Why you need to stop talking about morale

Office morale naturally ebbs and flows. For a supportive manager, when morale is low, it can be very tempting to want to talk about the low morale. Talking about it feels like you’re demonstrating that you have a pulse on what’s going on with your team.

But I’ve got to tell you, talking about the low morale is actually making it worse. 

Now this is not to say that you shouldn’t acknowledge that morale is low. No. You should acknowledge it, and then start doing things to make it better. Talking is not a stand alone intervention. And talking about it too much will bring it down even more. Constant conversations with room for people to complain and form connections around a shared misery is guaranteed to push the morale further into the ground. 

To truly address morale in lasting and meaningful ways, have an initial conversation about it. However, set ground rules. 

  1. This is not a complaining session. 
  2. This is a brainstorm about the factors that are impacting the team’s low morale. 
  3. Suggestions about how to address the factors that are bringing the morale down are welcomed here.

These ground rules will help to keep the conversation professional, productive, and actually initiate momentum that will move morale to a better place. People will feel heard. And you will have a stronger sense of what they are seeking. 

Then, stop talking and actually do something about it. I’m not saying to implement every suggestion discussed. I am saying to consider every suggestion, including the pros and cons. Also give yourself time to think about creative ways to address their concerns that they may not have discussed. Choose a combination of their suggestions, and your ideas, and start shifting the culture or operations of your workplace. If your team is bummed because they feel that communication from leadership is lacking, make it a point to share information and updates when you can. If your team is feeling burned out, build in creative ways to take breaks throughout the day and do some team building activities. If they’re feeling burdened by paperwork, attempt to simplify the forms that they complete for you. Oh, and also, make sure you’re not acting like a jerk.  That one is critical.

How have you addressed low morale with your team? Tell us about it in the comments below.

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