Note: This post is the last of a three-part series on re-engaging your employees. Click here to read part one:

If you feel like you’ve been hearing a lot about employee engagement lately, it’s probably not your imagination…

From the recent Towers Watson survey that shows that only 21 percent of workers feel “highly engaged” in their work, to the Hewitt Associates study that shows that employee engagement and morale have declined more in 2010 than in at least the past 15 years - not to mention Corporate Executive Board’s recent finding that a mere 23 percent of employees indicated a high level of “intent to stay” with their current companies this year – employee engagement is basically the ‘HMU’ among talent management experts.

And it’s no wonder, either: It’s not unusual for businesses to see high staff turnover rates following periods of economic depression, so now is the time for employers to focus on ways to retain their top talent.

In my earlier posts from this series, I discussed the first two of workplace management expert Holly Green’s three steps to re-engaging your employees: informing and inspiring. Finally, we’ve gotten to the third part: engaging your employees. Among the benefits of having engaged employees are higher rates of productivity and lower (costly) turnover rates. Plus, they’re way more fun to be around.

Step 3 – Engaging Your Employees

To keep employees engaged, Green shares the following 7 tips to use as a guideline:

1. Answer the question, “Why will we still win?” Once again, consider what winning looks like for your team, and think about how you will achieve that even in the face of adversity or setbacks.
2. Get great at giving feedback.
3. Get great at giving feedback…on a regular basis. Visit with employees throughout the year to check on their progress. Make sure all individual goals remain aligned with company goals.
4. Show and tell. Share stories of how teams are aligned and achieving goals. Highlight team accomplishments and link them to the strategy they support.
5. Write it down and put it up. Create an employee pledge wall or flip chart where people can affirm their commitment by listing one thing they will do differently to support the goals.
6. Get great at getting feedback. To measure employee understanding, commitment, inspiration and engagement, take quick surveys following team or company meetings.
7. Go public. Solicit questions via email or intranet and address them in open forums. Publicly thank employees for raising the issues.

As you go through this list, remember that your actions speak to your employees much louder than your words do. So you can talk about winning all you want, but if your own actions don’t reflect that you don’t care about the goals of the company yourself – your employees will not only notice, but walk away with the message that they shouldn’t have to care, either. “The more your behavior is in alignment with what you are saying,” she says, “the more you will inform, inspire and engage your employees.”

But that’s where the similarities end.  Where Stanger’s expertise is limited to matters of the heart, Halvorson, a motivational psychologist, applies her years of experience and research to helping people achieving success in virtually every area of their lives.

And while Halvorson may not have her own reality show on Bravo (…yet), she is spreading her expertise to the masses another way: With the release of SUCCEED, in which she outlines practical strategies people can utilize to help themselves achieve success.  Success, Halvorson says, is surprisingly easy to come by. It’s simply a matter of understanding the habits that help us in – and, in some cases, inhibit us from – reaching our goals and creating a plan to keep ourselves accountable.

“People can’t always explain why they are successful”
“People are surprisingly bad at understanding their own behavior,” Halvorson told me in a recent phone interview to discuss the book. This lack of understanding creates a problem with much of the motivational advice that is out there today: People who write these books base their advice on theories or beliefs about what makes them successful that, in reality, aren’t necessarily right. “Even if they are right, they can’t always tell you how to do the same.” Not to mention that what works for one person won’t necessarily work for someone else.

Unlike so many other motivational books, which are based on anecdotes and personal experiences, Halvorson, who holds a doctorate in the field of psychology, based the advice in SUCCEED on years of scientific research on the specific behaviors that contribute to success. She says she wanted to write a book that explained, succinctly and “in plain English,” how years of scientific research prove the behaviors that lead to success. “The scientific approach allows you to have confidence in this advice in a way that we don’t have with other people’s experiences.”

“’Not having the time’ to reach a goal is almost never literally true.”
The reasons people fail to meet their goals, Halvorson says, aren’t always what they think they are. For instance, people tend to blame their inability to reach a goal on some inherent inability, such as too little willpower. Abilities like willpower, however, aren’t fixed things. In fact, they’re much like muscles in the sense that they simply need to be exercised in order to grow and gain strength.

In actuality, one of the main reasons people fail to meet their goals is that they don’t take time to figure out exactly which steps they’re going to take to reach those goals. For instance, simply giving yourself the goal to include your employees in more decision-making is not enough to motivate you to act on that goal. You need to specify things like which decisions you’re going to include them in and what role they will play in those decisions.

“When we leave goals in the abstract, without getting specific about the behaviors – down to the level of ‘this is the thing I’m going to do, specifically’ – we don’t reach the goals. Your brain requires that you take that extra step of really putting it into action.”

The second thing that keeps people from reaching their goals is that they let opportunities to act on those goals slip away. “I hear from people all the time say, ‘I didn’t have time.’ But that’s almost never literally true.” The problem is that it’s far too easy to miss the many opportunities throughout the day to reach those goals.  One of the main focuses of the book is how people can apply scientifically-proven strategies for overcoming these obstacles and find the strategy that works for them.

“There’s almost nothing there isn’t a solution for”
If there’s one thing Halvorson wants readers to take away from her book, it’s that there’s almost no goal a person can set for him- or herself that can’t be reached.  No matter the obstacles, Halvorson says, there are proven strategies – surprisingly simple strategies, at that – that anyone can find and implement to overcome them.  “If there’s a goal you’ve been trying to reach – at work, in your personal life, wherever it is – that’s been giving you trouble, you can do something about it.” If this message sounds too good to be true to some readers, Halvorson says to simply look at the research.

“There’s a science to this…It’s really about finding the information about what’s going to work for you and solve your problem,” Halvorson says, adding, “The overall message of the book is optimistic because the science suggests that you should be optimistic.” 

Heidi Grant Halvorson is a motivational psychologist and the author of SUCCEED: How We Can Reach Our Goals which will be published December 23. Stay tuned for the second part of this interview, in which Halvorson discusses tips for engaging employees and managing a diverse workforce.

Yes, I said cow break-in. CareerBuilder has just released its 2010 survey of the most unusual excuses for missing work, and if you thought 2009′s most unusual excuses lived up to their name, you’re in luck — 2010′s list is just as full of wacky, creative, and head-shaking employee excuses.

Sick… or Sick of the Recession?

CareerBuilder 2010 survey on absenteeism, which included more than 3,100 workers and more than 2,400 employers, reveals that 29 percent of workers (a slight increase from 28 percent last year) have pulled a Ferris Bueller and played hooky from the office at least once this year, calling in sick when they were actually well.

But why? While the excuses can be off-the-wall, the reasons behind them might  not be so out there. Last year, I mentioned that, although some workers call off of work every year, 2009′s high rate of absences due to fake excuses were for the first time likely a reflection of recession-induced stress and burnout. That recession-related stress could be seeping into 2010, as 27 percent of employers in this year’s survey think they are seeing an increase in bogus sick excuses from employees due to continued stress and burnout caused by the weak economy.

The majority of employees surveyed say they call in sick with fake excuses because they “just don’t feel like going to work,” followed by “needing to relax” and “catching up on sleep.” Other reasons included doctor’s appointments, needing to run personal errands, and plans with family and friends. In addition to recession burnout, the workplace/life balance is shifting more and more, and as many employees are working while off the clock, they’re also feeling a need to get more personal things done while on the clock.

2010′s Most Unusual Excuses for Missing Work

Time to moooove:
“A cow broke into my house and I have to wait for the insurance man.”

Why did the chicken cross the road?
“A chicken attacked my mom.”

PG version of “American Pie”:
“My finger is stuck in a bowling ball.”

Bad hair day:
“My hair transplant has gone bad.”

Kids can be so mean?
“My girlfriend threw a Sit ‘n Spin through my living room window.”

Just kickin’ it:
“My foot is caught in the garbage disposal.”

Not-so clever comeback:
“I’m not feeling too clever today.”

Thanksgiving faux pas:
“I burned my mouth on a pumpkin pie.”

Eh?
“I was in a boat on Lake Erie and ran out of gas and the coast guard towed me to the Canadian side.”

Just a law-abiding citizen:
“I have to mow the lawn to avoid a lawsuit from the home owner’s association.”

It’s a Matter of Trust…

While the majority of employers said they believe their workers when they say they’re feeling under the weather, 29 percent admitted they’ve checked up on an employee who called in sick, and 16 percent said they have gone so far as to fire a worker for missing work without a proven excuse.

• Of the employers who checked up on an employee, 70 percent said they required the employee to show them a doctor’s note.
• While half called the employee at home, 18 percent had another worker call the employee (shady!) and 15 percent drove by the employee’s house or apartment (am I the only one who just had flashbacks of The Office‘s Michael checking up on Oscar?).

… And It Comes Down to Communication

“Six-in-ten employers we surveyed said they let their team members use sick days for mental health days,” said Rosemary Haefner, vice president of human resources at CareerBuilder. “If you need to take some time away from the office, the best way not to cause yourself more stress is to be open and honest with your manager.”

On the flip side, employers must also be open and communicative about policies and preferences for work absence. Let your employees know what your expectations are, and keep in mind that by being open-minded with your employees, they’re more likely to return the favor.

The recession has been hard on everyone, not least of all the employees who have weathered the ups and downs with your business. Sick or not, taking a mental health day to rest, go on a bike ride, get a massage, or spend time with family may be just what the doctor ordered for  them — and the best thing for your business. Remember that trust and respect of your employees will generally equate to trust and respect back from them — and less headaches for you.

What are the most unusual (or most unbelievable) sick excuses you’ve gotten from your employees — or that you’ve used yourself?

That’s because the Obama administration recently announced that it intends to crack down on companies that don’t comply with the rules regarding unpaid internships, in reaction to recent criticism that such practices unfairly favor privileged students and enable employers to take advantage of free labor.

Six Rules for Employers Offering Unpaid Internships
According to a document on Internship Programs, released in April by the U.S. Department of Labor’s Wage and Hour Division, employers are not required by law to pay their interns only if they meet all of the following criteria:

1. The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment
2. The internship experience is for the benefit of the intern
3. The intern does not displace regular employees, but works under close supervision of existing staff
4. The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded
5. The intern is not necessarily entitled to a job at the conclusion of the internship
6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.

Why All the Fuss?
So what’s so bad about not paying interns, anyway? You might ask. After all, shouldn’t they be grateful just for the opportunity to get real world work experience, network with industry professionals and get school credit?

In an ideal world, yes. But it seems that far too many employers have interns doing menial tasks that offer little educational experience or quality training.  Other companies, meanwhile, hire interns under the (false) promise that the interns will be offered a full-time position once their internship is complete. Another criticism of unpaid internships is that they favor students from well-to-do backgrounds whose parents are well-connected in the industry (and can afford to work for free) over those who come from lower-income backgrounds.

Unfortunately, many employers that fail to meet the above criteria still manage to get away with not paying their interns.  Illegal practices concerning unpaid internships often go unreported, it seems, because many interns do not file complaints for fear that they will lose their current internship or be branded as troublemakers and endanger their chances of future employment at other companies.

Advantages to Offering Paid Internships
Aside from helping organizations avoid any potential legal problems, offering paid internships offer a number of benefits for employers.  For one thing, paid internships help employers attract a bigger group of qualified individuals, as financial need prevents some highly qualified students from pursuing unpaid opportunities.  Paid internship also help ensure students stick to a time commitment; furthermore, students that are paid as if they are professionals are more likely to act the part, too.

Of course, now you might be asking: Why have interns at all if we have to pay them? In a recent Student Branding Blog post, career counselor Karen Obringer lists the following ways companies benefit from hiring interns:

• Internships enable companies to train potential future employees
• Interns provide new energy to the office
• Interns provide new ideas and technology into the office
• Interns can do the work that the full-time staff haven’t had time to accomplish or even start
• Interns can help evaluate current company practices and offer suggestions of alternate options

Can’t afford to pay your interns? The career counselors at Washington University in St. Louis suggest that employers consider offering an alternative mode of payment, such as transportation reimbursement, free parking, complimentary meals, or free training or workshops.

What are your thoughts? Do you agree that employers take advantage of interns? Do you believe interns should be paid? How do you compensate your interns in other ways?

Money Woes

Know someone 60 years of age or older who can’t retire because he or she needs the money? Over 70 percent of people in that age group are delaying retirement plans because they can’t afford not to, according to a recent CareerBuilder survey.

On the other end of the age spectrum, but on a similar note, a recent study finds that just 31 percent of employed Millenials (those who make up the 18- to 29-year age group) reported making enough money to lead the kind of life they want — leaving 69 percent who are not satisfied.

Compensation is the single biggest expense for companies of all sizes — which is why you need a compensation strategy.  Our March contest question asked you: What do you think is the most important factor in determining compensation? We got some very diverse responses. (Stay tuned for more info on the Talent Compensation Portal.)

“I Overslept” is Soooo Last Year

Oh, and speaking of compensation, low pay could be an unmotivating factor leading some employees to be late to work – although the unusual late excuses (ahem, “My car door fell off”) given indicate otherwise.

What else do we know about cars? Well, for one, the employees driving them are often e-mailing on their smart phones at the same time – and possibly because they’re afraid of you, the employer.

Hiring, Health Care, and… Joysticks?

There’s no reason to fear video games in recruiting, however (fellow NES nerds, rejoice!). Turns out using video games to recruit and retain employees is serious biz – nearly 70 percent of major domestic employers use games to train employees. Another trend? Rehiring former employees — and FOX Television may be doing just that.

And good news! According to a new survey, 48 percent of company respondents say they plan to fill more job openings this year. Let’s hear it for hiring…

Oh, and then there was that bill that was said to be the most important social legislation in four decades. Maybe you’ve heard? We broke down the essentials of the recent health care bill (The Health Care &  Education Affordability Reconciliation Act of 2010) and jobs bill (Hiring Incentives to Restore Employment Act) and the impact of both on your business — so you didn’t have to.

What’d we miss?

Add to that the already strained resources hiring managers, HR professionals and recruiters have to verify these claims, and it’s even easier for unqualified job seekers to slip through the cracks.

In fact, a 2008 CareerBuilder survey on lies job seekers tell found that 38 percent of employees had embellished their job responsibilities at some point, while 18 percent had lied about their skill sets. Other common lies surrounded information about employees’ start and end dates of employment, academic degrees, previous employers and job titles. 

6 Ways to Avoid a Hiring Mistake:
Here are some more steps you can take to protect yourself from being the victim of a fake resume (adapted from Workforce Trends and Volt.com):

1. Perform a standard background check on things like work history, residences, dates of employment, etc. Look for discrepancies between what the candidate submitted and what the reports reveal.
2. Check for red flags: Unexplained gaps in employment, a reluctance to explain the reason for leaving, and unusual periods of self-employment can be a tip off to false employment history. Always check references, including clients, for self-employed work history. Because even references can be fake, check the web sites of previous employers and use the phone numbers found online for employment verification.  (Can’t find a previous employer’s web site, even after you’ve “Googled” it? The Better Business Bureau or the local Chamber of Commerce are good resources to check, too.)
3. Utilize social networking sites. Social networking profiles contain public information that may help you verify certain information such as a candidate’s work history or education credentials.  (Just be aware of the possible legal ramifications of using social media to screen applicants.)
4. Test their skills. Knowing that employers use keyword searching to find and qualify their resumes, applicants may include keywords for all skills required for the job – regardless of whether they have them or not. Find out if they’re embellishing by asking specific technical questions about the skills they claim to have and actually test their computer skills.
5. Be fair. Remember that mistakes and misunderstandings do happen. If you find a discrepancy, give the candidate an opportunity to explain.
6. Use common sense. Trust your intuition and experience. If something doesn’t seem right, follow up on it.

Lesson Learned: Readers Share Their Own Fake Resume Stories
In the comments from a previous post on lies job seekers tell on resumes, many readers shared their own experiences in dealing with false resume information. Here are some of their stories:

• “Several years ago I learned a very important lesson: be wary of people who claim a previously outrageous salary from a “now defunct company” but are willing to work for less because they “like your company.” We hired my Executive HR Assistant who ended up spending the first two weeks of her job with us surfing for a new job online. We do have internet management software that blocks job sites, but as she was HR she needed access to these sites for our own recruiting efforts. It does monitor the sites visited though, and that’s what tipped us off. Additionally, she had five different versions of her resume stored on her company computer. All of them had her working for us for over one year, when she had only started 10 days previously. However, the reference name and number she included for our company was not us.  The funny thing was though, all of her business references and previous employment history checked out before we hired her; except the most recent one that “went out of business.” When checking references, look the company info up online and call directly. Don’t use the info the candidate supplied unless you have to, then take it with a grain of salt.” – Nathan
• “I was ready to hire the perfect candidate when I decided to run a background check. We don’t normally run one for every position but this position had access to cash so I’d required it. The letters of recommendations from previous employers were actually letterhead he stole from the companies. And if that wasn’t bad enough, he submitted a list of company contacts and personal phone numbers. Everyone on his list turned out to be one of his friends who covered for him on the initial phone conversation telling us what a great employee he was. Digging deeper we found at a previous job in another city he was told to resign his position or he would be turned over to the police for theft. His explanation was that if he told me the truth, he probably wouldn’t have got the job. After that experience, I run background checks on anyone and everyone that works in the office and/or drives a company vehicle.” – John
• “We had a person claim a very high-level position at a major corporation. It was actually true, but we couldn’t figure out why he wanted to come work for us in what was a huge step down for him. A few days later his name was in the paper – he had had *ahem* inappropriate activities with a board member of the company he was working for, in the parking garage. Which had been caught on tape….” – PJ
• “I received four applications with the exact same resume…The only difference were their names at the top.” – Colleen

What’s So Wrong with a Little White Lie?
I also want to mention, however, that a few readers of that post actually came to job seekers’ defenses – arguing the point that there’s little harm in embellishing resume information if experience and performance trump what’s on paper….Would you agree?

Or do you, like other readers, believe that if job seekers are willing to lie about one thing, they are probably willing to lie about other things, too?

What are your thoughts? Do you forgive “embellishments” on resumes, or is any white lie a deal breaker?

Speaking of holiday shopping, this “most wonderful time of the year” will likely be a little different than seasons past due to the Grinch-like grip the economy has on our wallets. But that doesn’t mean you have to be a Scrooge. Below are some “colorful,” unique ideas applicable to both personal holiday spending and shopping for the people in your office to help offset the Bah-Humbug budget blues this December. Because the holidays are about both giving and receiving, and we’ve got the proverbial 12 days of Christmas, we’ve provided five colorful gift ideas, and seven giving opportunities that will give you a rewarding feeling in return:

A White Elephant—Inspired by the rare, valuable, but useless possessions of nobles in southeastern Asia and India, white elephant gifts work great either on an individual basis or with a group of people, such as at a holiday party or the office. Many variations of White Elephant gift exchange games exist, but whether it’s an unopened boxed copy of Microsoft Windows 3.5 from 1994, anything totally 80’s, or this, it’s a fun, inexpensive way to continue the tradition of gift giving.

The Green Gift – Re-gifting is such a bad word around the holidays. But because it’s such an important topic, consider going green beyond the tree, wreath and mistletoe by recycling a gift you’ve received (whether you liked it or not). Wrap the “green” gift in recycled paper or re-use a gift bag, and don’t hide the fact that your recipient is getting a recycled present. Use it as an opportunity to encourage them to recycle all they can, and if they complain, just say it’s an inconvenient truth, but we all need to reduce, reuse and recycle. Sure, it doesn’t help the economy, but it does help the earth. And it’s free. Just don’t tell the one who originally gave you the gift.

Red Herrings – A red herring is defined as something that diverts one’s attention from the main task or issue. With all the economic uncertainty, work has never been more stressful; meaning all of us could use something that gives us a quick break every now and then. Gifts that offer stress relief or allow us to recharge the mental batteries, such as crossword and Sudoku puzzles, squeeze toys, Rubik’s cube, etc. all make for brief, “healthy” distractions during the day. Affordable and appreciated, these each will be. 

Blue or Black Ink – Most people communicate via email, instant messaging, texting and phone calls, so it’s unusual to receive a handwritten letter. A sincere note can be a unique gift for family, friends and co-workers. You don’t have to be a wordsmith—just offer words of encouragement or share your appreciation for the recipient. The best part? It only costs a stamp. But, it’s likely to hold great value for whatever name follows “Dear…” (Note: make use of technology by drafting it on the computer first and then handwriting the final version—it makes editing easier… and neater).

Purple Time – Give something which people constantly run out of and consider highly valuable, by taking a co-worker, employee, friend or family member out for coffee or inviting them to your home for a meal. The point is finding meaningful ways to invest time in your relationships, whether personal or professional, which will surely have a long-term impact. If you’re the boss, give an extra paid day off to employees, or let them off early from work before holidays. Most people understand the value of time in our busy lives and will appreciate your gift. Plus, it’s free. (OK, purple has nothing to do with time—although Morris Day and the Time performed in Prince’s movie Purple Rain, which is somewhat of a connection. I was just trying to continue to the color theme.)

Making Life Wonderful – At the end of It’s a Wonderful Life, Harry Bailey raises a glass and says, “A toast to my big brother George—the richest man in town.” What made George Bailey rich wasn’t money—it was the positive impact he made on others’ lives by giving himself away, one person at a time. One unique gift that’s always greatly appreciated each holiday season is donating something of value to charity, whether it’s your time, money, clothing, household items, toys or more. Below are seven groups who could use help from you or your organization:

1. Local Families – Ask employees if they know of specific needs in the community, such as those who are out of work, struggling financially, or dealing with private situations that will cause the holidays to be less than ideal. Provide gifts that help fill whatever the needs may be or collect cash donations that can be given directly or used to purchase a grocery store gift card.

2. Local Charitable Organizations – Give your time and money to shelters, food banks, and other charitable organizations in the community. Organizing a group of co-workers to volunteer together is a powerful team- and character-building opportunity.

3. Nursing Homes – The elderly are often the forgotten part of the population. Rounding up a group to visit, serve food, give gifts and just spend time talking will be the highlight of the day for those who live in nursing facilities.

4. My Two Front Teeth - This group offers personalized online gift-giving experiences to aid underprivileged children who are selected through community organizations and allowed to individually pick their one holiday wish. The child’s wish profile is entered into the online database which donors can then find and sponsor. 

5. Millennium Promise – This organization works with impoverished communities, national and local governments, and partner organizations to implement high-impact programs aimed at transforming lives in African communities by engaging nations, corporations and the general public in donation efforts. 

6. Samaritan’s Purse - This non-profit invites you to pack a shoebox with small toys, school supplies, and other gifts for children in need overseas with Operation Christmas Child. They also have a gift catalog with opportunities to purchase items like livestock, water purifiers, and medical supplies for people in impoverished areas. 

7. Charity of Choice – Many people have a preferred charity. Ask your employees which ones they care about and make a corporate donation on their behalf.

So what’s the worst gift you ever received? The most interesting one you’ve ever given? What ways are you going to give toward the greater good this holiday season?

When employee morale takes a turn for the worse, it may seem sudden; in reality, however, there are often warning signs to indicate an oncoming slump. Do your own employees exhibit the following behaviors?

· They’ve taken creative license with the term “working 9 to 5.”
Employees who stroll in late and/or rush out early on a regular basis are either extremely underworked or extremely unmotivated. Either way, as a manager, you should be extremely concerned.

· They never seem to take a break from work.
No office environment can – or should – be all fun all the time, but employees should feel free to take a break every once in a while. While you don’t want to discourage someone from working hard, know that an employee who never stops burning the midnight oil is at risk of burning out.

· They never seem to take a break to work.
On the other hand, if their browser history reads like a Fodor’s guide to gossip blogs and viral video sites, or if they’ve visited every Starbucks within a ten-block radius this morning alone, they’re making it clear that they either don’t have enough to do or simply don’t care about getting it done.

· Their knowledge of Joy Behar’s personal life borders on expert.
If employee absenteeism suddenly increases, chances are there’s more to it than a simple addiction to that delightful banter on “The View.” An increased frequency of personal and sick days should be a red alert that your employees would rather be anywhere but their own office.

· They lose all interest in intra-office Nerf ball battles.
No one will begrudge someone for refraining from the occasional office prank or paper football championship to meet a deadline, but watch out for employees who never give themselves a break, taking either themselves or their work way too seriously – they could be on the verge of impending burnout.

· Their jokes aren’t really “ha ha” funny.
Employees often use gallows humor or make jokes of a cynical nature as a way to express dissatisfaction in a seemingly harmless way. Listen to the comments your employees make that are supposedly in jest, as the saying “there’s truth in every joke” could apply.

If your employees appear to be growing increasingly dissatisfied or disinterested in their current positions, you must address the situation before it becomes detrimental to your employees, the quality of their work, and the company as a whole.

Before you force your employees into the conference room for a friendship circle and quick rendition of “Koom-By-Ya,” however, try to establish the root of the problem, which will help determine the best way to address the issue.

Consider the following:

· Has there been a recent negative event, such as a firing?

· Did an employee get promoted while others were overlooked?

· Have there been arguments between staff and/or management?

· Is the workload too heavy?

· Does hard work often go unacknowledged?

· Are new ideas or opinions discouraged or ignored?

· Is the supervision too rigid?

· Or is the supervision too lax, offering little support?

Once you have figured out the root of the problem, you can appropriately resolve the situation before it spreads and worsens. One solution, suggests David Jones, author of PassionWorks!: Your Guide to Passion in the Modern Workplace, involves carrying out a “meaning audit” to find out which projects are the most meaningful – and meaningless – to employees. It takes understanding what motivates your employees to make their work more meaningful for them, as well as most efficient and effective for the company. The knowledge gained from one of these audits will also be valuable in giving managers a benchmark by which to decide if they need to hire new staff.

Nearly every organization, no matter the industry, size or culture, experiences periods of decreased morale among employees, but that doesn’t mean you can just write the problem off as “just a phase my employees need to go through.” If you see the signs, make the effort to reach out to your employees – or risk losing otherwise valuable workers forever.