to a mobile-first mindset and solution, it creates this authentic representation of the entire workforce and facilitates effective team communication. It makes frontline workers feel valued and included by having a voice to contribute and connect with peers, managers, and leaders. Needless to say, engagement gets a huge boost as a result.

2. Transparency

Workplace communication must be authentic and transparent. Employees need to understand the company’s mission, the reasons behind business decisions, and how they are a part of the bigger picture.

For example, AI is having a huge impact on the nature of today’s jobs, especially for hourly workers. But while 86% of frontline workers say they want and need training from their employers on how AI will affect their jobs, only 14% have received communication or training about it.

Empower employees with information. When there are problems, include them in coming up with solutions. This open communication builds trust with your workforce. And this goes back to the technology a company uses.

3. Engage Employees from Day One

Did you know that 50% of hourly workers quit their jobs within the first four months? Companies often focus efforts on making employees feel like a part of the team once they’re in the day-to-day routine of their jobs. But employees need to get that feeling of connection from the first moment at the company. It’s a critical window of time in the employee lifecycle, and if they don’t feel engaged walking through the door on that first day, it can be harder to get them to buy into the company culture later on. They’ll mentally check out before they ever really start.

A great onboarding experience can boost retention by 82%. That means turnover will drop, and so will those expensive and unnecessary recruiting and hiring costs that plague frontline businesses as they continue to refill the same positions over and over.

4. Make Employee Recognition a Core Communication Strategy

Everyone likes acknowledgement, especially in the workplace. Employee recognition is an easy way to engage workers, but 81% of businesses are not making it a top business strategy.

Recognition can include a job well done, welcoming a new hire to the company, a birthday, or the addition of a child. Managers should utilize the company’s mobile communication platform to make these announcements so everyone can give a shout-out to celebrate their colleagues. 

At Flagger Force, a traffic control company with more than 1,700 employees across 12 states, the employee recognition program has boosted retention and led to frontline workers eager to move up to leadership positions. In fact, the company has saved $200,000 by promoting workers from within rather than having to recruit and hire external candidates.

Pro tip: Get creative with employee recognition on your communication tool, like creating a peer recognition program or posting a video on a stream to thank an employee for a job well done!

5. Invest in Frontline Managers

The relationship between frontline managers and their teams is critical to engagement and retention. Without a good connection or communication between the two, employee engagement is bound to suffer.

Being a good manager means understanding how to support and encourage workers. It means having good communication and soft skills to create a better employee experience. But 40% of frontline managers are in their first year on the job and are still learning the ropes of supervising people and understanding what it takes to motivate and engage their direct reports. 

For many, this doesn’t come naturally. But the good news is that with some training, companies can build great managers that have highly engaged teams.

Embracing a Path to Improve Frontline Performance

How employees feel at work is inextricably linked to every business outcome. Instead of focusing on those end results, like profitability and productivity, simply step back and look at employee engagement in your company. Taking the steps to improve that one aspect of your business can have a positive ripple effect down your value chain.

Beekeeper has become a go-to frontline success solution for more than 1,000 businesses across industries like retail, construction, healthcare, manufacturing, and more. Designed specifically with frontline workers in mind, the collaboration tool helps companies create a frontline experience designed to connect and engage every worker.

Here are two frontline businesses that found higher engagement and a stronger workforce when they implemented Beekeeper. 

Fitler Club

At first, Philadelphia’s Fitler Club launched Beekeeper to create a sense of community. By 2020, their priority was to keep furloughed employees connected and engaged during the pandemic. By 2021, the private social club had a 90% adoption rate and 66% of its workforce actively using the communication platform. Along with this spike in engagement came a reduced turnover rate from 78% in 2019 to just 10% by 2021.  

Cargill Protein – North America

At Cargill Protein – North America, a meat producer, and distributor, there are thousands of employees across 40 locations and 30 different languages spoken. The company needed a way to streamline communication through one platform and connect its diverse workforce. With Beekeeper they achieved these goals and more.

With a 96% adoption rate, Cargill has 12,000 workers using Beekeeper. They’ve successfully bridged the communication gap, increased engagement among their diverse workforce, and strengthened relationships between managers and their teams. 

Better Communication for Greater Engagement

The Cost of Disengaged Employees has plagued frontline businesses for too long. But by implementing a communication tool that reaches everyone, frontline workers suddenly feel included and connected, valued and heard. Empowering them with the right technology is a small investment with huge returns. 

Get the eBook: The True Cost of Frontline Disconnect. Download Your Copy Today!

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