Employers spend a lot of time thinking about how to boost employee morale. The solutions range from bonuses to better benefits to recognition awards. But there’s a simpler and more effective way—namely, conducting a regular “check-in” with your employees or colleagues and “tap-in” to what they are doing.
Check-in, Tap-in Solution
In her article “The Surprising Power of Simply Asking Coworkers How They’re Doing” published February 28, 2019, in the Harvard Business Review, consultant Karyn Twaronite writes about the check-in as an effective and easily implemented tool.
But a solution to what exactly? Employees can sometimes feel isolated at work. Studies repeatedly show that employees are not feeling included at work. One study found that more than 40% of those surveyed are feeling physically and emotionally isolated in the workplace. And while employees look first to their homes for a sense of belonging (62%), the workplace is a runner up (34%). And 39% of employes feel the greatest sense of belonging when colleagues check in with them.
Three Ways
Latch onto small opportunities to connect. Connection need not to be—and should not be—a major undertaking. Twaronite’s advice is to “be present, curious, and seize small daily opportunities to connect authentically.” Just ask, “How are you doing today?” or “How can I support you in your work or goals?”
Several years ago, I read about a version on this check-in if you believe your colleague is troubled by something. Ask: “What’s on your mind today?” or “What are you thinking about?” You might need to use this more direct approach several times, but sooner or later, the colleague will tell you.
Assume positive intent. Start any conversation with your colleagues believing that they mean well in their statements or their actions. After all, not all check-ins will be peaches-and-cream conversations. By assuming positive intent, you stop from judging and criticizing and start understanding and inquiring. You start saying, “I am pausing because I just want to make sure I understand your point” or “I am pausing because I want to learn more.” To be inclusive, you must first be accepting.
True recognition. Always recognize the achievements of others and do so sincerely. (This point is mine.) I know what some might be thinking: “I can’t send an email to everyone every time Malik or Gabby or Joe gets a new contract or brings in a new client. Emails are clogged enough already.”
Why not always recognize others? People aren’t that busy. Either coworkers are truly your colleagues, or they are not. Act like they are colleagues. Learn to experience “empathetic joy” for others, which is a feeling of joy or happiness that arises from witnessing the success and well-being of others, rather than envy or resentment. Ask how they achieved their accomplishment. They will be glad to tell you, and you may well learn something benefiting you.
Bottom line
The culture of your workplace is up to you. Make it a good one.
Michael P. Maslanka is a professor at the UNT-Dallas College of Law. You can reach him at michael.maslanka@untdallas.edu.
Editor’s note: This story was first published on HRLaws, a brand of BLR, and a division of Simplify Compliance, LLC. The original headline is Learn the Secret Morale Booster for Your Workplace: Check-in, Tap-in.