How can we improve our employee mood results?
Us Celpaxers like to keep things simple. This is how we see it:
1. Talk to your people
The Mood KPI aims to help managers have more meaningful dialogues at work.
To build trust, our users tell us they start focusing on the green.
What we see works well is when leaders simply get up every now and then to asks random people “What do you think makes us press green?”.
If you ask “what makes You press red”, there’s more pressure. Using the wisdom of crowds, asking people to respond to how we all feel, means you can ask just a few people and still get a good feeling of what’s “cooking” in your workplace.
2. Take action to improveThe logical step after this is of course to take action to address the problem. The objective is to have greener days. So the Celpax device triggers conversations that bring out what needs to be fixed in your work culture.
Sometimes you’ll be able to do something about it, sometimes not, but the mere fact that you have that conversation will be helpful.
Scott for example found out that “their service cars are dirty", which made colleagues have red days.
Start with fixing one thing that your people told you made coworkers have red days. Then another, step by step. Involve people in your journey by letting them vote on what should be attended to first for example.
By following the trend line on your Employee Mood KPI, you’ll be able to track if the actions you take are having effect: are you getting greener days?
3. For the Excel ninjas out there… correlate!
Cross check Employee Mood KPI with other key business figures like sales, production levels, turnover or revenue. Or analyze the impact of a merger or reorganization, or when rolling out initiatives like SAP to make sure major projects don’t burn out your employees.
Here’s Unilever’s findings – colleagues said their employee mood go down when there are hiccups in the production line.
While you’re here please remember…
The 2 things you need to keep employees pressing:
- Talk to your people about the results (also true for central HR – just analyzing won’t give enough insights, pick up the phone or get up and talk to your managers and associates :) and try to fix what makes people press red.
- Share the results regularly with all your employees
We really recommend you get inspired by how other leaders improve at work using the Celpax device.