Memo Example
interoffice memorandum
SUBJECT: EMPLOYEE MORALE AND RETENTION
DATE: 11/10/2010
THE INFORMATION YOU REQUESTED ON THE TRIGGERS OF LOWER MORALE AND METHODS TO RESOLVE SUCH PROBLEM HAS BEEN RESEARCHED AND IS DISCUSSED BELOW.
The concerns we feared have turned out to be correct. Employees are suffering from lower morale due to the new performance based standards that have been placed on their current roles in the job. The new standards which are forcing employees to handle a certain number of calls a day and continue to perform the quality service as before or else go on conduct development plans have caused employees to resent the company. Employees are concerned for their families, bills, and job security. During roundtable conversations, the general consensus was that the company was finding ways to downsize without actually having to layoff employees. The information provided by managers to address these concerns has not implemented any positive results.
Our job as managers is to find ways to continue to motivate our employees even in a trying economic time. During employee conversations, monetary rewards, although openly accepted, did not reach the top of the list for employee satisfaction. Employee felt that they were not recognized enough by management even if it is just to say good morning. We as a company need to re-implement the recognition of valued employees. I propose that we bring the 212 degree award back to employees for ‘turning up the heat’ on customer transactions. Also, quarterly recognition for top performers with a small trophy to proudly display on their desks will drive the incentive to excel. It was also discussed that non-monetary rewards such as flexible schedules drive employee morale. The ability to not be set in a certain, locked-down schedule provides the employees to schedule the unexpected events in life without having to be concerned with their job. Another huge topic was career progression. Employees want to feel
SUBJECT: EMPLOYEE MORALE AND RETENTION
DATE: 11/10/2010
THE INFORMATION YOU REQUESTED ON THE TRIGGERS OF LOWER MORALE AND METHODS TO RESOLVE SUCH PROBLEM HAS BEEN RESEARCHED AND IS DISCUSSED BELOW.
The concerns we feared have turned out to be correct. Employees are suffering from lower morale due to the new performance based standards that have been placed on their current roles in the job. The new standards which are forcing employees to handle a certain number of calls a day and continue to perform the quality service as before or else go on conduct development plans have caused employees to resent the company. Employees are concerned for their families, bills, and job security. During roundtable conversations, the general consensus was that the company was finding ways to downsize without actually having to layoff employees. The information provided by managers to address these concerns has not implemented any positive results.
Our job as managers is to find ways to continue to motivate our employees even in a trying economic time. During employee conversations, monetary rewards, although openly accepted, did not reach the top of the list for employee satisfaction. Employee felt that they were not recognized enough by management even if it is just to say good morning. We as a company need to re-implement the recognition of valued employees. I propose that we bring the 212 degree award back to employees for ‘turning up the heat’ on customer transactions. Also, quarterly recognition for top performers with a small trophy to proudly display on their desks will drive the incentive to excel. It was also discussed that non-monetary rewards such as flexible schedules drive employee morale. The ability to not be set in a certain, locked-down schedule provides the employees to schedule the unexpected events in life without having to be concerned with their job. Another huge topic was career progression. Employees want to feel