3 Signs of Low Employee Morale and How to Meet the Challenge

3 Signs of Low Employee Morale and How to Meet the Challenge

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1. A persistent, negative attitude

Sometimes, 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 

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1. A persistent, negative attitude

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. How to address it: The first step is to identify what the problem is, whether it's simple or complex. Set up a time to talk one-to-one with your 

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1. A persistent, negative attitude

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 

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1. A persistent, negative attitude

address the problem. Then make arrangements to ensure their responsibilities are covered in the interim.

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2. Poor work performance and quality

Missed 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 in a lack of initiative that can lead 

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2. Poor work performance and quality

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 and unmotivated, they might be struggling to meet their usual work standards. How to address it: Foster an environment in which 

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2. Poor work performance and quality

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, because it is not likely to happen without you setting an example and providing guidance. Have regular one-to-one meetings with your team 

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2. Poor work performance and quality

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.

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2. Poor work performance and quality

Employee recognition is another way to keep productivity and employee morale high.  Offer your staff members timely praise and low-cost awards, and, if possible, give them bonuses for their achievements. It’s easy to forget to express appreciation to your employees when stress and workloads are running 

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2. Poor work performance and quality

high. But such recognition can go a long way toward raising the needle on morale in the workplace.

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3. An overactive rumor mill

Communication is 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 rumor mill run wild.  Don’t think that misinformation won’t run rampant in a remote 

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3. An overactive rumor mill

work environment. In fact, it could spread even faster. And, before you know it, employee morale has taken a hit. How to address it: Be quick to share 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 

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3. An overactive rumor mill

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. Let staff members know they can approach you at any time to ask questions or express their concerns.

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