When employee morale is running high, it can seem like there’s nothing your team can’t accomplish. Your workers are super-productive, they have a positive outlook, and their work quality is stellar. But when employee morale is low, work output and outcomes can suffer, and trying to motivate your staff members can feel like pushing boulders uphill.Understanding what employee morale is and its importance is obvious to everyone in the workplace - and in some cases, to people on the outside looking in. That’s why managers need to take a read on their staff from time to time and find out how to improve employee morale if they see a decline in enthusiasm and job performance creeping into the workplace.And now more than ever, it’s worth paying close attention to workplace morale. A recent Robert Half survey found that nearly half of professionals across Canada feel burned out at work, and 31 per cent say their burnout is worse than it was a year ago. The top contributing factors include heavy workloads and long hours (39 per cent), emotional or mental fatigue from high-stress tasks (38 per cent), and a three-way tie between insufficient work-life balance, lack of management support or recognition, and lack of professional growth opportunities (all 28 per cent). Left unaddressed, this type of strain can erode morale and job performance, leading to not only poor morale but decreased productivity.
How do you know if employee morale is sliding? See the sections below for three telltale signs to watch for in your team members. Don’t worry: we’ve included some simple strategies for counteracting each issue.Sign of low morale 1: A persistent, negative attitudeSometimes, it’s hard for employees to conceal a foul mood after they’ve had a bad day at work. And even normal levels of work-related stress can give rise to frustration and discouragement. These are typical reactions to temporary problems. But a persistent, negative attitude - especially from someone who has otherwise been a positive force in your workplace - is a big red flag signaling severely deflated morale. A lack of willingness to cooperate with teammates or commit to new assignments is another clear warning sign of trouble.Persistent negativity may also point to emotional exhaustion or disengagement tied to burnout. Groups especially prone to this include millennial professionals, working parents and employees in the legal and HR fields, all of whom report higher-than-average burnout levels, according to Robert Half research.Sign of low morale 2: Poor work performance and qualityMissed deadlines, a high number of mistakes, or a decline in service levels can all be side effects of low morale in the workplace. Early signals that work performance and quality may be at risk include employees’ waning enthusiasm for or interest in their assignments.Boredom is often a factor for a lack of initiative that can lead to poor work outcomes and dent morale. Your employees may be eager for new challenges. Or, on the other side of the coin, they may be feeling overwhelmed. If they’re feeling distracted or unmotivated, they might be struggling to meet their usual work standards.But burnout is just as likely to be at play. Heavy workloads, high-stress tasks or lack of management support – all top contributors to burnout identified by Robert Half – can leave employees feeling disengaged, distracted or overwhelmed.Check out our blog 5 Ways Employers in Canada Can Prevent Work Burnout for more tips on how employers can mitigate burnout – and improve employee morale.Sign of low morale 3: An overactive rumour millCommunication is always essential for successful staff management - and for bolstering employee morale during times of change. If you do not take a proactive, thoughtful and strategic approach to sharing information with your staff, you risk letting the rumour mill run wild. Don’t think that misinformation won’t run rampant in a hybrid or remote work environment. In fact, it could spread even faster. And, before you know it, employee morale has taken a hit.
How to identify and define employee morale
The first step to increasing staff morale is using your powers of observation to get some ideas about what may be contributing to the problem of low employee morale. Don’t immediately assume the worst. Poor morale in the workplace isn’t necessarily a byproduct of a lackluster or toxic office environment.Unexpected, dramatic change can also be a factor when there’s low morale at work, be it due to workplace-specific conditions or things occurring outside of work that nonetheless affect the overall attitude and demeanor of the workforce. Even among top employees, outside distractions can make it even harder to stay engaged in and upbeat about work.Let your employees know they can talk with you about any issues they may have, and, when the situation allows, consider offering accommodations such as scheduling flexibility or other perks that may be a morale booster for employees.For managers, boosting morale and bolstering employees’ confidence and mood can sometimes be a daunting task, especially if you are managing a hybrid or remote team. However, it’s critical to meet the challenge of low employee morale, because it can cause top talent to leave at any time, increasing employee turnover.
Strategies to keep up morale
As the saying goes, an ounce of prevention is worth a pound of cure, so having strategies to address team morale can ensure you’re in much better shape to address issues at the earliest indications of decline than if you had to start from scratch.Below are three strategies for raising low morale based on the signs above.Addressing a persistent, negative attitude:The first step to boost employee morale in this type of situation is to identify the problem, whether it’s simple or complex. Set up a time to talk one-to-one with your staff member. If you’re working remotely, schedule a video call so that the discussion is face-to-face. Ask your employee if the problem weighing them down is work-related or personal. If it’s the first, you can then suggest strategies for mitigating the issue. If it’s the latter, encourage your employee to take the time necessary to address the problem. Then make arrangements to ensure their responsibilities are covered in the interim.Robert Half can help you hire highly skilled remote or on-site talent to maintain workplace productivity.Addressing poor work performance and quality:Foster an environment in which employees know they are expected to take the initiative, solve problems and demonstrate leadership. This is a vision you need to communicate clearly to your staff, as it is not likely to happen without you setting an example and providing guidance.Have regular one-to-one meetings with your team members to gauge how they feel about the type and amount of work they are being asked to manage. Do they feel burdened by their workload? Or do they feel their assignments aren’t making the best use of their skills? Once you know what your employees need to be successful, and which projects appeal to them most, you can make adjustments.Employee recognition is another way to drive high work performance and quality. Offer your staff members timely praise, low-cost awards and, if possible, spot bonuses for their achievements. It’s easy to forget to express your sincere appreciation to your employees when stress and workloads are running high, and you’re operating in an uncertain environment. But rest assured, such recognition can go a long way toward raising the needle on morale in the workplace.Check out our blog How Canadian Employers Can Get Employee Appreciation Right for more employee recognition tips.Addressing an overactive rumour mill:Share timely and regular updates with your team members, and make sure all employees who need to be in the loop on key announcements hear from you firsthand. Also, be honest with your workers about any changes that may impact their roles or the company. Armed with timely and accurate information, employees will be less inclined to fill in the blanks with their imagination. To help keep communication flowing, institute an open-door policy (a virtual one, if needed). Let staff members know they can approach you at any time to ask questions or express their concerns.
Other ways to improve employee morale
While it’s more important than ever for managers to monitor the level of morale in the workplace, improving low morale isn’t just about solving problems as they crop up – though when they do, they should be addressed as quickly as possible.One foundational element of high employee morale is an ongoing focus on employee engagement, career development, and creating a positive workplace culture. In one Robert Half survey, 69 per cent of professionals across Canada said opportunities for career advancement and promotions and 68 per cent said a positive work culture and team dynamic influenced their desire to stay with an employer.Consider implementing employee satisfaction surveys to gather feedback and understand your team's needs. This will not only help managers achieve organizational goals but contribute to overall employee well-being and workplace productivity.The business cost of low morale is steep – left unchecked, it can lead to increased turnover, which itself can be difficult to address, with as many as 95 per cent of Canadian hiring managers reporting challenges finding skilled talent.Meanwhile, leaving key roles vacant can have its own downstream effects: In a separate Robert Half survey of more than 1,050 hiring managers across Canada, respondents cited burnout (39 per cent), delayed timelines (34 per cent) and inability to support critical business initiatives (31 per cent) as major consequences of not filling open roles promptly.Organizations and their leaders should not wait until emergencies arise to focus on employee morale, especially in a tight labour market for skilled talent. The attention you give to buoying employee morale can help fortify relationships with your staff, improve retention – and ultimately lead to greater business success.
