How to boost flagging morale
‘Low morale’ is what most managers don’t want to hear when esprit among their employees is being discussed. Organisations whose morale is considered low usually lack achievement motivation and a sense of real purpose. As well, the turnover of their employees is usually high. Though reversing these trends will take time, you can be assured of success if you act on the following suggestions...
1. Become a morale missionary.
Morale is a group phenomenon but an individual matter. We speak of high morale in a group - meaning that most of the people in the group have a good sense of esprit. Group morale, however, depends on the morale of each individual in the group. Thus, improvement in esprit de corps can be achieved only by improving the morale of every person in the group. This is best achieved through the personal missionary work of the manager. Inspirational talks and group initiatives such as projects, services, and clubs can help; but unless the manager is there working with individual staff, group morale is not likely to improve.
2. Identify issues - not the outcome.
Morale is the outcome. Issues are the things contributing to that outcome. Employees may attribute the cause of low morale to the turn-round time on decision-making, the constant changing of priorities without consultation, the lack of training, inflexible procedures, the incorrect mix of resources and people, or poor communications. Focus on identifying the issues; and you will have a much better chance of improving the situation and boosting morale.
3. Measure morale before trying to manage it.
You may decide to use commercially available tools to measure the effect that the issues have on productivity; or you may opt to design your own. Whatever your decision, it is best to use such instruments to get an accurate picture of the issues and the associated problems. As management experts tell us, ‘If you can’t measure it, you can’t manage it’.
