How to generate (and measure) employee happiness

By Posted in - Community & Public Relations on August 24th, 2012 0 Comments

In PR, we talk a lot about measurement. From Facebook analytics to the value of Twitter followers versus retweets, measurement is a key part of our business as social media enthusiasts.

But while measurement of our clients’ social media presence and interactions is key, I would like to take this time to reflect on another, more ambiguous type of measurement: measuring (and responding) to your employees’ happiness.

Now, this might seem like an interesting transition, but let me start by saying, it has been a crazy and exciting week here at Full Circle PR. Everyone has been buzzing around the office with an array of new opportunities on the horizon. And after these past weeks, I can honestly say, our team truly understands the meaning of commitment, dedication and sacrifice.

At FCPR, it is very evident that our team is excited to be here. We love what we do and the true team atmosphere is reflective of that. So how do you keep your employees excited and engaged? And then, how do you measure their happiness and work satisfaction?

A couple of things I’ve picked up as a member of the FCPR team:

  • Communicate clearly and indicate an open door policy – Maybe it’s because we are literally professional communicators, but here at FCPR communication is free-flowing. Expectations are outlined clearly and regular feedback is just another day to day activity. There is little ambiguity when it comes to work performance and making employees feel open and comfortable.
  • Be flexible – We understand work is important (and we aren’t afraid of putting in the extra hours to get the job done), but be flexible with your team members. The more you can demonstrate flexibility and acknowledge other life demands, the more your employees will want to work hard to repay your understanding attitude.
  • Acknowledge hard work – If you see an employee has worked really hard on something, tell them you appreciate them. Not only does this generate goodwill, but as with the flexibility issue – it motivates people to work even harder when their efforts are appreciated. Small comments here and there can go a long way.
  • Take time to celebrate – At FCPR we truly implement a work hard, play hard culture. We work to get the job done, and then we take the time to celebrate accomplishments. A little afternoon champagne and cookie cake never hurt anyone.

These are just some things I have noticed that have helped create goodwill and employee satisfaction at FCPR. If you are unsure how to measure employee satisfaction, I would begin by asking. A little understanding can go a long way.

How do you keep your team motivated?

 

 

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