Tackling Low Morale In Your Workplace

The best workplaces lift their employees up. Positive morale is infectious, too, invigorating everybody company-wide.

While politicians aim to reduce the number of protests in the UK, stricter measures won’t stop workers from speaking out. There’s plenty to be aggravated by, from low pay to the cost-of-living crisis. They feel empowered to take back control and stand up for themselves.

Consequently, low morale can no longer be quietly brushed under the carpet. Not only will inaction lead to high staff turnover, but it can also lead to bad press, poor reputations, and a drastic hit to your company’s cash flow. Here’s how to tackle low morale in your workplace.

Invite Employee Feedback

Employees are likely to speak out about low morale whether you invite them to or not. However, it’s best to have an internal dialogue on these matters, resolving issues quickly behind closed doors.

Some employers question whether they should act on employee requests, too. While you can’t always be the bringer of the best news, you should ensure that your workers are heard and show that you can compromise. For example, if fully remote working opportunities aren’t available, a hybrid work scheme may help you meet them halfway. 

The most important thing is to put yourself out there as a leader. Inviting feedback ensures that there are no taboos in the office, that you’re not beyond scrutiny, and that employees feel like they can air their concerns rather than feel stifled by them. Even if you can’t fix everything, allowing workers to get things off their chest ensures everyone feels understood and can be themselves.

Redefine Organisational Objectives

Employees can give very useful internal feedback. However, you should also consult experts outside the business, as they’re more likely to have an objective opinion on rejuvenating your company to everybody’s benefit. 

Business strategy specialists like 1ovmany can guide your company well. They can ensure your firm constantly moves in the right direction, which means time, money, and resources won’t be wasted, and employees won’t be disenchanted with changes. They analyse, train, and coach business strategy development and communication and ensure that individuals and the entire business benefit.

Big changes can be needed to tackle low morale. Collaborating with these experts proves to your employees that you’re serious about implementing positive change.

Give Workers More Agency

As you redefine organisational goals, you should ensure that workers aren’t engaging with the transformation passively. They should have room to grow within these changes and explore them in their own way.

Most employees receive training in the workplace. However, permitting your workers to choose their training programmes and providers can thrill them. You could even invite them to choose their areas of specialisation, allowing them to shape and mould their career path as they see fit. That way, they’re in the driver’s seat rather than a mere passenger in their own progress.

There are more ways to be flexible in the workplace than employees choosing when and where they work. Employee management software can help them streamline their workflows and cut back on admin. The tech can also be available in app form, granting access from smartphones and tablets instead of just desk-bound computers. The more control workers have in their workday, the better.


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