Often Ignored Reasons Why Low Morale Means Low Production at Work
Absenteeism. Illness. Gossip. Lack of commitment.
In one employee, it’s a personal problem. In a whole workplace, you’ve got a low morale problem.
This costs you more than just patience: the economy loses $350 billion annually
to America’s 22 million actively disengaged employees. And you might be setting yourself up for low employee morale without realizing it.
Here are three overlooked reasons why your morale is tanking your production, and how to fix it.
Lack of Clarity
Getting an orange when you wanted an apple does not make a happy camper. Same thing for employee morale.
If your employees aren’t sure what you expect of them or think you expect one thing when you actually wanted something else, it’s very easy for tension to build.
This leads to unnecessary stress for employees and increasing frustration for you.
How to Fix It
Be crystal clear with your employees about what your goals are, how you want to achieve them and what that means for each individual. Team goals are good, but individual goals also ensure everyone stays on track.
Regular meetings – at least once a month – give you a chance to talk about your goals and let your employees ask questions.
Not sure how to set clear goals – or not sure how your current goals are unclear? Read this
for ideas on how to improve.
Unclear Idea of Success
This is the same principle as having clarity towards your goals. If you don’t know what success looks like, or you can’t communicate what success looks like, your employees won’t know what to work for.
This also means believing in your employees and teammates – if you don’t act like your employees can succeed, or show them when they are succeeding, it feels like a constant uphill battle. And constant uphill battles feed directly into low morale.
How to Fix It
You communicate your idea of success by describing your ideal company – as if you already are your ideal company. This tells your employees what you want to see in an ideal employee and lets them know what to work towards.
Inviting your employees to the table is also a great way to know what your success looks like. If employees feel involved in articulating what your success looks like, they’ll have greater clarity and be invested in creating that vision of success.
Limited Opportunities for Growth
Research shows that employees need growth
in order to stay engaged, and not just to alleviate boredom.
Think about it: if you’re a runner, you know you’re more likely to keep going if you can see results.
The same is true of the workplace. If your employees have something to strive for and feel adequately challenged by their position, they’re more likely to be interested and committed to creating results.
How to Fix It
Growth doesn’t always equal promotion.
Helping employees improve their skills at conferences or giving them concrete goals to work towards will give them something to be motivated for — especially if you reward their efforts, even in small ways.
Get Ahead of Low Morale
At POPin, we know that you need engaged employees to have happy employees – and happy employees are more productive.
let management see what employees are thinking and crowdsolve issues. This way, you can get employees engaged from square one.
Our blog also gives ideas on how to keep your workplace healthy and productive, from team-building events
to building effective leadership.
Ready to give it a try? Let’s get started.