How to Boost Low Employee Morale

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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 team can feel like pushing boulders uphill.

The importance of good employee morale 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 boost morale at work 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. A recent Robert Half survey found that 36% of professionals feel burned out at work, and one-third say their burnout is worse than it was a year ago. The top contributing factors include heavy workloads and long hours (40%), lack of support or recognition from their manager (30%) and few opportunities for professional growth (27%). If left unaddressed, this type of strain can erode morale and job performance.

How to Identify Low Morale in the Workplace + What to Do About It

How do you increase staff morale?
Strategies to keep up morale
A persistent, negative attitude
Poor work performance and quality
An overactive rumor mill

How do you increase staff 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. Low 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.

Some of the external factors that can influence employee morale include personal responsibilities such as caring for family members, as well as logistical matters such as commuting. 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 lead to a morale boost for employees. Research for the Salary Guide From Robert Half found that in addition to flexible schedules, other popular perks include remote work options and wellness parks.

For managers, bolstering employees’ confidence and mood can sometimes be a daunting task, especially if you are managing a 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.

Strategies to keep up morale

How do you know if employee morale is sliding? See the sections below for three telltale signs to watch for in your team members — along with some simple strategies for counteracting these issues.

As the saying goes, an ounce of prevention is worth a pound of cure, so by having strategies to address team morale at the earliest signs of a decline, you’ll be in much better shape than if you had to start from scratch.

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 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 Gen Z and Millennial professionals, working parents and employees at small and midsize firms—all of whom report higher-than-average burnout levels, according to Robert Half research.

How to address it: 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.

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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 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.

But burnout is just as likely to be at play. A lack of recognition, heavy workloads or limited opportunities for growth—the top three contributors to burnout identified by Robert Half—can all leave employees feeling disengaged, distracted or overwhelmed.

How to address it: 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, because 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 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 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 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 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.

It’s important for managers to monitor the level of morale in the workplace. Addressing problems promptly and effectively will help your workers maintain a positive outlook and remain as productive as possible. The business cost of low morale is steep. In a separate Robert Half survey of more than 1,600 hiring managers, respondents cited burnout (42%), delayed timelines (39%) and higher employee turnover (36%) as major consequences of not being able to maintain staff morale and fill open roles promptly. The attention you give to buoying employee morale can help you fortify relationships with your staff and improve retention, too.

The three-part series linked to below was inspired by our e-Book, The Manager’s Guide to Uncertain Economic Times, and feature management insights from Robert Half’s own leaders. See these blog posts for ideas, strategies and suggestion that can, among other things, play a role in keeping employee morale high.

Managing in Uncertain Times: Seizing Opportunities in Change

Managing in Uncertain Times: Investing in Employees

Managing in Uncertain Times: Addressing Well-Being and Building Trust

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Making Work-Life Balance a Part of Employee Retention

Leverage Employee Listening to Spark Constructive Conversations

Team Trust: The One Element That Can Drive Morale and Retention