How To Increase Worker Morale
Low morale in the workplace isn't just bad for the unhappy employees; it can also affect the company's bottom line. Low worker morale can lead to poor performance, absenteeism, and a decrease in productivity and work quality. The first step in tackling low morale is to identify the cause. Although bonuses, promotions and pay raises are powerful morale boosters, they are not the only motivators for employees. Even when money is tight, there are several things a manager can do to improve job satisfaction among employees.
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Countering Low Morale
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Identify the cause of the problems. The best way to do this is to directly ask employees, in a non-adversarial fashion, why they are dissatisfied, according to Entrepreneur.com. This has the added advantage of letting employees know that their opinions are valued, and that their happiness is important to the organization.
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Discuss with employees what changes could be made to improve their job satisfaction. Don't give people false hope if you know resources are limited, but let them know that you are listening and that their concerns are yours. Addressing employee concerns openly and directly will foster a positive atmosphere.
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Directly tackle the problems with any measures that are realistic. Low morale can stem from any number of problems, such as dissatisfaction with pay or resentment toward overbearing or disrespectful management. If an employee is feeling unchallenged, for example, assign her to a new task or project.
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Keep employees informed. Employers are sometimes afraid to keep their employees in the loop on sensitive matters, such as the health of the company, because they worry that bad news could worsen morale or cause people to jump ship. On the contrary, being straightforward with employees shows them that they are respected and also reduces rumors, which can spread quickly and harm morale.
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Recognize hard work. People tend to feel more satisfied in their job when they feel that their work matters and is appreciated. Performance awards are one option, but this method can come off as gimmicky to a dissatisfied work force. Just taking a few minutes out of the day to compliment someone on a job well done, and doing so consistently, will go a long way.
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Provide employees with direct feedback on their job performance. This is a form of recognition, and it shows employees that the work they do is important.
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Set goals with employees in a conversational setting. Goals provide direction and focus. Giving employees a say helps them feel invested in the work they do.
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Ask employees for their feedback on a regular basis. This could take the form of manager evaluations, although a stack of extra paperwork won't tend to win any points with stressed-out employees. Semi-regular, manager-employee meetings are another option. This will reinforce the fact that the management is listening to its employees, and give employees an outlet for their frustrations.
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