The festive excitement that makes people happy in December comes to a crash in January when everyone has to return to work.
Christmas is now just a distant memory, January can therefore be perceived as the most depressing month of the year. According to the Metro, the third Monday in January is ‘Blue Monday’ – scientifically the worst day of the year.
It is important that employers recognise the risks associated with not managing employee’s health and well-being effectively.
To make a positive and productive start to the year, here is how to help employees tackle those January blues.
(1) Discourage Presenteeism
Presenteeism, is more formally known as when an employee comes into work even when they are unwell.
As an employer, you expect your team to work productively and meet targets, but when an individual is unwell, it will become difficult for them to focus on what is expected of them. In some cases, they are more likely to work slower and make mistakes.
In addition, the illness may spread, having one team member down may be difficult but having a full office unwell could be disastrous.
Therefore, employers should not apply absence policies so vigorously that staff force themselves into work before recovering properly. Showing your employees that you care about their health will build on employee morale and a more productive working environment.
Employers should never underestimate the power of recognition. One of the main factors of motivation amongst a workforce is the feeling of being recognised and appreciated. January is an ideal time to say thank you for all their hard work over the past year.
Simple gestures such as, a company-wide email or a special mention in a meeting will go a long way. Employers will be surprised at how much drive is generated from this.
(3) Incentivise employees
Just like recognition, rewards are just as important. At Employment Law Services (ELS), we promote recognition to help motivate your staff. However, if some form of reward does not follow after time, your employees will lose their devotion and come to the conclusion that there will be no pay off for their efforts.
Rewards can take form through a variety of shapes and sizes. Tangible rewards are material rewards given by a company to its staff in return for providing a good service. For example, cash bonus, fringe benefits, pay rise, gym membership etc.
However, it is suggested that intangible rewards are just as effective and cost the company far less. For example, taking an employee out for lunch to thank them for their hard work or providing them with additional annual leave can see a huge impact on the company.
How can Employment Law Services (ELS) help?
The New Year provides employers with an opportunity to start fresh and achieve success. To do this you require a fully focused team. We would love to play a part of your future success, contact us today for your free consultation. 0800 612 4772