When Morale Is Low

QUESTION

“Employee morale at our company is very low. I want my executive team to understand that this is important. How do I get them to take it seriously, and get them to understand their role in leading the way and setting the tone?”

ANSWER

I feel for you! Workplace culture and employee morale can be super hard to shift; there’s a complex tapestry of history, environment, and systems at play. But it’s important to do – we spend so much of our lives at work, and if that can be a positive experience, all the better for everyone.

My first suggestion would be to approach the situation with curiosity – is there something to understand about priorities, or the executive team’s inability to take on this work? It could be that they’re just barely getting by themselves and are too burned out and rudderless to be able to lead change.

So that’s the challenge for you – to extend grace and understanding, and regularly re-frame with curiosity (I know, it’s hard and frustrating that you need to do this).

Depending on your role (i.e. whether those executive team members are your counterparts, or if you report to someone on the executive team, etc.), find a way to share the positive impacts of improving morale, and the negative consequences of neglecting it.

This would vary depending on your sector and industry but could include things such as impacts to the bottom line, productivity, employee retention, costs associated with high turnover (time costs, budget costs, institutional knowledge costs), reputational risks, and so on. Speak the language that matters to the executive team.

It’s also important to understand your spheres of influence – are there things you can do that are within your control? Sure, you might not be able to change the culture of an entire organization, but what are the ways you can live into your values on a daily basis?

If improving employee morale is outside your direct control, what can you influence? Consider the types of power you may have at your workplace, and what you’re able to do with that power.

Be aware that a lack of control over things that impact you is one of the factors that can lead to burnout. Watch for the signs, and set yourself up with effective stress management tools and various kinds of rest.

And at the end of the day, what do you need to let go? After you’ve acknowledged and processed and done what you can, after you’ve found ways to support others in ways that are meaningful to you – how can you be at peace? What does that look like for you?

Shifting culture will be ongoing work, and you’ll need to ensure that you have systems and supports in place so that your efforts are sustainable.

Good luck out there, and take care.

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