"Everyone looks like they've just been dragged out of the grave, people are complaining and overall morale stinks. We've got to do something."
The good news is that at least there is the sensitivity that a morale issue needs to be addressed. The bad news is that often the way it is addressed does more harm than good.
Do not overlay some piece of momentary fluff that someone thinks would be a "fun" idea. "I know, let's have a cartoon theme day and have everyone dress up as their favorite character and we'll give a $10 gift card to the winner! It'll be a blast!" "Or wait, I know - let's bring in pizza for everyone!"
Well if it is a blast - it won't be in the fun way you imagine! All you've done is create more work and expense for the employee (now you have to wear a costume while you work ungodly long hours!) and haven't addressed the core issues. Or if you've just brought in pizza and that's all you've done - you've probably just caused indigestion. . .because the team is worrying about what's really bothering them. Which brings us to. . .
Do address the core issues. This takes some soul searching and some serious conversation. Usually these are issues that people don't really want to address (hence their longevity to the point at which the issue has now become a serious problem). Compensation? Overwork? Out of touch supervisor? Inconsiderate or incompetent team players? Seriously, if you want to improve morale, you need to address the root issues.
Do not even think for one minute that becoming a "cheerleader" is going to improve things. You are a leader. Your job is show the way, coach, encourage and have tough conversations that make things better. . .shaking pom-poms on the sideline only confirms to team members their worst suspicions about your level of commitment and leadership ability.
Do have thoughtful, serious conversations. . . meaning you are going to do a lot of listening and reflecting. Few things demonstrate your commitment to your team as well as quality time listening to them. (Effectiveness hint: have the conversations without resorting to justification to explain away the past or the present - team members don't want excuses, they want you to listen and then effect change.)
Do not send out the "cheer up - buck up" memo. It effectively states, "I've observed that morale is bad (from my throne in my crystal palace) and I want you to paste a smile on your gloomy faces."
Do sit down with each member of your team and express your sincere gratitude for all that they are doing for the enterprise. Take each member to coffee or lunch. And here is where money/compensation/gift cards become a nice touch. Again, few things mean as much to a team member as when a leader recognizes them one to one - and if at all possible, includes some form of financial compensation.
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Brent Frerichs is the author of "Courageous Questions, Confident Leaders" available on Amazon Kindle for e-readers, tablets and PCs. If you are a member of Amazon Prime, you can now read this book for free!
Keywords: boost morale, boosting morale, team morale, gratitude, gratitude in the workplace, boosting morale in the workplace.
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