Are your employees truly happy? If you answered 'yes,' think again! After working in various positions from secretary to vice president in a large independent insurance agency for nine years (in addition to four years of consulting with insurance agencies), I have seldom found an agency where all employees are truly happy.
My agency experience helped me formulate three major areas that all agency principals should examine: (1) a thorough in-house review and documentation of all procedures with employees, (2) regular meetings with management and staff to vent concerns, and (3) a policy of finding the good in people.
A thorough and regular review and documentation of all procedures with management and staff will let them know what is truly expected of them. Employee participation in this process reminds them that they are a vital part of the organization. Opportunities to discuss problems and concerns among staff members regarding procedures will also give employees peace of mind that their concerns relating to workflow and in-house policy are being addressed. As daily policies and procedures questions are brought up, the documentation will serve as a reference and can mitigate any disagreements with clear guidelines on proper conduct.
Monthly meetings with management and staff assures employees that their concerns are being met and ensures that they are clearly aware of their goals and objectives within the agency.
A yearly private meeting conducted by an outside contractor gives each employee an unbiased perspective about their concerns and role in the agency. Through this meeting, each employee should attain an understanding of the responsibilities, define strengths and weaknesses, review professional goals, evaluate personal challenges, assess prevention measures, and apply a meaningful objective to every project. This process will also show the agency which employees are truly working for them and which may increase employee turnover. Departures may help an agency run more efficiently and smoothly. Employee morale will also rise once the changes have run their course.
By keeping a positive attitude within the agency, recognizing the innate good in people, and complimenting your staff , you will attain better results than you would by projecting a negative attitude, seeing the negative in people, and reprimanding your staff. Although many individuals feel that money is truly the best way to thank an employee for a job well done, a simple compliment or recognition will also enhance employee security about their performance and strengthen their commitment to the agency.
In summary, here are three components of an employee morale- and commitment-building program:
1. Offer employees a thorough review of how things are processed in the agency.
2. Encourage staff members to express their concerns at meetings to avoid pent-up aggression from escalating.
3.Maintain a positive attitude and search for the good in people. Your faith in your employees will increase productivity and increase agency morale!