5 ways to manage Lower Morale among employees

5 ways to manage Lower Morale among employees

5 ways to manage Lower Morale among employees

Any achievement worth happening in an organisation is the direct result of the hard work, perseverance and the tenaciousness of the employees/ Partners. Multiple factors determine how the employees act in a company set up and strive to achieve their final goals. Some of them include nicer compensation, lofty goals, satisfaction from professional problem solving etc. Any Issues with any of these and other factors can result in the loss of employee morale.

For an effective leader there are few simpler and effective ways available to manage these lower morale situations so that they don’t make a larger dent on the organisation goal and purposes.

Early Identification

There are multiple tell tale signs when we interact with the employees. A small frown at an inappropriate location, not following up with simple guidelines, sudden lethargic ness in working all point to a larger story of the way in which the employee feels. It’s always best for the reporting manager to discuss the issue right away and implement corrective action if any issues are there.

Clear communication

One of the basic facets of the robust management is the clear and concise communication. All the major decisions that bound have an impact on the employees personnel and performance issues need to be communicated by the relevant authority on a timely basis. Moreover rather than keeping it a one sided discussion it will be better to take feedback’s and allow for collective decision making so that it is acceptable to most of them involved.

Aligning of the personal goals with professional goals

This is one such area that plays a major role in the success of any employee in an organisation. The important function of the HR leader is to find out the major personal goal of the employee at every stage of her career in the company. Bu ensuring that this is alignment with the professional responsibilities will help to keep the moral of the concerned employee. For E.g., An employee whose personal wish is to travel abroad will suit with the professional responsibility of an overseas assignment. Similarly a person whom wants to spend more time with elderly parents will be well off working from home even for a reduced salary.

Setting S.M.A.R.T goals for the organisation

Many a times its seen that organisational goals set by the leaders are very vague and unachievable in normal course of plan. This leads to lower morale among even the better performing employees. It is the responsibility of the leader to set Smart, measurable, achievable, relevant and time bound goals and motivate the team to hit their respective goals.

Celebrating small wins

Most of the projects and the targets of the modern organisations are in long time ranges starting from few months to even few years in some cases. It is easy to get disappeared in the quagmire of daily works so that employees an leaders are not taking time to celebrate the small milestones that happen along the way. It is absolute must to recognise , understand and appreciate smaller milestones and give recognition for the relevant employees who have put in hard works. This will go a long way in keeping the spirit alive for a longer period of time.