As a manager, you might think you're doing a great job at creating a work environment that helps your employees thrive. But are you making unintended mistakes that could be zapping your staff's physical and emotional strength?
If you have been, here's some good news. Researchers have been looking extensively at ways workers' performances can be affected in unexpected ways.
The result: they've come up with some great solutions for how you can recognize where you can easily improve your workers' productivity, making them feel better — and subsequently boosting your profits. Try these science-based tips:
Don't schedule big project pushes on the wrong dates.
A study from the University of Waterloo found that companies should not expect workers to take on important tasks the day after a national or historic event that a large segment of the population has a personal stake in — such as the day after a major sports event like the Super Bowl, or the day after a political election.
For example, the researchers estimate that due to employees' emotional reactions to the 2016 U.S. presidential election (either positive or negative), U.S. companies lost about $700 million in productivity-related revenue. Block out major events, both local and national, a year in advance when planning your production needs and adjust your expectations accordingly.
Encourage your workers to exercise during the workday.
Swedish researchers report that workers who are able to factor in time to work out at some point while they're on the job can achieve a higher level of productivity during their workday, as opposed to if they remained sedentary. Urge your workers to walk during lunch, visit an on-site gym if you have one at your headquarters, or meet to do yoga in an organized session prior to starting their tasks in the morning.
Don't project your own emotions onto your workers.
A study from the American Friends of Tel Aviv University found that how well you perceive your workers' level of job-related stress may not be accurate because you're looking at them from your own mindset.
For example, you may do your best work on a tight a deadline — your team members, however, may feel more comfortable being given more lead time to complete a project, as that will give them a better sense of emotional control. Ask your workers what schedule makes them feel the least amount of stress —and follow their lead.
Be genuine.
Research from the University of Ottawa Teffer School of Management found that when workers believe their companies get involved with socially responsible causes for self-serving reasons, such as to enhance profits or their corporate reputation, they feel disillusioned and are less inclined to do their best work.
Always be honest and transparent about charitable deeds — involve your workers closely in these endeavors so they see your good intent and can feel good about helping your company truly help others.
Know that your support affects your workers' sleep.
According to the American Academy of Sleep Medicine, specific work issues make it harder to fall asleep and stay asleep for employees. These include feeling a lack of caring from their supervisors and having little control over decision-making in their work.
Do your best to address your workers' complaints and concerns in a supportive, transparent way every single day. When you show your workers you truly care about what matters to them, you build trust and ease their minds. Then, everyone works together so much better.
