Employees are considered one of the primary assets of a company. However, they became a problem once they suffer from low morale.
Why & How they affect the whole organization?
Let me re-post Kyra Sheehan’s reasons written on eHow.
- An article in Supervision magazine makes an argument that low morale and employee productivity have a clear connection. When employees don’t feel valued by their supervisors, don’t like where they work, wish they worked somewhere else and generally don’t care about their projects and assignments anymore, their productivity may plummet. Low morale causes employees to lose interest in going the extra mile.
- According to an article in Roberts Wesleyan College’s online journal The Leading Edge, morale makes up the spirit of a person or group. Signs of positive morale include cheerfulness, smiles and laughter. The opposite, however, is true for low morale. In the workplace, low morale makes an office seem gloomy and has a negative impact on the organizational culture. When a group of employees has low morale, their behaviors, perspectives and attitudes can influence and alter the organizational culture.
- The Leading Edge article also says low employee morale can have a high price tag. When employees feel dissatisfied at work or discontent with their bosses, the level of absenteeism increases. According to an article in Business Horizons, employees who have low morale exhibit a higher frequency of being absent from the workplace because they do not feel as committed to or as invested in their jobs. Dissatisfied workers crave an escape from their offices, even if those escapes are only temporary. In turn, businesses pay a high price for low morale. With more absenteeism comes less productivity. Less productivity means wasted time.
An awesome manager is an ideal leader. He does not ignore subordinates suffering from low morale problems. He surely knows that if not addressed accordingly, all parties involved would be greatly affected for low morale is contagious and clearly hampers fulfilment of organizational goals.
If you want your warriors to perform best on the battlefield, be sensitive on what makes them smile or cry. Be a true leader today. Be a morale booster!
Form Relationships Built on Trust
Strong, effective relationships are built on trust. If you don’t have strong, trust-based relationships with your people, everything you do to recognize them will be seen as manipulation. When employees feel that you are using recognition to “get more out of them” rather than to show that you value them personally, they begin to emotionally disengage and morale suffers. It’s not hard to develop trusting relationships with your people, but it does take time, consistency, and integrity.
Show Them Respect
The book The One Minute Manager introduces a theory of personal responsibility that allows managers to get maximum results with a minimum of time invested with each staff member. The secret is in showing them respect, defining their expectations, and avoiding micromanaging. Most employees respond well to being given enough rope to hang themselves, as long as their job is well defined and they are allowed to fail periodically without fear of unrealistic retribution. Respected employees are more alert, creative, and productive. When they do make a mistake, they’ll fix it, move on confidently and won’t make that mistake again.
Once you’ve built trusting relationships and developed a foundation of respect, employees will automatically respond with more creativity. The best way to nurture and benefit from their new-found creativity is to go by the philosophy that there are no bad ideas, only undeveloped ones. Trusted and respected employees with managers who reinforce the fact that they have some flexibility to try new things will surprise you with the creative ingenuity that they bring to their work. The best part is that you get this for the same price you’re paying unhappy employees who are doing just enough to get by.
Build Effective Teams
Team building is a more complex challenge than fostering high morale in individual employees. Here are five problems that many teams develop that keep them from being as effective as they want to be in accomplishing company goals:
- Absence of Trust—due to invulnerability
- Fear of Conflict—artificial harmony
- Lack of Commitment—ambiguity
- Avoidance of Accountability—low standards
- Inattention to Results—caused by individual status and ego issues
In the absence of trust, morale is at its lowest and self-protectionism becomes the rule. It doesn’t take a PhD in psychology to realize that this will limit productivity and make work a lot less rewarding for both employees and their managers. This “every man for themselves” attitude destroys teams and makes it impossible to optimize goal setting and achieve corporate objectives in a timely manner, if at all.
By learning to communicate more effectively based on honesty, consistency, vulnerability, and respect, your teams will be able to focus unselfishly on common results. This in turn keeps individual egos and agendas in check.
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