August 14, 2020
by Kimberly Sully.
We all know it’s true…morale can make a team flourish or flounder. We all know how it feels to be part of a team where morale is high. That sense of camaraderie, of purpose, of…dare I say, happiness! When morale is high teams can accomplish almost anything, or at least they feel like they can. The level of engagement is higher, the output is better, and we actually look forward to working every day.
The flipside is also true. When morale is low, it can be palpable. People often don’t feel any shared sense of purpose, they are less engaged, there is more unhealthy strife, and rather than looking forward to working each day – the end of the day can’t come fast enough! Projects languish, teams become stagnant and uninspired, and turnover can increase.
If we all know this is true, how is it that sometimes leaders can be oblivious to the signs of dwindling morale? And, in this new environment where most of us work remotely, how can leaders monitor and manage team morale effectively? I asked several colleagues and friends about the morale boosters and busters that have impacted them most and here are the top three that leaders should consider.
Morale Busters
- Lack of Communication. This was a universal theme I heard from every person I talked with. When there isn’t consistent communication about projects, performance, goals and priorities, people simply don’t feel like they are part of something. Poor communication creates silos and speculation, reduces engagement, and leaves everyone feeling like they are working alone. Imagine how that feeling can increase in the midst of this COVID pandemic when people are literally working alone at home.
- Lack of Trust. This was another big one, but I found that it had different names. Some people called it being micro-managed. Some people called it dishonesty. And others called it (as I do) – lack of trust, which I think broadly captures all of these sentiments. Having their work constantly scrutinized, feeling like someone is hovering or always looking over their shoulder, learning they have been lied to or even misled, all leads to a place of mistrust in both directions.
- Lack of Support. This is an interesting one because it didn’t come up in many of the responses for “morale busters” – but feeling supported and encouraged was part of every single response in terms of “morale boosters.” So I am drawing my own conclusion that if having support is that important, it’s equally devastating when you don’t.
Morale Boosters
- Feeling Supported, Encouraged, Empowered. Yep, this was a big one. When people feel like they have a leader who believes in them, it helps them to believe in themselves and increases the desire to do their very best. People are more inclined to stretch themselves to learn new things, take on new challenges, or to offer alternative solutions, when they believe that, even if they fail, someone will have their back.
- Recognition. I think sometimes we forget how great it feels to hear “good job” or be on the receiving end of a solid high-five for a job well done. It’s not about boosting someone’s ego, it’s simply acknowledging the effort and allowing that colleague to feel seen and validated. It only takes seconds but can really be a boost!
- Clear and Consistent Communication. Notice I didn’t just write “communication” because this topic is about more than that. Communicating with teams and individuals early and often about expectations, goals, and priorities allows a deeper level of engagement – everyone knows where the finish line is and can share in the tasks that will get you there. If the goal line is constantly changing or people aren’t being informed until the last minute, this can quickly shift back to the morale buster category.
Morale Amidst COVID
Each person I heard from feels that improving morale is more important now than ever. Most of us are feeling stressed out about … well, just about everything. Politics, racial tension, our health. Being a part of a team where morale is high allows us to feel a sense of certainty, pride, and even belonging despite very difficult challenges in the world around us. But how can we monitor and improve morale when our teams are all working remotely?
- Communicate Even More. In addition to the clear and consistent communication about expectations, goals, and priorities, make sure you’re taking time to simply check-in with team members, individually and collectively, on a regular basis. You might be surprised at what you hear just by asking “how are you doing?”
- Trust and Flexibility. There is not much that feels normal and we don’t know how long this will last. Your employees are likely dealing with new challenges daily, whether it’s home schooling or a spouse losing a job or a loved one becoming ill. Trust your team to do the work and, whenever possible, allow for some flexibility in how that happens. Maybe it’s working a split shift or starting earlier or working later; don’t make a rigid work schedule one more thing for someone to worry about if you can avoid it for a season.
- Be Creative. If you used to have lots of great conversations around the water cooler or would have regular team lunches or even the occasional happy hour, be creative about ways you might be able to create that same comradery in a remote setting. Zoom lunches? Slack channels for sharing easy recipes or home-schooling tips? Watching an episode of a favorite TV show “together”? Think outside of the box on ways you can engage your team.
In The Happiness Advantage, Shawn Achor writes, “When we are happy—when our mindset and mood are positive—we are smarter, more motivated, and thus more successful. Happiness is the center, and success revolves around it.”
Let me repeat that last part, “Happiness is the center, and success revolves around it.” What steps can you take to improve team morale and make sure you have a happy team? It’s definitely a win-win.