Did you know that unhappy employees are not productive because they lose their creativity? Although they come in and “do the job,” they have lost all their fire. Their hearts are not in it, and they are already elsewhere in their minds—even if they’re not yet sure where.
Negative emotions block the path of energy towards mental effort and productivity. Now that’s logical! How can a person who is under the strain of a lot of negative emotions be expected to be productive and creative at work? Can unhappy people be expected to perform? (Les affairesRH.com).
People who have personally experienced the relief of quitting to escape a toxic, unhealthy environment that is detrimental to their mental health will tell you that a few weeks after, they have regained their energy and spirits, and their brains have kicked into gear. There is a direct link between feeling good at work, contributing and creating value and how happy you are.
How many of your employees are in this situation, and is it possible to turn things around? My answer is yes, but you must act before it’s too late. There is a tipping point beyond which no return is possible. When it’s too late, employees are already elsewhere—you can see it in their daily smiles, and their subtle but nonetheless real detachment. They disengage in order to find themselves better or even to protect themselves from lack of leadership or incompetent managers. Your mission is to spot those who can be recovered because there are more of them than you think.
So go out in the field and show yourself! Are you HR or are you not?! Since when have you not taken the time to connect with employees? Meet with them, and listen. I especially recommend that you visit with the best employees, the cream of the crop (for they are the most at risk), as well the worst and least-performing ones. Why? Because there is less urgency with average employees; you have more time, although you still have to look after them. Average employees are more patient, tolerant or resilient; you can take care of them in a month and they’ll still be there, which may not be the case with the others. In HR management we are taught to manage emergencies, extremes and problem cases. Today’s average employees can become tomorrow’s poor workers—or top performers, if you guide them properly or help their bosses do so.
If you want to get people going again, with their initial energy, start now. Plant your seeds slowly, and show people that they count, that they matter to the organization. TELL THEM AND MEAN IT! Be sincere and establish a closeness that will allow them to share things with you, perhaps even what has sapped their spirit. Usually the reason is a bad boss or a sorry lack of leadership, vision or values (in this case, be especially attentive. . .). In so doing, you could realize that your “high potential” managers are not who you think they are, because their employees don’t recognize them as such. I know that it takes time, and that you’re thinking it’s not up to HR to get involved in day-to-day management, but who is better placed than we are to do so? HR must act as a confidant, listen without judging, advise employees on their career path and help them move forward. If you invested in your employees, it is no doubt because you hoped to get a return on your investment one day. Employees are not simply pawns, and therefore deserve to have HR keep an eye on their career.
While it’s true that day-to-day management is up to managers, I believe that HR professionals can also play an essential role in guaranteeing a balance between employee happiness and productivity by acting as a neutral, attentive and empathetic third party. In this way, you will be a counterbalancing force for bad managers, who will be more vigilant, as well as a tonic for demotivated employees. These efforts on your part will add up to a significant amount of money saved at year-end in departures that could have been prevented, and a gold mine of information for building a strong employer brand and developing the HR strategy of the future.
Nathalie Francisci, Adma, CHRP