Meta, Amazon, and Salesforce were among the latest big companies to announce thousands of job cuts, following several years of rapid growth and hiring. The aftermath has been significant — not only for those who lost their jobs but also for those who managed to stick around. Experts say that after layoffs many remaining employees become less trusting, less committed, and less satisfied with their work. And, even for businesses that have avoided significant layoffs, the current economic climate has many teams on edge.
Recent Gallup data found that employees are three times more likely to be engaged at work when they feel their organization cares about their well-being. That’s why, now more than ever, it’s important to make your employees feel seen and supported. As a manager, you’re faced with the challenging task of keeping your team members motivated, engaged, and productive amid so much uncertainty.
So, when morale seems low, how do you balance staying compassionate and productive? What’s the right way to check in on your employees? What’s helpful to say or not say?
6 ways to navigate low employee morale
1. Acknowledge what’s happening
Don’t try to brush off what’s going on or act like nothing is wrong. Start one-on-one meetings with your team members by asking how they are feeling and giving them the space to be open with you. If an employee shares that they’re having a hard time, carefully listen to what they say and try to identify the underlying source of these concerns. For example, if your company has recently laid off some team members and your employee is struggling, it may be because they are feeling insecure about their role on the team. But it also could be survivor’s guilt, lack of clarity on their role, or doubts about the company’s stability. Having this open dialogue can help you address the specific concerns head-on and pinpoint relevant solutions that could effectively improve employee morale.
2. Try to be transparent
Establish a sense of certainty in these somewhat unstable times is by emphasizing the information you do know. Share updates you’ve received that could help give your team members greater clarity on how to move forward and keep them in the know as new information presents. Even if there’s nothing very specific to share, giving some kind of tangible assurance can be beneficial. This can be as simple as speaking to the team’s work and impact. For instance, saying things like, “I know the team is working so hard and I’m very impressed with the work you’ve all been doing,” can make employees feel calmer knowing that you are aware of their value and contributions.
3. Discuss growth opportunities
During times of uncertainty, many employees feel unsure about their job security, which can lead to a sense of unease and distraction. That’s why it’s so important to continue to identify ways for them to develop their skills and expertise. Even if promotions are not a current possibility, establishing a path forward within the organization will make your team members feel valued and supported.
4. Encourage taking time
Ask your team members how they are taking time for themselves, and make it clear that you support this kind of behavior. Now is the time to prioritize a healthy work-life balance to avoid burnout and subsequent poor performance. On that same note, you also may be having a difficult time right now, so use this as an opportunity to model self-care and compassion. Sleep, exercise, nutrition, time with family, and fresh air are proven to help with resiliency, so set boundaries for yourself, prioritize your personal needs, and support your team members in doing the same.
5. Plan team-building activities
Create opportunities for your team members to spend time together in a lighthearted, non-work context. Whether it’s scheduling a weekly team lunch, planning a group dinner, or scheduling a fun activity outside the office, seek out ways for your team to bond and enjoy being together. Even in remote work settings, it’s still possible and beneficial to organize a non-work-related meeting with the team to create space for more casual, friendly exchanges. Especially now, building that sense of belonging can help people feel more connected and boost team morale.
6. Thoughtfully check in
Remember that, in challenging times, people may cope in different ways. So, ask your employees what would be helpful from you as their manager and how you can make them feel most seen and supported. Maybe they need some extra guidance on how to reduce distractions or some more flexibility within their schedules. Whatever it is, give them the space to tell you what they need and respond accordingly.
Additionally, try asking them how they’d like you to check in going forward. Some employees may find it helpful to delve into how they’re feeling in your one-on-ones, some may prefer a less formal check-in, and some may not want to get into it. Be there for them as a resource, but don’t try to push the conversation. If applicable, you can also recommend additional support systems within your organization that may be able to provide help.
Boosting morale (and productivity) starts with clear communication
Especially during tough times, it’s crucial to keep everyone aligned and working towards the same goals. A Work OS like monday.com can help keep your entire team in sync, so everyone knows who’s working on what and how their contributions ladder up to your big-picture objectives. Get in touch with our team of experts today to learn how we can help you drive business impact, even during times of uncertainty.