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Tips for Improving
Employee Morale
May 14, 2020
Welcome and intros
Amy
Amy Roy
(she/her)
Chief People Officer at
Namely
Shannon
Shannon Ferguson
(she/her)
Head of People at
Blueboard
Chris
Chris Good
(he/him)
People Leader and
Creative Director at One
Workplace
Morgan
Morgan Chaney
(she/her)
Sr. Director of Marketing &
Employer Branding Lead at
Blueboard
Agenda 1. Welcome and intros
1. Our new hierarchy of needs
1. 5 area of focus with tips and tactics
for rollout
1. Monitoring morale effectively
1. Live Q&A
Our new
Hierarchy of Needs
Our new hierarchy of needs
Level 1
Health & Wellness
Health & wellness
Physiological and psychological health is the foundation of any
person’s well-being. As employers, taking time to tend to this
shows that we truly care about and value employees. Employees
who feel supported and trust their leaders are more engaged and
motivated.
Why it’s critical for morale
1. Talk about health and mental health openly on your team and
actively provide resources for employees.
2. Expand wellness programs and make space for health and
wellbeing in the work day.
3. As you consider return to work, over-deliver on health safety
planning and offer flexibility to meet different needs.
Tips and inspiration
Health & wellness
How we’re bringing it to life:
At Blueboard:
1. Mental health resources and PTO for mental health
2. Fitness classes led by Blueboarders
3. Wellness focused conversations in All Hands and team meetings
At Namely:
1. Regular online yoga and meditation classes
2. Stress reduction, work from home, and parenting during a
pandemic trainings
At One Workplace:
1. Ergonomic work from home settings
2. Flexible scheduling
Level 2
Safety & Security
Safety & security
When our teams are struggling with fear and uncertainty their
psychological state suffers. People want to know that their
organizations are actively thinking about a clear path forward
that keeps them safe, productive, and connected. The need for
transparency is paramount.
Why it’s critical for morale
1. Establish a regular cadence of communications
2. Engage key stakeholders
3. Host workshops
4. Reduce infection transmission
Tips and inspiration
Safety & security
How we’re bringing it to life:
At Namely:
1. Using Slido to address employee questions as they
arise and addressing broadly in All Hands meetings
2. Weekly written updates shared on Namely newsfeed
3. Employee Assistance Program
At One Workplace:
1. Consistent and frequent messaging
2. Workplace sensors & reservation systems to guide
cleaning and provide confidence
At Blueboard:
1. Business data transparency
2. Ask Me Anything (AMA) with leadership each week
Level 3
Social Belongingness &
Connectedness
Belonging & connectedness
As humans, we crave propinquity - our natural tendency to
develop deep human relationships. We need to adapt how we
replicate physical proximity to each other, the frequency and
quality of our interactions, and how we celebrate both our affinities
and differences that exist.
Why it’s critical for morale
1. Make the most of virtual experiences
2. Bring the employee experience to them
3. Explore experiential rewards and recognition
4. Create affinity teams
5. Rethink your workplace
Tips and inspiration
Belonging & connectedness
How we’re bringing it to life:
At One Workplace:
1. Support collaboration, focus and rejuvenation in the workplace
2. Spotify DJ for a day
At Blueboard:
1. Replicating our cultural fabric at home - team gatherings,
learning together, employee-led activities
2. Public recognition and celebration via Slack, as well as with
surprises in the mail
At Namely:
1. #Sanity-check channel on Slack
2. Book club
3. Daily birthday and anniversary updates
Level 4
Confidence & Contribution
Confidence & contribution
As we build confidence in our health, safety and relationships, our
own individual contributions will begin to feel meaningful and
impactful again. Our collective self-esteem as organizations and as
a society will reinforce our behaviors and improve our work.
Why it’s critical for morale
1. Align with your purpose
2. Share your successes
3. Take personal responsibility
Tips and inspiration
Confidence & contribution
How we’re bringing it to life:
At One Workplace:
1. Aligning mission and values into pre-existing
initiatives
2. “Bravo” Awards
At Blueboard:
1. Rethinking OKRs - pod groups and special projects
2. Lift Up - send notes of appreciation
At Namely:
1. Living our “Give” value through helping our
communities
2. Peer-to-peer feedback and appreciations on
Namely’s social newsfeed
Level 5
Inspiration & Transformation
Inspiration & transformation
Our circumstances right now mean that many people are reflecting
deeply on their wants, needs, and goals. As we consider what self-
actualization may look like, we spot opportunities for positive
growth and change. It’s motivating to have a goal and to put work
into achieving it, and even better to share the inspiration and
transformation process with others.
Why it’s critical for morale
1. Create opportunities for new leaders to emerge by
launching new initiatives
2. Match collaborators and build space for mentoring
relationships to develop
3. Return to your values
4. Provide resources and model development/growth
Tips and inspiration
Inspiration & transformation
How we’re bringing it to life:
At Blueboard:
1. Mentoring program for developing leaders
2. Unlocking L&D budget, even while keeping costs controlled
3. Reinforcing our values through new business initiatives
At One Workplace:
1. Founder stories / fireside chat
2. Internal innovation challenges
At Namely:
1. Opening the circle for more thoughts on how we build our future
2. Reverse Mentor program
Monitoring morale effectively
Monitoring morale effectively
Each person comes to work with a different perspective. You
can’t assume you know them all or that what is important for
one group is (isn’t) important for all. Spending time checking
in at a micro and macro level is critical to make sure you are
focusing on the right things.
Why it’s critical
1. Create opportunities for employee feedback through a
variety of different methods.
2. Take a pulse during and after periods of change.
3. Prioritize what will make the impact to employee
productivity and/or retention
Tips and inspiration
Monitoring morale effectively
Macro-view monitoring:
1. COVID-19/Pulse engagement surveys
2. Wellbeing surveys
3. Willingness to recommend your company as an employer
Micro-view monitoring:
1. Empowering managers to run effective check-ins and 1:1s
2. Culture office hours
3. Shoulder taps
Where to focus your efforts:
Connect with Namely
Let’s connect
Namely is the leading HR platform for mid-
sized companies.
We’re helping companies like yours build a
better workplace with cloud-based software
that brings HCM, benefits, insights, payroll,
and time into a single-view platform.
Blueboard is a recognition platform
powered by hand-curated experiences.
We’re powering all of your celebration
moments, from anniversary awards to
referral incentives, spot recognition to
sales incentives and President’s Clubs.
Connect with Blueboard
Let’s connect
Q&A on Live Chat Blueboard.com/resources
Stay tuned for upcoming
webinars and get access to
recognition planning guides and
eBooks.
“Our solution for saving
President's Club”on Thurs.,
5/21
Library.namely.com/en/cor
onavirus-resources
Visit our coronavirus resource
center for more blog posts,
guides, and webinars and even
more tips for how to improve
employee morale.
Resources to
explore:

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10 Productive Ways To Boost Employee Morale

  • 1. Tips for Improving Employee Morale May 14, 2020
  • 2. Welcome and intros Amy Amy Roy (she/her) Chief People Officer at Namely Shannon Shannon Ferguson (she/her) Head of People at Blueboard Chris Chris Good (he/him) People Leader and Creative Director at One Workplace Morgan Morgan Chaney (she/her) Sr. Director of Marketing & Employer Branding Lead at Blueboard
  • 3. Agenda 1. Welcome and intros 1. Our new hierarchy of needs 1. 5 area of focus with tips and tactics for rollout 1. Monitoring morale effectively 1. Live Q&A
  • 5. Our new hierarchy of needs
  • 6. Level 1 Health & Wellness
  • 7. Health & wellness Physiological and psychological health is the foundation of any person’s well-being. As employers, taking time to tend to this shows that we truly care about and value employees. Employees who feel supported and trust their leaders are more engaged and motivated. Why it’s critical for morale 1. Talk about health and mental health openly on your team and actively provide resources for employees. 2. Expand wellness programs and make space for health and wellbeing in the work day. 3. As you consider return to work, over-deliver on health safety planning and offer flexibility to meet different needs. Tips and inspiration
  • 8. Health & wellness How we’re bringing it to life: At Blueboard: 1. Mental health resources and PTO for mental health 2. Fitness classes led by Blueboarders 3. Wellness focused conversations in All Hands and team meetings At Namely: 1. Regular online yoga and meditation classes 2. Stress reduction, work from home, and parenting during a pandemic trainings At One Workplace: 1. Ergonomic work from home settings 2. Flexible scheduling
  • 9. Level 2 Safety & Security
  • 10. Safety & security When our teams are struggling with fear and uncertainty their psychological state suffers. People want to know that their organizations are actively thinking about a clear path forward that keeps them safe, productive, and connected. The need for transparency is paramount. Why it’s critical for morale 1. Establish a regular cadence of communications 2. Engage key stakeholders 3. Host workshops 4. Reduce infection transmission Tips and inspiration
  • 11. Safety & security How we’re bringing it to life: At Namely: 1. Using Slido to address employee questions as they arise and addressing broadly in All Hands meetings 2. Weekly written updates shared on Namely newsfeed 3. Employee Assistance Program At One Workplace: 1. Consistent and frequent messaging 2. Workplace sensors & reservation systems to guide cleaning and provide confidence At Blueboard: 1. Business data transparency 2. Ask Me Anything (AMA) with leadership each week
  • 12. Level 3 Social Belongingness & Connectedness
  • 13. Belonging & connectedness As humans, we crave propinquity - our natural tendency to develop deep human relationships. We need to adapt how we replicate physical proximity to each other, the frequency and quality of our interactions, and how we celebrate both our affinities and differences that exist. Why it’s critical for morale 1. Make the most of virtual experiences 2. Bring the employee experience to them 3. Explore experiential rewards and recognition 4. Create affinity teams 5. Rethink your workplace Tips and inspiration
  • 14. Belonging & connectedness How we’re bringing it to life: At One Workplace: 1. Support collaboration, focus and rejuvenation in the workplace 2. Spotify DJ for a day At Blueboard: 1. Replicating our cultural fabric at home - team gatherings, learning together, employee-led activities 2. Public recognition and celebration via Slack, as well as with surprises in the mail At Namely: 1. #Sanity-check channel on Slack 2. Book club 3. Daily birthday and anniversary updates
  • 15. Level 4 Confidence & Contribution
  • 16. Confidence & contribution As we build confidence in our health, safety and relationships, our own individual contributions will begin to feel meaningful and impactful again. Our collective self-esteem as organizations and as a society will reinforce our behaviors and improve our work. Why it’s critical for morale 1. Align with your purpose 2. Share your successes 3. Take personal responsibility Tips and inspiration
  • 17. Confidence & contribution How we’re bringing it to life: At One Workplace: 1. Aligning mission and values into pre-existing initiatives 2. “Bravo” Awards At Blueboard: 1. Rethinking OKRs - pod groups and special projects 2. Lift Up - send notes of appreciation At Namely: 1. Living our “Give” value through helping our communities 2. Peer-to-peer feedback and appreciations on Namely’s social newsfeed
  • 18. Level 5 Inspiration & Transformation
  • 19. Inspiration & transformation Our circumstances right now mean that many people are reflecting deeply on their wants, needs, and goals. As we consider what self- actualization may look like, we spot opportunities for positive growth and change. It’s motivating to have a goal and to put work into achieving it, and even better to share the inspiration and transformation process with others. Why it’s critical for morale 1. Create opportunities for new leaders to emerge by launching new initiatives 2. Match collaborators and build space for mentoring relationships to develop 3. Return to your values 4. Provide resources and model development/growth Tips and inspiration
  • 20. Inspiration & transformation How we’re bringing it to life: At Blueboard: 1. Mentoring program for developing leaders 2. Unlocking L&D budget, even while keeping costs controlled 3. Reinforcing our values through new business initiatives At One Workplace: 1. Founder stories / fireside chat 2. Internal innovation challenges At Namely: 1. Opening the circle for more thoughts on how we build our future 2. Reverse Mentor program
  • 22. Monitoring morale effectively Each person comes to work with a different perspective. You can’t assume you know them all or that what is important for one group is (isn’t) important for all. Spending time checking in at a micro and macro level is critical to make sure you are focusing on the right things. Why it’s critical 1. Create opportunities for employee feedback through a variety of different methods. 2. Take a pulse during and after periods of change. 3. Prioritize what will make the impact to employee productivity and/or retention Tips and inspiration
  • 23. Monitoring morale effectively Macro-view monitoring: 1. COVID-19/Pulse engagement surveys 2. Wellbeing surveys 3. Willingness to recommend your company as an employer Micro-view monitoring: 1. Empowering managers to run effective check-ins and 1:1s 2. Culture office hours 3. Shoulder taps Where to focus your efforts:
  • 24. Connect with Namely Let’s connect Namely is the leading HR platform for mid- sized companies. We’re helping companies like yours build a better workplace with cloud-based software that brings HCM, benefits, insights, payroll, and time into a single-view platform.
  • 25. Blueboard is a recognition platform powered by hand-curated experiences. We’re powering all of your celebration moments, from anniversary awards to referral incentives, spot recognition to sales incentives and President’s Clubs. Connect with Blueboard Let’s connect
  • 26. Q&A on Live Chat Blueboard.com/resources Stay tuned for upcoming webinars and get access to recognition planning guides and eBooks. “Our solution for saving President's Club”on Thurs., 5/21 Library.namely.com/en/cor onavirus-resources Visit our coronavirus resource center for more blog posts, guides, and webinars and even more tips for how to improve employee morale. Resources to explore:

Editor's Notes

  1. Morgan
  2. Morgan Share why you’re excited about today’s topic, what you’re excited to explain or demystify
  3. Morgan - Agenda + Housekeeping Lines are muted Questions via Chat Recording to be shared later this week SHRM code at the end
  4. Morgan > Chris
  5. Shannon to lead
  6. Shannon to lead Develop space usage guidelines. Establish a key set of principles to shape how employees will utilize the workspace upon their return as well as improve their remote work experiences. Get expert advice. Refer to evolving guidelines from the CDC and OSHA to inform your policies and response. Establish social distancing practices. In the near-term, maintaining a safe distance between employees will be a critical factor in any return to work plan. o Increase use of remote or distributed work o Employ shift or block scheduling to reduce occupancy o Temporary removal of seating in café’s and conference rooms to avoid large gatherings o Temporary removal of seating at high density workstations to avoid encroaching on a 6 foot (2 meter) social distancing zone Establish environmental health practices. Like people, our physical spaces can fall ill. Sick spaces lead to sick people. Ensure our physical environments support our health and prevent illness. o Provide sanitation stations at all shared work areas or desks o Increase ventilation rates, humidity levels, filtering, and the percentage of outdoor air circulation o Provide extended walk-off areas or provide booties to avoid contamination Consider expanded wellness programs. The collision of our total wellbeing and our work has never been more pronounced. Workplaces will need to find ways to ensure that our people are well wherever they are at home and at the office. o On-site or virtual access to licensed healthcare and mental health professionals o On-site wellness room o Provide “work from home” guides and resources to ensure ergonomic working environments at home.
  7. Morgan > Chris
  8. Establish a regular cadence of communications. Share updates across multiple formats to inform your team of actions and responses to prepare their workplace for the return to work. Engage key stakeholders. Connect a wide array of departments and business units in response teams or task force groups. Host workshops. Gather ideas, solicit feedback, and create empathic solutions unique to your organization’s culture and requirements. Reduce transmission. Help employees remain healthy. o Ensure sick employees remain home o Provide sanitization stations at entries and sanitation caddies at workstation areas o Provide messaging to remind employees of hygiene and cleanliness protocols o Consider technology tools such as infrared temperature or mobile device tracking o Utilize workplace sensors to identify high use spaces for daily deep cleaning o Expand cleaning routines to include daily disinfection of high-touch surfaces and tools; i.e. displays, touch devices, whiteboard markers, etc. Address workplace materiality. Take advantage of antimicrobial and self-cleaning surfaces and textiles. Take care to consider the sustainability, ease of maintenance, and anti-biological/viral properties of these materials.
  9. Morgan > Chris
  10. Chris to own Establish a regular cadence of communications. Share updates across multiple formats to inform your team of actions and responses to prepare their workplace for the return to work. Engage key stakeholders. Connect a wide array of departments and business units in response teams or task force groups. Host workshops. Gather ideas, solicit feedback, and create empathic solutions unique to your organization’s culture and requirements. Reduce transmission. Help employees remain healthy. o Ensure sick employees remain home o Provide sanitization stations at entries and sanitation caddies at workstation areas o Provide messaging to remind employees of hygiene and cleanliness protocols o Consider technology tools such as infrared temperature or mobile device tracking o Utilize workplace sensors to identify high use spaces for daily deep cleaning o Expand cleaning routines to include daily disinfection of high-touch surfaces and tools; i.e. displays, touch devices, whiteboard markers, etc. Address workplace materiality. Take advantage of antimicrobial and self-cleaning surfaces and textiles. Take care to consider the sustainability, ease of maintenance, and anti-biological/viral properties of these materials.
  11. Morgan > Chris
  12. Chris to lead Establish a regular cadence of communications. Share updates across multiple formats to inform your team of actions and responses to prepare their workplace for the return to work. Engage key stakeholders. Connect a wide array of departments and business units in response teams or task force groups. Host workshops. Gather ideas, solicit feedback, and create empathic solutions unique to your organization’s culture and requirements. Reduce transmission. Help employees remain healthy. o Ensure sick employees remain home o Provide sanitization stations at entries and sanitation caddies at workstation areas o Provide messaging to remind employees of hygiene and cleanliness protocols o Consider technology tools such as infrared temperature or mobile device tracking o Utilize workplace sensors to identify high use spaces for daily deep cleaning o Expand cleaning routines to include daily disinfection of high-touch surfaces and tools; i.e. displays, touch devices, whiteboard markers, etc. Address workplace materiality. Take advantage of antimicrobial and self-cleaning surfaces and textiles. Take care to consider the sustainability, ease of maintenance, and anti-biological/viral properties of these materials.
  13. Shannon to own
  14. Shannon to own
  15. Morgan > Chris
  16. Amy to own
  17. Establish a regular cadence of communications. Share updates across multiple formats to inform your team of actions and responses to prepare their workplace for the return to work. Engage key stakeholders. Connect a wide array of departments and business units in response teams or task force groups. Host workshops. Gather ideas, solicit feedback, and create empathic solutions unique to your organization’s culture and requirements. Reduce transmission. Help employees remain healthy. o Ensure sick employees remain home o Provide sanitization stations at entries and sanitation caddies at workstation areas o Provide messaging to remind employees of hygiene and cleanliness protocols o Consider technology tools such as infrared temperature or mobile device tracking o Utilize workplace sensors to identify high use spaces for daily deep cleaning o Expand cleaning routines to include daily disinfection of high-touch surfaces and tools; i.e. displays, touch devices, whiteboard markers, etc. Address workplace materiality. Take advantage of antimicrobial and self-cleaning surfaces and textiles. Take care to consider the sustainability, ease of maintenance, and anti-biological/viral properties of these materials.
  18. Morgan
  19. Morgan
  20. Morgan