When you can’t offer raises: 6 tips to keep morale high

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There’s no question that offering raises is one of the best ways to thank techs and keep morale high. Unfortunately, raises aren’t always an option. Whether due to increased competition in the area, inflation, or unforeseen costs, raises may not be something your business can afford.

That doesn’t mean your business has nothing competitive to offer. Techs don’t just want more money. Sixty-five percent of workers in a survey of refrigeration technicians stated that the biggest disadvantages of their occupation are long hours, lack of work-life balance, on-call hours, and unpredictable schedules, not pay.

That means there’s a lot you can do to increase loyalty, keep morale high, and foster a positive company culture that doesn’t involve raises. Here are a few ideas that your crew will appreciate.

#1 Implement flexible scheduling

Work hours and scheduling can be a huge frustration for workers. In one survey of HVACR techs, 14% said they left a job because of long work hours and no work-life balance. You can bet there’s an even bigger chunk of your workforce that doesn’t quit, but they are just as fed up with their schedule. Workers who daydream about quitting often have negative attitudes and mentally check out at work, leading to a poor work ethic and decreased productivity.

Implementing a flexible work schedule can help. A few ideas include:

• Create a flexible schedule where techs work four 10-hour days with three days off each week.
• Have Early Finish Fridays where workers can go home early at the end of the week.
• Implement no-overtime days, where employees can pick a few days each week to have a guaranteed stop time.
• Try flexible start and end times, where some employees come in and leave earlier, while others come in later and leave a little later.
• Offer time off credits or flex time so employees can take extra time off instead of getting paid for overtime.

Think about what works for your company. If you have a small crew, four 10-hour days may not be feasible, but letting techs take turns leaving an hour or two early on Fridays might.

You should also consider which benefits your techs want. For example, instead of deciding to offer flex time instead of overtime pay, let your employees decide. It will make them feel like they have a bit more control over their schedule and how much they get paid, which is great for morale.

#2 Pay for things when you can, like boots and uniforms

It can be frustrating for techs to pay for the things they need for work when they don’t get a raise. It can be even more frustrating because items cost more now than they have in the past due to inflation. With no raise to cover the difference, employees can feel worse than they were when they started working for your company.

Acknowledging this frustration can go a long way toward building trust and understanding on your team. One way to do that is to pay for the items that your workers need.

That could include paying for:

• New work boots and uniforms
• Safety gear and seasonal items, like coats
• Tools and equipment
• Technology, like cell phones and tablets
• Work vehicles or maintenance stipends for personal vehicles
• Reimbursing fuel costs, tolls, and parking

If you can’t cover some of these costs, think about ways you can reduce the burden on your workers. For example, if you can’t cover the cost of uniforms, consider allowing techs to wear their own solid-color t-shirts so they can use clothes already in their closets. If employees drive their own vehicles, take special care to schedule service calls in the same area so they don’t put unnecessary mileage on their personal cars.

#3 Support training and certification opportunities

Training and development are important to workers. Of the HVACR technicians who were polled in one study, 85% who received formal training report higher job satisfaction. You can bet that techs who are more satisfied with their job have higher morale and have a positive impact on your company culture.

Provide your techs with training and certification opportunities. If you can, pay the costs associated with the training or certification. If you can’t, at least let workers learn on the clock. That way, they can learn during their regular work hours instead of taking time off or squeezing it into nights or weekends.

ACCA offers a wide range of training options designed to fit into a contractor’s busy schedule. From live virtual and in-person sessions to on-demand courses your techs can complete at their own pace, there’s a format that works for every team. ACCA members receive discounted pricing on all training, and Gold members get unlimited access to the full on-demand catalog at no additional cost. Learn more about becoming an ACCA member or upgrading your tier.

Additional ways to support training and certifications include:

• Foster mentorship relationships where younger crew members have the opportunity to get to know and learn from older crew members.
• Incorporate career tracking into your performance management process to help employees plan the steps they need to advance in ways that are meaningful to them.
• Engage in skill forecasting to determine which skills your employees need in the future, then make sure you support them in getting the training and certifications they need to obtain those skills.

#4 Show appreciation regularly

Showing appreciation doesn’t always have to be accompanied by a grand gesture. Instead, focus on showing appreciation and gratitude more often. That’s because 71% of employees who are recognized frequently report being less likely to look for another job. More frequent recognition leads to lower turnover and less time and money spent on a never-ending hiring process.

Want to do something a little extra? Here are some appreciation gifts that are flexible enough to fit your budget:

• Gift cards
• Tool upgrades
• Personalized gear
• High-quality upgrades, like good gloves
• Catered breakfast

#5 Involve employees in the decision-making process

Your techs have a lot of knowledge and expertise to share. Even young techs bring a fresh perspective. Harness their advice to propel your business forward, and more importantly, keep morale high and foster a positive company culture. Employees who feel like their voice is heard at work are 4.6 times more likely to perform their best work.

Whenever there’s a change in process or equipment you’re using or installing, involve your employees in the decision-making process.

Ask them:

• What do they dislike about the technology they use at work, and what would make it better?
• Who would they hire from a pool of candidates you’re considering for an open position?
• What’s their biggest frustration, and how would they fix it?
• What shortcuts do we need to do away with? Is there a better shortcut that would save everyone time?
• How do they feel about a recent policy change, and how would they update it?

Make sure you act on the feedback you receive. If you can’t, clarify why. It makes your crew feel like they’re part of a team, which is important whether raises are on the table or not.

#6 Create a system of one-on-one check-ins with employees

Do you know how your employees feel about not getting a raise? Are there disagreements or frustrations bubbling below the surface? Are your employees struggling with burnout?

If you want to keep morale high, these are the types of questions you need to be able to answer, and yet, most managers and leaders don’t take the time to ask. And more importantly, they don’t take the time to build enough trust to get honest answers.

If you want to know what’s really going on with your crew, create a system of one-on-one check-ins. Aim to meet with each member of your crew once a month or every two months to ask how they’re doing and what would make their job easier.

These conversations develop trust with your crew so they feel comfortable answering your questions honestly and respectfully. They feel like you care about them and their work, which helps you build a stronger team.

You can support a strong workforce, even if raises are off the table

Raises are a great way to thank your crew and encourage them to stick around, but higher pay isn’t the only way to show thanks. Whether it’s asking the right questions, paying for a certification, or creating a more flexible schedule, there are things you can do to keep morale high and build a more positive company culture, even when your budget is lean.

Additional resources:

• Learn more tips on retaining employees that don’t have to do with raises or wages.
• Get tips on promoting teamwork and creating a strong company culture.
• ACCA members have access to budgeting resources that can help you create the cash flow for gifts, perks, or future raises.
• Learn more about the training and certification programs at ACCA.

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Posted In: Compensation, HR, Management, People Management, Workforce