{"id":124208,"date":"2023-03-10T16:15:53","date_gmt":"2023-03-10T16:15:53","guid":{"rendered":"https:\/\/monday.com\/blog\/?p=124208"},"modified":"2026-08-30T05:46:00","modified_gmt":"2026-08-30T10:46:00","slug":"employee-morale","status":"publish","type":"post","link":"https:\/\/monday.com\/blog\/productivity\/employee-morale\/","title":{"rendered":"Employee morale: what it is, why it matters, and how to improve it in 2026"},"content":{"rendered":"<div class=\"text-block\" id=\"text-block-1\">\n<p>Employee morale has reached a critical inflection point. According to <a href=\"https:\/\/www.gallup.com\/workplace\/349484\/state-of-the-global-workplace.aspx\" target=\"_blank\" rel=\"noopener\">Gallup&#8217;s 2026 State of the Global Workplace report<\/a>, global employee engagement dropped to just 20% in 2025, its lowest level since 2020, costing the world economy an estimated $10 trillion in lost productivity. In the United States, <a href=\"https:\/\/www.paycor.com\/resource-center\/articles\/employee-engagement-statistics\/\" target=\"_blank\" rel=\"noopener\">only 31% of employees are actively engaged<\/a> at work as of early 2026. These numbers represent real teams struggling with motivation, connection, and purpose every single day.<\/p>\n<p>So what does this mean for the managers and leaders responsible for keeping their teams energized? It means employee morale is a business-critical priority. When people feel valued, supported, and connected to their work, they produce stronger results, stay longer, and lift the people around them. When morale drops, so does everything else: productivity, collaboration, retention, and ultimately revenue.<\/p>\n<p>This guide breaks down what employee morale actually means, how to spot it declining, what causes it to erode, and, most importantly, 10 proven ways to improve it. You&#8217;ll also find practical methods for measuring morale and see how the right platform can help you stay ahead of the warning signs before they become real problems.<\/p>\n<p class=\"p1\"><a class=\"cta-button blue-button\" aria-label=\"Get started with monday.com\" href=\"https:\/\/auth.monday.com\/users\/sign_up_new\" target=\"_blank\">Get started with monday.com<\/a><\/p>\n\n<\/div>\n<div class=\"text-block\" id=\"text-block-2\">\n<h2 class=\"h2 text-block__title\">Key takeaways<\/h2>\n<ul>\n<li>Employee morale reflects how satisfied, valued, and motivated employees feel at work, and it directly shapes performance, retention, and team culture<\/li>\n<li>Low morale costs the global economy an estimated $10 trillion annually in lost productivity, making it one of the most expensive workforce challenges organizations face<\/li>\n<li>The top causes of declining morale include poor communication, lack of recognition, limited growth opportunities, and poorly managed organizational change<\/li>\n<li>Consistent measurement through pulse surveys, eNPS, and 1-on-1 conversations helps you catch morale dips before they become retention problems<\/li>\n<li>monday AI Workspace supports morale with workload balancing, automated workflows, real-time dashboards, and AI-powered sentiment detection that flags risks early<\/li>\n<\/ul>\n\n<\/div>\n<div class=\"text-block\" id=\"text-block-3\">\n<h2 class=\"h2 text-block__title\">What is employee morale?<\/h2>\n<p>Employee morale is the overall outlook, attitude, satisfaction, and confidence that employees feel toward their work and workplace. It&#8217;s the collective emotional pulse of your team, shaped by everything from how people are treated by their managers to whether they believe their contributions actually matter. When morale is high, employees show up with energy and ownership. When it&#8217;s low, even talented people start going through the motions.<\/p>\n<p>Team morale works the same way at the group level. It&#8217;s the shared mood and energy of a department, project team, or entire organization. One person&#8217;s frustration can stay contained, but when several people feel undervalued or disconnected, it spreads quickly and becomes a systemic issue.<\/p>\n<p>It&#8217;s worth distinguishing employee morale from two related but different concepts. Here&#8217;s how they differ:<\/p>\n\n<table id=\"tablepress-3639\" class=\"tablepress tablepress-id-3639\">\n<thead>\n<tr class=\"row-1\">\n\t<th class=\"column-1\">Concept<\/th><th class=\"column-2\">What it measures<\/th><th class=\"column-3\">Focus<\/th>\n<\/tr>\n<\/thead>\n<tbody class=\"row-striping row-hover\">\n<tr class=\"row-2\">\n\t<td class=\"column-1\">Employee morale<\/td><td class=\"column-2\">Emotional state: how satisfied, valued, and optimistic employees feel<\/td><td class=\"column-3\">Feelings and attitudes<\/td>\n<\/tr>\n<tr class=\"row-3\">\n\t<td class=\"column-1\">Employee engagement<\/td><td class=\"column-2\">Behavioral commitment: how invested employees are in their work and company goals<\/td><td class=\"column-3\">Actions and effort<\/td>\n<\/tr>\n<tr class=\"row-4\">\n\t<td class=\"column-1\">Job satisfaction<\/td><td class=\"column-2\">Contentment with specific job conditions: pay, role, benefits<\/td><td class=\"column-3\">Conditions and expectations<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<!-- #tablepress-3639 from cache -->\n<p>An employee can be satisfied with their salary but still have low morale if they don&#8217;t feel recognized. And someone with high morale might not yet be fully engaged if their role doesn&#8217;t connect to meaningful goals. Understanding these distinctions helps you diagnose workplace issues more accurately and apply the right fixes.<\/p>\n\n<\/div>\n<div class=\"text-block\" id=\"text-block-4\">\n<h2 class=\"h2 text-block__title\">Why employee morale matters<\/h2>\n<p>The business case for investing in morale shows up directly in the numbers. <a href=\"https:\/\/www.gallup.com\/workplace\/349484\/state-of-the-global-workplace.aspx\" target=\"_blank\" rel=\"noopener\">Gallup&#8217;s research<\/a> puts the cost of disengagement at $10 trillion globally, driven by lower <a href=\"https:\/\/monday.com\/blog\/teamwork\/employee-productivity\/\" target=\"_blank\" rel=\"noopener\">employee productivity<\/a>, higher absenteeism, and increased turnover. When people don&#8217;t feel good about where they work, they produce less, miss more days, and eventually leave.<\/p>\n<p>Retention alone makes morale worth prioritizing. <a href=\"https:\/\/evolveup.io\/employee-engagement-statistics\/\" target=\"_blank\" rel=\"noopener\">Research from Gallup and Workhuman<\/a> shows that well-recognized employees are 45% less likely to turn over two years later. That&#8217;s a massive reduction in recruiting costs, onboarding time, and institutional knowledge loss. And the ripple effects go further; high-morale teams deliver stronger customer experiences, attract stronger talent, and collaborate with less friction.<\/p>\n<p>On the flip side, organizations that treat morale as an afterthought pay for it in ways that don&#8217;t always show up on a quarterly report. Quiet disengagement, where employees stay but stop contributing beyond the minimum, erodes <a href=\"https:\/\/monday.com\/blog\/teamwork\/efficiency-and-effectiveness\/\" target=\"_blank\" rel=\"noopener\">team efficiency and effectiveness<\/a> slowly enough that leaders often don&#8217;t notice until the damage is done. The organizations that consistently invest in morale outperform competitors who are still scrambling to react.<\/p>\n\n<\/div>\n<div class=\"text-block\" id=\"text-block-5\">\n<h2 class=\"h2 text-block__title\">Seven signs of low employee morale<\/h2>\n<p>Low morale rarely announces itself. It tends to build quietly before surfacing as visible performance or culture problems. If you&#8217;re paying attention, though, the early signals are there. Here are seven warning signs every manager should watch for:<\/p>\n<h3>1. Increased absenteeism and tardiness<\/h3>\n<p>When employees start calling in sick more frequently or consistently arriving late, it often signals something deeper than a bad commute. Disengaged employees distance themselves from the workplace, physically first, then mentally. Track patterns rather than individual days, because a gradual uptick across a team is more telling than one person&#8217;s rough week.<\/p>\n<h3>2. Drop in productivity or work quality<\/h3>\n<p>Employees who used to deliver consistently strong work start missing deadlines, cutting corners, or producing output that needs more revision. This is usually a sign that they&#8217;ve stopped feeling connected to the purpose behind their work.<\/p>\n<h3>3. Lack of participation in meetings or initiatives<\/h3>\n<p>Silence in meetings is a red flag. When people stop volunteering ideas, asking questions, or engaging with new projects, they&#8217;ve often mentally checked out. Watch for the shift from active contribution to passive attendance.<\/p>\n<h3>4. Higher conflict or negativity among colleagues<\/h3>\n<p>Low morale breeds frustration, and frustration finds targets. If you&#8217;re noticing more complaints, gossip, or interpersonal tension than usual, the root cause is often systemic dissatisfaction rather than personality clashes.<\/p>\n<h3>5. Reluctance to collaborate<\/h3>\n<p>Teams with healthy morale naturally lean into collaboration. When morale drops, people retreat into silos, protect their own work, and resist cross-functional efforts. This isolation makes problems harder to spot because communication channels go quiet right when you need them most.<\/p>\n<h3>6. Spike in turnover or transfer requests<\/h3>\n<p>The most obvious sign, and often the most expensive. When your strongest performers start leaving, or when multiple people request transfers to other teams, the morale issue has likely been building for months. Don&#8217;t wait for exit interviews to start asking questions. Building strong teams starts long before a resignation letter lands. The principles behind how you <a href=\"https:\/\/monday.com\/blog\/teamwork\/how-to-build-you-dream-team\/\" target=\"_blank\" rel=\"noopener\">build your dream team<\/a> apply just as much to keeping one together.<\/p>\n<h3>7. Disengagement from company culture and events<\/h3>\n<p>Optional activities are often the first things people drop when morale is low. If attendance at voluntary events is declining, it&#8217;s worth asking why before dismissing it as &#8220;people being busy.&#8221;<\/p>\n\n<img width=\"1024\" height=\"683\" src=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2020\/06\/iStock-912996726-1024x683.jpg\" class=\"attachment-large size-large\" alt=\"Howto build a happy workplace that drives real business results\" loading=\"lazy\" decoding=\"async\" srcset=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2020\/06\/iStock-912996726-1024x683.jpg 1024w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2020\/06\/iStock-912996726-300x200.jpg 300w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2020\/06\/iStock-912996726-768x512.jpg 768w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2020\/06\/iStock-912996726-1536x1025.jpg 1536w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/>\n<\/div>\n<div class=\"text-block\" id=\"text-block-6\">\n<h2 class=\"h2 text-block__title\">What causes low employee morale?<\/h2>\n<p>Understanding the root causes of low morale is essential before you can fix it. While every workplace has its unique dynamics, certain patterns show up consistently across industries and team sizes. Here are the most common drivers:<\/p>\n<ul>\n<li><strong>Poor communication and lack of transparency.<\/strong> When employees feel out of the loop, trust erodes fast. People don&#8217;t need to know everything, but they need to feel that leadership isn&#8217;t withholding information that matters to them<\/li>\n<li><strong>Insufficient recognition.<\/strong> Doing good work and hearing nothing about it is demoralizing. Recognition doesn&#8217;t have to be elaborate; consistent, specific acknowledgment of contributions goes a long way toward making people feel like their effort counts<\/li>\n<li><strong>Limited career growth or development.<\/strong> Employees who can&#8217;t see a path forward in their organization eventually stop investing in their current role. Even when promotions aren&#8217;t immediately available, access to skill-building, mentorship, and stretch assignments keeps people engaged<\/li>\n<li><strong>Excessive workload and burnout.<\/strong> There&#8217;s a difference between a busy season and a sustained, unsustainable pace. When employees are consistently overloaded without relief, morale crumbles, and so does the quality of their output<\/li>\n<li><strong>Toxic leadership or management.<\/strong> Managers who micromanage, play favorites, or fail to <a href=\"https:\/\/monday.com\/blog\/teamwork\/empower-employees\/\" target=\"_blank\" rel=\"noopener\">empower employees<\/a> create environments where morale can&#8217;t survive. People don&#8217;t leave companies; they leave managers. It&#8217;s a clich\u00e9 because it&#8217;s true<\/li>\n<li><strong>Organizational change handled poorly.<\/strong> Mergers, restructures, and strategic pivots are unavoidable. But how you manage the human side of change determines whether it builds resilience or destroys trust. <a href=\"https:\/\/blog.perceptyx.com\/employee-experience-trends-what-the-data-says-about-2026\" target=\"_blank\" rel=\"noopener\">Perceptyx&#8217;s 2026 research<\/a> found that perceptions of how change is handled have declined for two consecutive years, even as change management has become the strongest predictor of engagement. That gap represents both a warning and an opportunity<\/li>\n<li><strong>Lack of work-life balance.<\/strong> When work consistently bleeds into personal time, and boundaries aren&#8217;t respected, employees burn out and disengage. Flexibility isn&#8217;t a perk anymore; it&#8217;s a baseline expectation that directly shapes morale<\/li>\n<\/ul>\n<p><a class=\"cta-button blue-button\" href=\"https:\/\/auth.monday.com\/users\/sign_up_new\" target=\"_blank\" rel=\"noopener\" aria-label=\"Get started with monday.com\" data-index=\"1\">Get started with monday.com<\/a><\/p>\n\n<\/div>\n<div class=\"text-block\" id=\"text-block-7\">\n<h2 class=\"h2 text-block__title\">10 ways to improve employee morale<\/h2>\n<p>Knowing the causes of low morale is only useful if you act on them. The strategies below are practical, implementable, and designed for managers who need results this quarter. Each one targets a specific morale driver, so start with the ones most relevant to your team&#8217;s current challenges.<\/p>\n<h3>1. Acknowledge what&#8217;s happening<\/h3>\n<p>Don&#8217;t pretend everything is fine when it clearly isn&#8217;t. Whether your team is dealing with organizational changes, a heavy workload, or external uncertainty, naming the challenge out loud builds trust. Start 1-on-1 meetings by asking how your team members are genuinely feeling and give them space to be honest.<\/p>\n<p>When someone shares that they&#8217;re struggling, listen carefully and try to identify the underlying concern. Is it role insecurity? Lack of direction? Feeling undervalued? Having this open dialogue helps you address specific worries head-on rather than applying generic solutions to problems you haven&#8217;t fully understood.<\/p>\n<h3>2. Be transparent about decisions and direction<\/h3>\n<p>Uncertainty kills morale faster than bad news does. Establish stability by sharing what you do know: company updates, team priorities, how performance is being evaluated. Even when there&#8217;s nothing concrete to report, saying &#8220;here&#8217;s where things stand and here&#8217;s what I&#8217;m watching&#8221; gives your team a sense of grounding.<\/p>\n<p>Speaking to your team&#8217;s work and impact is a simple form of transparency that costs nothing. Something as direct as, &#8220;I see how hard this team is working, and I want you to know it&#8217;s making a difference,&#8221; can shift someone&#8217;s entire day. People want to know that their effort is visible to the people above them.<\/p>\n<h3>3. Recognize and reward contributions<\/h3>\n<p>Recognition is one of the most powerful morale levers available, and one of the most underused. <a href=\"https:\/\/evolveup.io\/employee-engagement-statistics\/\" target=\"_blank\" rel=\"noopener\">Gallup and Workhuman&#8217;s research<\/a> found that well-recognized employees are 45% less likely to turn over two years later. That&#8217;s a retention strategy.<\/p>\n<p>Effective recognition is specific, timely, and public when appropriate. Instead of &#8220;great job this quarter,&#8221; try &#8220;the way you restructured that client onboarding process saved the team 10 hours a week; that kind of thinking is exactly what we need more of.&#8221; Make recognition a habit, not a one-off event tied to annual reviews.<\/p>\n<h3>4. Invest in professional development<\/h3>\n<p>Growth opportunities signal that you&#8217;re invested in your people&#8217;s futures, not just their current output. Even when promotions aren&#8217;t on the table, access to training, mentorship, cross-functional projects, and skill-building keeps employees feeling like they&#8217;re moving forward.<\/p>\n<p>Ask your team members what skills they want to develop and help them build a realistic plan. This\u00a0doesn&#8217;t require a massive budget. It can be as simple as pairing someone with a senior colleague, sponsoring a certification, or giving them a stretch assignment that pushes their capabilities. The act of investing in someone&#8217;s growth is itself a morale boost.<\/p>\n<h3>5. Encourage taking time off<\/h3>\n<p>Ask your team members how they&#8217;re recharging, and make it explicit that you support them doing so.\u00a0Prioritizing work-life balance isn&#8217;t soft management; it&#8217;s burnout prevention that protects both performance and retention.<\/p>\n<p>Model the behavior yourself. If you&#8217;re sending emails at midnight and skipping vacation, your team will mirror that regardless of what you say. Set boundaries, prioritize your own personal needs, and actively support your team members in doing the same.\u00a0When people see their manager taking a real lunch break or logging off at a reasonable hour, it gives them permission to do the same without guilt.<\/p>\n<h3>6. Plan team-building activities<\/h3>\n<p>Create opportunities for your team to spend time together outside of project deadlines and status meetings. Whether it&#8217;s a weekly team lunch, a group outing, or a casual virtual hangout for remote teams, these moments build the social connections that make work feel less transactional.<\/p>\n<p>The key is consistency and authenticity. A one-time forced fun event won&#8217;t fix morale, but regular, low-pressure opportunities for your team to bond and enjoy being together build a sense of belonging that carries into daily work. Especially in hybrid or remote environments, intentional connection-building is essential for maintaining team morale. Look for <a href=\"https:\/\/monday.com\/blog\/teamwork\/ideas-for-employee-engagement\/\" target=\"_blank\" rel=\"noopener\">employee engagement ideas<\/a> that match your team&#8217;s personality and preferences.<\/p>\n<h3>7. Check in thoughtfully<\/h3>\n<p>Remember that\u00a0people cope with challenges differently. Instead of assuming what your team needs, ask them directly: &#8220;What would be most helpful from me right now?&#8221; Some employees want more guidance, others want more flexibility, and some just want to know their manager is paying attention.<\/p>\n<p>Ask how they&#8217;d like you to check in going forward: in 1-on-1s, informally, or through another channel. Be there as a resource without pushing conversations people aren&#8217;t ready to have. And if your organization offers support systems like employee assistance programs, make sure your team knows they exist and how to access them.<\/p>\n<h3>8. Balance workloads proactively<\/h3>\n<p>Burnout is one of the fastest routes to low morale, and it almost always starts with workload imbalance. Regularly assess how work is distributed across your team and adjust before someone reaches their breaking point, not after.<\/p>\n<p>This means having visibility into who&#8217;s overloaded and who has capacity, then making redistribution decisions based on data rather than assumptions. It also means saying no to new requests when your team is already stretched. Protecting your team&#8217;s bandwidth is one of the most morale-positive things a manager can do, even though it sometimes means having uncomfortable conversations with stakeholders.<\/p>\n<h3>9. Act on employee feedback<\/h3>\n<p>Collecting feedback and doing nothing with it is worse than not asking at all. When you run a survey or solicit input in a meeting, close the loop by sharing what you heard, what you&#8217;re going to do about it, and what you&#8217;re not changing and why.<\/p>\n<p>This means demonstrating that feedback leads to action. Even small, visible changes based on employee input (&#8220;You said our meeting schedule was overwhelming, so we cut 30 minutes from the weekly sync&#8221;) build trust and show that people&#8217;s voices actually matter. <a href=\"https:\/\/monday.com\/blog\/teamwork\/happy-workplace\/\" target=\"_blank\" rel=\"noopener\">Creating a happy workplace<\/a> starts with proving that you&#8217;re listening.<\/p>\n<h3>10. Manage change with empathy and structure<\/h3>\n<p>Organizational change is inevitable, but how you handle it determines whether it builds resilience or destroys morale. Communicate early, communicate often, and acknowledge the emotional weight of transitions, even positive ones like growth or expansion.<\/p>\n<p>Give people context about why changes are happening, what it means for their roles, and what support is available during the transition. The organizations that maintain morale through change are the ones that treat their people as participants in the process, not just recipients of decisions made above them.<\/p>\n\n<\/div>\n<div class=\"text-block\" id=\"text-block-8\">\n<img width=\"1024\" height=\"512\" src=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2026\/08\/virtual-team-work.png\" class=\"attachment-large size-large\" alt=\"\" loading=\"lazy\" decoding=\"async\" srcset=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2026\/08\/virtual-team-work.png 1024w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2026\/08\/virtual-team-work-300x150.png 300w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2026\/08\/virtual-team-work-768x384.png 768w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/>\n<\/div>\n<div class=\"text-block\" id=\"text-block-9\">\n<h2 class=\"h2 text-block__title\">How to measure employee morale<\/h2>\n<p>You can&#8217;t improve what you don&#8217;t measure, and relying on gut feeling alone isn&#8217;t enough. Morale measurement needs to be ongoing, multi-channel, and tied to action. Here are four practical methods that work well together:<\/p>\n<p><strong>Pulse surveys.<\/strong> Short, frequent surveys (weekly or biweekly) with three to five questions about mood, workload, and satisfaction. They&#8217;re lightweight enough to avoid survey fatigue and frequent enough to spot trends before they become crises. Keep questions simple and consistent so you can track changes over time.<\/p>\n<p><strong>Employee Net Promoter Score (eNPS).<\/strong> A single question, &#8220;On a scale of 0-10, how likely are you to recommend this company as a place to work?&#8221; gives you a quick, quantifiable gauge of employee loyalty. Track it monthly and watch for directional shifts rather than fixating on the absolute number.<\/p>\n<p><strong>1-on-1 conversations.<\/strong> Data from surveys tells you what&#8217;s happening; conversations tell you why. Managers who consistently ask open-ended questions in their 1-on-1s and genuinely listen to the answers pick up on morale issues that no survey can capture. Make this a habit, not a formality.<\/p>\n<p><strong>Indirect indicators.<\/strong> Absenteeism rates, voluntary turnover, participation in optional activities, and internal transfer requests all serve as indirect morale signals. Track these metrics alongside survey data to get a complete picture. A sudden spike in any of them warrants investigation, even if your survey scores look fine.<\/p>\n<p>The most important part of measurement is what you do with the results. Share findings with your team, acknowledge areas where morale is suffering, and commit to specific actions. Measurement without follow-through erodes the trust you&#8217;re trying to build.<\/p>\n\n<\/div>\n<div class=\"text-block\" id=\"text-block-10\">\n<h2 class=\"h2 text-block__title\">How monday AI Workspace supports team morale<\/h2>\n<img width=\"1024\" height=\"626\" src=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/07\/Screenshot-2026-08-08-at-15.41.01-1024x626.png\" class=\"attachment-large size-large\" alt=\"\" loading=\"lazy\" decoding=\"async\" srcset=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/07\/Screenshot-2026-08-08-at-15.41.01-1024x626.png 1024w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/07\/Screenshot-2026-08-08-at-15.41.01-300x183.png 300w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/07\/Screenshot-2026-08-08-at-15.41.01-768x469.png 768w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/07\/Screenshot-2026-08-08-at-15.41.01-1536x938.png 1536w, https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/07\/Screenshot-2026-08-08-at-15.41.01-2048x1251.png 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/>\n<p>Many of the morale challenges discussed in this article \u2013 poor visibility, workload imbalance, disconnected communication, lack of recognition \u2013 share a common thread: they&#8217;re made worse when teams don&#8217;t have the right systems to stay aligned. monday AI Workspace is built to address exactly these friction points, giving managers and teams the transparency and structure that healthy morale requires.<\/p>\n<p>Here&#8217;s how specific capabilities map to the morale drivers covered earlier:<\/p>\n\n<table id=\"tablepress-3640\" class=\"tablepress tablepress-id-3640\">\n<thead>\n<tr class=\"row-1\">\n\t<th class=\"column-1\">Morale challenge<\/th><th class=\"column-2\">How monday AI Work Platform helps<\/th>\n<\/tr>\n<\/thead>\n<tbody class=\"row-striping row-hover\">\n<tr class=\"row-2\">\n\t<td class=\"column-1\">Workload imbalance and burnout<\/td><td class=\"column-2\">Workload Widget: visualize and balance team capacity in real time, so you can redistribute work before anyone reaches their breaking point<\/td>\n<\/tr>\n<tr class=\"row-3\">\n\t<td class=\"column-1\">Lack of transparency and direction<\/td><td class=\"column-2\">Dashboards: give every team member visibility into goals, progress, and priorities, building the trust that comes from knowing where things stand<\/td>\n<\/tr>\n<tr class=\"row-4\">\n\t<td class=\"column-1\">Repetitive, low-value work draining energy<\/td><td class=\"column-2\">Automations \u2014 eliminate manual busywork like status updates, notifications, and task routing so teams spend time on meaningful work<\/td>\n<\/tr>\n<tr class=\"row-5\">\n\t<td class=\"column-1\">Feeling out of the loop (especially remote teams)<\/td><td class=\"column-2\">Integrations with Slack and Teams \u2014 keep communication centralized across the platforms people already use, so no one feels disconnected<\/td>\n<\/tr>\n<tr class=\"row-6\">\n\t<td class=\"column-1\">Missed early warning signs of disengagement<\/td><td class=\"column-2\">monday agents Sentiment Detector \u2014 detect sentiment shifts across tickets, emails, and feedback in real time, proactively flagging risks before morale dips become retention problems<\/td>\n<\/tr>\n<tr class=\"row-7\">\n\t<td class=\"column-1\">Employees struggling to find information and resources<\/td><td class=\"column-2\">monday vibe Employee Resource Portal \u2014 unify all employee information in one searchable place, making it easier for people to find what they need and feel supported<\/td>\n<\/tr>\n<tr class=\"row-8\">\n\t<td class=\"column-1\">Cross-team visibility and smart task management<\/td><td class=\"column-2\">monday MCP \u2014 connect AI assistants to the workspace so teams can ask about blockers, generate reports, and manage work across departments without switching contexts<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<!-- #tablepress-3640 from cache -->\n<p>What makes the difference is that these capabilities work together on one platform. When workload data, communication, automation, and sentiment monitoring all live in the same place, managers get a real-time, holistic view of how their teams are doing. And teams get the transparency, autonomy, and support that healthy morale depends on.<\/p>\n<p><a class=\"cta-button blue-button\" href=\"https:\/\/auth.monday.com\/users\/sign_up_new\" target=\"_blank\" rel=\"noopener\" aria-label=\"Get started with monday.com\" data-index=\"2\">Get started with monday.com<\/a><\/p>\n\n<\/div>\n<div class=\"text-block\" id=\"text-block-11\">\n<h2 class=\"h2 text-block__title\">Building a workplace where morale thrives<\/h2>\n<p>Employee morale isn&#8217;t something you fix once and forget about. It&#8217;s a sustained leadership practice \u2014 a daily commitment to making sure the people on your team feel seen, supported, and connected to work that matters. With global engagement sitting at historic lows, the organizations that invest in morale now won&#8217;t just retain their people \u2014 they&#8217;ll outpace the ones still treating it as someone else&#8217;s problem.<\/p>\n<p>The strategies in this guide aren&#8217;t complicated, but they do require consistency. Start with the changes that address your team&#8217;s biggest pain points, measure the impact, and build from there. When you combine thoughtful leadership with a platform like monday AI Workspace that gives you the visibility and structure to act on what you&#8217;re seeing, you create the conditions where team morale doesn&#8217;t just survive \u2014 it grows.<\/p>\n<p><a class=\"cta-button blue-button\" href=\"https:\/\/auth.monday.com\/users\/sign_up_new\" target=\"_blank\" rel=\"noopener\" aria-label=\"Get started with monday.com\" data-index=\"3\">Get started with monday.com<\/a><\/p>\n\n<\/div>\n<div class=\"text-block\" id=\"text-block-12\">\n<div class=\"accordion faq\" id=\"faq-faqs\">\n  <h2 class=\"accordion__heading section-title text-left\">FAQs<\/h2>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs\" href=\"#q-faqs-1\" aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">What is employee morale?        \n          \n        \n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-1\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs\">\n      <p>Employee morale is the overall outlook, attitude, satisfaction, and confidence that employees feel toward their work and workplace. It reflects how valued, motivated, and optimistic people are about their role, their team, and their organization's direction.<\/p>\n    <\/div>\n  <\/div>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs\" href=\"#q-faqs-2\" aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">What is the difference between employee morale and employee engagement?        \n          \n        \n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-2\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs\">\n      <p>Employee morale is the emotional state \u2014 how satisfied and optimistic employees feel about their work. Employee engagement is the behavioral commitment \u2014 how much effort and initiative employees invest in their roles and company goals. You can have high morale without full engagement, and vice versa.<\/p>\n    <\/div>\n  <\/div>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs\" href=\"#q-faqs-3\" aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">What causes low employee morale?        \n          \n        \n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-3\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs\">\n      <p>The most common causes of low employee morale include poor communication from leadership, insufficient recognition, limited career growth opportunities, excessive workload leading to burnout, toxic management, poorly handled organizational change, and lack of work-life balance.<\/p>\n    <\/div>\n  <\/div>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs\" href=\"#q-faqs-4\" aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">How can you improve team morale?        \n          \n        \n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-4\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs\">\n      <p>You can improve team morale by recognizing contributions consistently, being transparent about decisions and direction, investing in professional development, balancing workloads proactively, and acting on employee feedback. Start with the areas where your team is struggling most and make small, visible changes.<\/p>\n    <\/div>\n  <\/div>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs\" href=\"#q-faqs-5\" aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">How do you measure employee morale?        \n          \n        \n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-5\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs\">\n      <p>Employee morale is measured through pulse surveys, Employee Net Promoter Score (eNPS), 1-on-1 conversations, and indirect indicators like absenteeism rates and voluntary turnover. Combining quantitative and qualitative methods gives the most accurate picture.<\/p>\n    <\/div>\n  <\/div>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs\" href=\"#q-faqs-6\" aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">Why does employee morale matter for business performance?        \n          \n        \n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-6\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs\">\n      <p>Employee morale directly impacts productivity, retention, absenteeism, and customer experience. Gallup's 2026 research estimates that disengagement costs the global economy $10 trillion annually. Well-recognized employees are 45% less likely to turn over, making morale investment one of the highest-ROI strategies available.<\/p>\n    <\/div>\n  <\/div>\n  {\n    \"@context\": \"https:\\\/\\\/schema.org\",\n    \"@type\": \"FAQPage\",\n    \"mainEntity\": [\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is employee morale?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Employee morale is the overall outlook, attitude, satisfaction, and confidence that employees feel toward their work and workplace. It reflects how valued, motivated, and optimistic people are about their role, their team, and their organization's direction.\\n\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is the difference between employee morale and employee engagement?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Employee morale is the emotional state \\u2014 how satisfied and optimistic employees feel about their work. Employee engagement is the behavioral commitment \\u2014 how much effort and initiative employees invest in their roles and company goals. You can have high morale without full engagement, and vice versa.\\n\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What causes low employee morale?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>The most common causes of low employee morale include poor communication from leadership, insufficient recognition, limited career growth opportunities, excessive workload leading to burnout, toxic management, poorly handled organizational change, and lack of work-life balance.\\n\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How can you improve team morale?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>You can improve team morale by recognizing contributions consistently, being transparent about decisions and direction, investing in professional development, balancing workloads proactively, and acting on employee feedback. Start with the areas where your team is struggling most and make small, visible changes.\\n\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How do you measure employee morale?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Employee morale is measured through pulse surveys, Employee Net Promoter Score (eNPS), 1-on-1 conversations, and indirect indicators like absenteeism rates and voluntary turnover. Combining quantitative and qualitative methods gives the most accurate picture.\\n\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Why does employee morale matter for business performance?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Employee morale directly impacts productivity, retention, absenteeism, and customer experience. Gallup's 2026 research estimates that disengagement costs the global economy $10 trillion annually. Well-recognized employees are 45% less likely to turn over, making morale investment one of the highest-ROI strategies available.\\n\"\n            }\n        }\n    ]\n}<\/div>\n\n\n<\/div>","protected":false,"raw":"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 \u2014 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.\r\n\r\nRecent 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\u2019s 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.\r\n\r\n<strong>So, when morale seems low, how do you balance staying compassionate and productive? What\u2019s the right way to check in on your employees? What\u2019s helpful to say or not say?<\/strong>\r\n<p style=\"text-align: center;\">[cta-button url=\"https:\/\/monday.com\/sales\/contact-us?utm_medium=email&amp;utm_source=hubspot&amp;utm_campaign=ww-en-lead_gen-multi-multi-nurture_stage2_blender_contactsales_email15\" target=\"_blank\"]Get in touch[\/cta-button]<\/p>\r\n\r\n<h2>6 ways to navigate low employee morale<\/h2>\r\n<img class=\"aligncenter size-large wp-image-51310\" src=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2020\/03\/virtual-team-work-1024x512.jpg\" alt=\"virtual team members blog feb21\" width=\"1024\" height=\"512\" \/>\r\n<h3>1. Acknowledge what\u2019s happening<\/h3>\r\nDon\u2019t try to brush off what\u2019s 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\u2019re 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\u2019s guilt, lack of clarity on their role, or doubts about the company\u2019s stability. Having this open dialogue can help you address the specific concerns head-on and pinpoint relevant solutions that could effectively improve employee morale.\r\n<h3>2. Try to be transparent<\/h3>\r\nEstablish a sense of certainty in these somewhat unstable times is by emphasizing the information you <em>do<\/em> know. Share updates you\u2019ve 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\u2019s nothing very specific to share, giving some kind of tangible assurance can be beneficial. This can be as simple as speaking to the team\u2019s work and impact. For instance, saying things like, \u201cI know the team is working so hard and I\u2019m very impressed with the work you\u2019ve all been doing,\u201d can make employees feel calmer knowing that you are aware of their value and contributions.\r\n<h3>3. Discuss growth opportunities<\/h3>\r\nDuring times of uncertainty, many employees feel unsure about their job security, which can lead to a sense of unease and distraction. That\u2019s why it\u2019s 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.\r\n<h3>4. Encourage taking time<\/h3>\r\nAsk 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.\r\n<h3>5. Plan team-building activities<\/h3>\r\nCreate opportunities for your team members to spend time together in a lighthearted, non-work context. Whether it\u2019s 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\u2019s 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.\r\n<h3>6. Thoughtfully check in<\/h3>\r\nRemember 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.\r\n\r\nAdditionally, try asking them how they\u2019d like you to check in going forward. Some employees may find it helpful to delve into how they\u2019re 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\u2019t try to push the conversation. If applicable, you can also recommend additional support systems within your organization that may be able to provide help.\r\n<h2>Boosting morale (and productivity) starts with clear communication<\/h2>\r\nEspecially 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.\r\n<p style=\"text-align: center;\">[cta-button url=\"https:\/\/monday.com\/sales\/contact-us?utm_medium=email&amp;utm_source=hubspot&amp;utm_campaign=ww-en-lead_gen-multi-multi-nurture_stage2_blender_contactsales_email15\" target=\"_blank\"]Get in touch[\/cta-button]<\/p>"},"excerpt":{"rendered":"<p>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 \u2014 not only for those who lost their jobs but also for those who managed to stick around. Experts say that &#8230;<\/p>\n","protected":false},"author":310,"featured_media":356269,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"pages\/cornerstone-primary.php","format":"standard","meta":{"_acf_changed":false,"monday_item_id":18009423207,"monday_board_id":0,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[13905],"tags":[],"class_list":["post-124208","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-productivity"],"acf":{"lobby_image":false,"post_thumbnail_title":"","hide_post_info":false,"hide_bottom_cta":true,"hide_from_blog":true,"landing_page_layout":true,"hide_header_cta":true,"sidebar_banner_image":false,"sidebar_banner_link":"","cluster":"","display_dates":"updated","featured_image_link":"","banner_url":"","main_text_banner":"","sub_title_banner":"","sub_title_banner_second":"","banner_button_text":"","below_banner_line":"","use_customized_cta":false,"display_subscribe_widget":false,"custom_schema_code":"<script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"DefinedTerm\",\n  \"name\": \"Employee morale\",\n  \"description\": \"Employee morale is the overall outlook, attitude, satisfaction, and confidence that employees feel toward their work and workplace.\"\n}\n<\/script>","sections":[{"acf_fc_layout":"content_1","blocks":[{"main_heading":"","content_block":[{"acf_fc_layout":"text","content":"<p>Employee morale has reached a critical inflection point. According to <a href=\"https:\/\/www.gallup.com\/workplace\/349484\/state-of-the-global-workplace.aspx\" target=\"_blank\" rel=\"noopener\">Gallup&#8217;s 2026 State of the Global Workplace report<\/a>, global employee engagement dropped to just 20% in 2025, its lowest level since 2020, costing the world economy an estimated $10 trillion in lost productivity. In the United States, <a href=\"https:\/\/www.paycor.com\/resource-center\/articles\/employee-engagement-statistics\/\" target=\"_blank\" rel=\"noopener\">only 31% of employees are actively engaged<\/a> at work as of early 2026. These numbers represent real teams struggling with motivation, connection, and purpose every single day.<\/p>\n<p>So what does this mean for the managers and leaders responsible for keeping their teams energized? It means employee morale is a business-critical priority. When people feel valued, supported, and connected to their work, they produce stronger results, stay longer, and lift the people around them. When morale drops, so does everything else: productivity, collaboration, retention, and ultimately revenue.<\/p>\n<p>This guide breaks down what employee morale actually means, how to spot it declining, what causes it to erode, and, most importantly, 10 proven ways to improve it. You&#8217;ll also find practical methods for measuring morale and see how the right platform can help you stay ahead of the warning signs before they become real problems.<\/p>\n<p class=\"p1\"><a class=\"cta-button blue-button\" aria-label=\"Get started with monday.com\" href=\"https:\/\/auth.monday.com\/users\/sign_up_new\" target=\"_blank\">Get started with monday.com<\/a><\/p>\n"}]},{"main_heading":"Key takeaways","content_block":[{"acf_fc_layout":"text","content":"<ul>\n<li>Employee morale reflects how satisfied, valued, and motivated employees feel at work, and it directly shapes performance, retention, and team culture<\/li>\n<li>Low morale costs the global economy an estimated $10 trillion annually in lost productivity, making it one of the most expensive workforce challenges organizations face<\/li>\n<li>The top causes of declining morale include poor communication, lack of recognition, limited growth opportunities, and poorly managed organizational change<\/li>\n<li>Consistent measurement through pulse surveys, eNPS, and 1-on-1 conversations helps you catch morale dips before they become retention problems<\/li>\n<li>monday AI Workspace supports morale with workload balancing, automated workflows, real-time dashboards, and AI-powered sentiment detection that flags risks early<\/li>\n<\/ul>\n"}]},{"main_heading":"What is employee morale?","content_block":[{"acf_fc_layout":"text","content":"<p>Employee morale is the overall outlook, attitude, satisfaction, and confidence that employees feel toward their work and workplace. It&#8217;s the collective emotional pulse of your team, shaped by everything from how people are treated by their managers to whether they believe their contributions actually matter. When morale is high, employees show up with energy and ownership. When it&#8217;s low, even talented people start going through the motions.<\/p>\n<p>Team morale works the same way at the group level. It&#8217;s the shared mood and energy of a department, project team, or entire organization. One person&#8217;s frustration can stay contained, but when several people feel undervalued or disconnected, it spreads quickly and becomes a systemic issue.<\/p>\n<p>It&#8217;s worth distinguishing employee morale from two related but different concepts. Here&#8217;s how they differ:<\/p>\n\n<table id=\"tablepress-3639\" class=\"tablepress tablepress-id-3639\">\n<thead>\n<tr class=\"row-1\">\n\t<th class=\"column-1\">Concept<\/th><th class=\"column-2\">What it measures<\/th><th class=\"column-3\">Focus<\/th>\n<\/tr>\n<\/thead>\n<tbody class=\"row-striping row-hover\">\n<tr class=\"row-2\">\n\t<td class=\"column-1\">Employee morale<\/td><td class=\"column-2\">Emotional state: how satisfied, valued, and optimistic employees feel<\/td><td class=\"column-3\">Feelings and attitudes<\/td>\n<\/tr>\n<tr class=\"row-3\">\n\t<td class=\"column-1\">Employee engagement<\/td><td class=\"column-2\">Behavioral commitment: how invested employees are in their work and company goals<\/td><td class=\"column-3\">Actions and effort<\/td>\n<\/tr>\n<tr class=\"row-4\">\n\t<td class=\"column-1\">Job satisfaction<\/td><td class=\"column-2\">Contentment with specific job conditions: pay, role, benefits<\/td><td class=\"column-3\">Conditions and expectations<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<!-- #tablepress-3639 from cache -->\n<p>An employee can be satisfied with their salary but still have low morale if they don&#8217;t feel recognized. And someone with high morale might not yet be fully engaged if their role doesn&#8217;t connect to meaningful goals. Understanding these distinctions helps you diagnose workplace issues more accurately and apply the right fixes.<\/p>\n"}]},{"main_heading":"Why employee morale matters","content_block":[{"acf_fc_layout":"text","content":"<p>The business case for investing in morale shows up directly in the numbers. <a href=\"https:\/\/www.gallup.com\/workplace\/349484\/state-of-the-global-workplace.aspx\" target=\"_blank\" rel=\"noopener\">Gallup&#8217;s research<\/a> puts the cost of disengagement at $10 trillion globally, driven by lower <a href=\"https:\/\/monday.com\/blog\/teamwork\/employee-productivity\/\" target=\"_blank\" rel=\"noopener\">employee productivity<\/a>, higher absenteeism, and increased turnover. When people don&#8217;t feel good about where they work, they produce less, miss more days, and eventually leave.<\/p>\n<p>Retention alone makes morale worth prioritizing. <a href=\"https:\/\/evolveup.io\/employee-engagement-statistics\/\" target=\"_blank\" rel=\"noopener\">Research from Gallup and Workhuman<\/a> shows that well-recognized employees are 45% less likely to turn over two years later. That&#8217;s a massive reduction in recruiting costs, onboarding time, and institutional knowledge loss. And the ripple effects go further; high-morale teams deliver stronger customer experiences, attract stronger talent, and collaborate with less friction.<\/p>\n<p>On the flip side, organizations that treat morale as an afterthought pay for it in ways that don&#8217;t always show up on a quarterly report. Quiet disengagement, where employees stay but stop contributing beyond the minimum, erodes <a href=\"https:\/\/monday.com\/blog\/teamwork\/efficiency-and-effectiveness\/\" target=\"_blank\" rel=\"noopener\">team efficiency and effectiveness<\/a> slowly enough that leaders often don&#8217;t notice until the damage is done. The organizations that consistently invest in morale outperform competitors who are still scrambling to react.<\/p>\n"}]},{"main_heading":"Seven signs of low employee morale","content_block":[{"acf_fc_layout":"text","content":"<p>Low morale rarely announces itself. It tends to build quietly before surfacing as visible performance or culture problems. If you&#8217;re paying attention, though, the early signals are there. Here are seven warning signs every manager should watch for:<\/p>\n<h3>1. Increased absenteeism and tardiness<\/h3>\n<p>When employees start calling in sick more frequently or consistently arriving late, it often signals something deeper than a bad commute. Disengaged employees distance themselves from the workplace, physically first, then mentally. Track patterns rather than individual days, because a gradual uptick across a team is more telling than one person&#8217;s rough week.<\/p>\n<h3>2. Drop in productivity or work quality<\/h3>\n<p>Employees who used to deliver consistently strong work start missing deadlines, cutting corners, or producing output that needs more revision. This is usually a sign that they&#8217;ve stopped feeling connected to the purpose behind their work.<\/p>\n<h3>3. Lack of participation in meetings or initiatives<\/h3>\n<p>Silence in meetings is a red flag. When people stop volunteering ideas, asking questions, or engaging with new projects, they&#8217;ve often mentally checked out. Watch for the shift from active contribution to passive attendance.<\/p>\n<h3>4. Higher conflict or negativity among colleagues<\/h3>\n<p>Low morale breeds frustration, and frustration finds targets. If you&#8217;re noticing more complaints, gossip, or interpersonal tension than usual, the root cause is often systemic dissatisfaction rather than personality clashes.<\/p>\n<h3>5. Reluctance to collaborate<\/h3>\n<p>Teams with healthy morale naturally lean into collaboration. When morale drops, people retreat into silos, protect their own work, and resist cross-functional efforts. This isolation makes problems harder to spot because communication channels go quiet right when you need them most.<\/p>\n<h3>6. Spike in turnover or transfer requests<\/h3>\n<p>The most obvious sign, and often the most expensive. When your strongest performers start leaving, or when multiple people request transfers to other teams, the morale issue has likely been building for months. Don&#8217;t wait for exit interviews to start asking questions. Building strong teams starts long before a resignation letter lands. The principles behind how you <a href=\"https:\/\/monday.com\/blog\/teamwork\/how-to-build-you-dream-team\/\" target=\"_blank\" rel=\"noopener\">build your dream team<\/a> apply just as much to keeping one together.<\/p>\n<h3>7. Disengagement from company culture and events<\/h3>\n<p>Optional activities are often the first things people drop when morale is low. If attendance at voluntary events is declining, it&#8217;s worth asking why before dismissing it as &#8220;people being busy.&#8221;<\/p>\n"},{"acf_fc_layout":"image","image_type":"normal","image":13355,"image_link":""}]},{"main_heading":"What causes low employee morale?","content_block":[{"acf_fc_layout":"text","content":"<p>Understanding the root causes of low morale is essential before you can fix it. While every workplace has its unique dynamics, certain patterns show up consistently across industries and team sizes. Here are the most common drivers:<\/p>\n<ul>\n<li><strong>Poor communication and lack of transparency.<\/strong> When employees feel out of the loop, trust erodes fast. People don&#8217;t need to know everything, but they need to feel that leadership isn&#8217;t withholding information that matters to them<\/li>\n<li><strong>Insufficient recognition.<\/strong> Doing good work and hearing nothing about it is demoralizing. Recognition doesn&#8217;t have to be elaborate; consistent, specific acknowledgment of contributions goes a long way toward making people feel like their effort counts<\/li>\n<li><strong>Limited career growth or development.<\/strong> Employees who can&#8217;t see a path forward in their organization eventually stop investing in their current role. Even when promotions aren&#8217;t immediately available, access to skill-building, mentorship, and stretch assignments keeps people engaged<\/li>\n<li><strong>Excessive workload and burnout.<\/strong> There&#8217;s a difference between a busy season and a sustained, unsustainable pace. When employees are consistently overloaded without relief, morale crumbles, and so does the quality of their output<\/li>\n<li><strong>Toxic leadership or management.<\/strong> Managers who micromanage, play favorites, or fail to <a href=\"https:\/\/monday.com\/blog\/teamwork\/empower-employees\/\" target=\"_blank\" rel=\"noopener\">empower employees<\/a> create environments where morale can&#8217;t survive. People don&#8217;t leave companies; they leave managers. It&#8217;s a clich\u00e9 because it&#8217;s true<\/li>\n<li><strong>Organizational change handled poorly.<\/strong> Mergers, restructures, and strategic pivots are unavoidable. But how you manage the human side of change determines whether it builds resilience or destroys trust. <a href=\"https:\/\/blog.perceptyx.com\/employee-experience-trends-what-the-data-says-about-2026\" target=\"_blank\" rel=\"noopener\">Perceptyx&#8217;s 2026 research<\/a> found that perceptions of how change is handled have declined for two consecutive years, even as change management has become the strongest predictor of engagement. That gap represents both a warning and an opportunity<\/li>\n<li><strong>Lack of work-life balance.<\/strong> When work consistently bleeds into personal time, and boundaries aren&#8217;t respected, employees burn out and disengage. Flexibility isn&#8217;t a perk anymore; it&#8217;s a baseline expectation that directly shapes morale<\/li>\n<\/ul>\n<p><a class=\"cta-button blue-button\" href=\"https:\/\/auth.monday.com\/users\/sign_up_new\" target=\"_blank\" rel=\"noopener\" aria-label=\"Get started with monday.com\" data-index=\"1\">Get started with monday.com<\/a><\/p>\n"}]},{"main_heading":"10 ways to improve employee morale","content_block":[{"acf_fc_layout":"text","content":"<p>Knowing the causes of low morale is only useful if you act on them. The strategies below are practical, implementable, and designed for managers who need results this quarter. Each one targets a specific morale driver, so start with the ones most relevant to your team&#8217;s current challenges.<\/p>\n<h3>1. Acknowledge what&#8217;s happening<\/h3>\n<p>Don&#8217;t pretend everything is fine when it clearly isn&#8217;t. Whether your team is dealing with organizational changes, a heavy workload, or external uncertainty, naming the challenge out loud builds trust. Start 1-on-1 meetings by asking how your team members are genuinely feeling and give them space to be honest.<\/p>\n<p>When someone shares that they&#8217;re struggling, listen carefully and try to identify the underlying concern. Is it role insecurity? Lack of direction? Feeling undervalued? Having this open dialogue helps you address specific worries head-on rather than applying generic solutions to problems you haven&#8217;t fully understood.<\/p>\n<h3>2. Be transparent about decisions and direction<\/h3>\n<p>Uncertainty kills morale faster than bad news does. Establish stability by sharing what you do know: company updates, team priorities, how performance is being evaluated. Even when there&#8217;s nothing concrete to report, saying &#8220;here&#8217;s where things stand and here&#8217;s what I&#8217;m watching&#8221; gives your team a sense of grounding.<\/p>\n<p>Speaking to your team&#8217;s work and impact is a simple form of transparency that costs nothing. Something as direct as, &#8220;I see how hard this team is working, and I want you to know it&#8217;s making a difference,&#8221; can shift someone&#8217;s entire day. People want to know that their effort is visible to the people above them.<\/p>\n<h3>3. Recognize and reward contributions<\/h3>\n<p>Recognition is one of the most powerful morale levers available, and one of the most underused. <a href=\"https:\/\/evolveup.io\/employee-engagement-statistics\/\" target=\"_blank\" rel=\"noopener\">Gallup and Workhuman&#8217;s research<\/a> found that well-recognized employees are 45% less likely to turn over two years later. That&#8217;s a retention strategy.<\/p>\n<p>Effective recognition is specific, timely, and public when appropriate. Instead of &#8220;great job this quarter,&#8221; try &#8220;the way you restructured that client onboarding process saved the team 10 hours a week; that kind of thinking is exactly what we need more of.&#8221; Make recognition a habit, not a one-off event tied to annual reviews.<\/p>\n<h3>4. Invest in professional development<\/h3>\n<p>Growth opportunities signal that you&#8217;re invested in your people&#8217;s futures, not just their current output. Even when promotions aren&#8217;t on the table, access to training, mentorship, cross-functional projects, and skill-building keeps employees feeling like they&#8217;re moving forward.<\/p>\n<p>Ask your team members what skills they want to develop and help them build a realistic plan. This\u00a0doesn&#8217;t require a massive budget. It can be as simple as pairing someone with a senior colleague, sponsoring a certification, or giving them a stretch assignment that pushes their capabilities. The act of investing in someone&#8217;s growth is itself a morale boost.<\/p>\n<h3>5. Encourage taking time off<\/h3>\n<p>Ask your team members how they&#8217;re recharging, and make it explicit that you support them doing so.\u00a0Prioritizing work-life balance isn&#8217;t soft management; it&#8217;s burnout prevention that protects both performance and retention.<\/p>\n<p>Model the behavior yourself. If you&#8217;re sending emails at midnight and skipping vacation, your team will mirror that regardless of what you say. Set boundaries, prioritize your own personal needs, and actively support your team members in doing the same.\u00a0When people see their manager taking a real lunch break or logging off at a reasonable hour, it gives them permission to do the same without guilt.<\/p>\n<h3>6. Plan team-building activities<\/h3>\n<p>Create opportunities for your team to spend time together outside of project deadlines and status meetings. Whether it&#8217;s a weekly team lunch, a group outing, or a casual virtual hangout for remote teams, these moments build the social connections that make work feel less transactional.<\/p>\n<p>The key is consistency and authenticity. A one-time forced fun event won&#8217;t fix morale, but regular, low-pressure opportunities for your team to bond and enjoy being together build a sense of belonging that carries into daily work. Especially in hybrid or remote environments, intentional connection-building is essential for maintaining team morale. Look for <a href=\"https:\/\/monday.com\/blog\/teamwork\/ideas-for-employee-engagement\/\" target=\"_blank\" rel=\"noopener\">employee engagement ideas<\/a> that match your team&#8217;s personality and preferences.<\/p>\n<h3>7. Check in thoughtfully<\/h3>\n<p>Remember that\u00a0people cope with challenges differently. Instead of assuming what your team needs, ask them directly: &#8220;What would be most helpful from me right now?&#8221; Some employees want more guidance, others want more flexibility, and some just want to know their manager is paying attention.<\/p>\n<p>Ask how they&#8217;d like you to check in going forward: in 1-on-1s, informally, or through another channel. Be there as a resource without pushing conversations people aren&#8217;t ready to have. And if your organization offers support systems like employee assistance programs, make sure your team knows they exist and how to access them.<\/p>\n<h3>8. Balance workloads proactively<\/h3>\n<p>Burnout is one of the fastest routes to low morale, and it almost always starts with workload imbalance. Regularly assess how work is distributed across your team and adjust before someone reaches their breaking point, not after.<\/p>\n<p>This means having visibility into who&#8217;s overloaded and who has capacity, then making redistribution decisions based on data rather than assumptions. It also means saying no to new requests when your team is already stretched. Protecting your team&#8217;s bandwidth is one of the most morale-positive things a manager can do, even though it sometimes means having uncomfortable conversations with stakeholders.<\/p>\n<h3>9. Act on employee feedback<\/h3>\n<p>Collecting feedback and doing nothing with it is worse than not asking at all. When you run a survey or solicit input in a meeting, close the loop by sharing what you heard, what you&#8217;re going to do about it, and what you&#8217;re not changing and why.<\/p>\n<p>This means demonstrating that feedback leads to action. Even small, visible changes based on employee input (&#8220;You said our meeting schedule was overwhelming, so we cut 30 minutes from the weekly sync&#8221;) build trust and show that people&#8217;s voices actually matter. <a href=\"https:\/\/monday.com\/blog\/teamwork\/happy-workplace\/\" target=\"_blank\" rel=\"noopener\">Creating a happy workplace<\/a> starts with proving that you&#8217;re listening.<\/p>\n<h3>10. Manage change with empathy and structure<\/h3>\n<p>Organizational change is inevitable, but how you handle it determines whether it builds resilience or destroys morale. Communicate early, communicate often, and acknowledge the emotional weight of transitions, even positive ones like growth or expansion.<\/p>\n<p>Give people context about why changes are happening, what it means for their roles, and what support is available during the transition. The organizations that maintain morale through change are the ones that treat their people as participants in the process, not just recipients of decisions made above them.<\/p>\n"}]},{"main_heading":"","content_block":[{"acf_fc_layout":"image","image_type":"normal","image":355722,"image_link":""}]},{"main_heading":"How to measure employee morale","content_block":[{"acf_fc_layout":"text","content":"<p>You can&#8217;t improve what you don&#8217;t measure, and relying on gut feeling alone isn&#8217;t enough. Morale measurement needs to be ongoing, multi-channel, and tied to action. Here are four practical methods that work well together:<\/p>\n<p><strong>Pulse surveys.<\/strong> Short, frequent surveys (weekly or biweekly) with three to five questions about mood, workload, and satisfaction. They&#8217;re lightweight enough to avoid survey fatigue and frequent enough to spot trends before they become crises. Keep questions simple and consistent so you can track changes over time.<\/p>\n<p><strong>Employee Net Promoter Score (eNPS).<\/strong> A single question, &#8220;On a scale of 0-10, how likely are you to recommend this company as a place to work?&#8221; gives you a quick, quantifiable gauge of employee loyalty. Track it monthly and watch for directional shifts rather than fixating on the absolute number.<\/p>\n<p><strong>1-on-1 conversations.<\/strong> Data from surveys tells you what&#8217;s happening; conversations tell you why. Managers who consistently ask open-ended questions in their 1-on-1s and genuinely listen to the answers pick up on morale issues that no survey can capture. Make this a habit, not a formality.<\/p>\n<p><strong>Indirect indicators.<\/strong> Absenteeism rates, voluntary turnover, participation in optional activities, and internal transfer requests all serve as indirect morale signals. Track these metrics alongside survey data to get a complete picture. A sudden spike in any of them warrants investigation, even if your survey scores look fine.<\/p>\n<p>The most important part of measurement is what you do with the results. Share findings with your team, acknowledge areas where morale is suffering, and commit to specific actions. Measurement without follow-through erodes the trust you&#8217;re trying to build.<\/p>\n"}]},{"main_heading":"How monday AI Workspace supports team morale","content_block":[{"acf_fc_layout":"image","image_type":"normal","image":356214,"image_link":""},{"acf_fc_layout":"text","content":"<p>Many of the morale challenges discussed in this article \u2013 poor visibility, workload imbalance, disconnected communication, lack of recognition \u2013 share a common thread: they&#8217;re made worse when teams don&#8217;t have the right systems to stay aligned. monday AI Workspace is built to address exactly these friction points, giving managers and teams the transparency and structure that healthy morale requires.<\/p>\n<p>Here&#8217;s how specific capabilities map to the morale drivers covered earlier:<\/p>\n\n<table id=\"tablepress-3640\" class=\"tablepress tablepress-id-3640\">\n<thead>\n<tr class=\"row-1\">\n\t<th class=\"column-1\">Morale challenge<\/th><th class=\"column-2\">How monday AI Work Platform helps<\/th>\n<\/tr>\n<\/thead>\n<tbody class=\"row-striping row-hover\">\n<tr class=\"row-2\">\n\t<td class=\"column-1\">Workload imbalance and burnout<\/td><td class=\"column-2\">Workload Widget: visualize and balance team capacity in real time, so you can redistribute work before anyone reaches their breaking point<\/td>\n<\/tr>\n<tr class=\"row-3\">\n\t<td class=\"column-1\">Lack of transparency and direction<\/td><td class=\"column-2\">Dashboards: give every team member visibility into goals, progress, and priorities, building the trust that comes from knowing where things stand<\/td>\n<\/tr>\n<tr class=\"row-4\">\n\t<td class=\"column-1\">Repetitive, low-value work draining energy<\/td><td class=\"column-2\">Automations \u2014 eliminate manual busywork like status updates, notifications, and task routing so teams spend time on meaningful work<\/td>\n<\/tr>\n<tr class=\"row-5\">\n\t<td class=\"column-1\">Feeling out of the loop (especially remote teams)<\/td><td class=\"column-2\">Integrations with Slack and Teams \u2014 keep communication centralized across the platforms people already use, so no one feels disconnected<\/td>\n<\/tr>\n<tr class=\"row-6\">\n\t<td class=\"column-1\">Missed early warning signs of disengagement<\/td><td class=\"column-2\">monday agents Sentiment Detector \u2014 detect sentiment shifts across tickets, emails, and feedback in real time, proactively flagging risks before morale dips become retention problems<\/td>\n<\/tr>\n<tr class=\"row-7\">\n\t<td class=\"column-1\">Employees struggling to find information and resources<\/td><td class=\"column-2\">monday vibe Employee Resource Portal \u2014 unify all employee information in one searchable place, making it easier for people to find what they need and feel supported<\/td>\n<\/tr>\n<tr class=\"row-8\">\n\t<td class=\"column-1\">Cross-team visibility and smart task management<\/td><td class=\"column-2\">monday MCP \u2014 connect AI assistants to the workspace so teams can ask about blockers, generate reports, and manage work across departments without switching contexts<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<!-- #tablepress-3640 from cache -->\n<p>What makes the difference is that these capabilities work together on one platform. When workload data, communication, automation, and sentiment monitoring all live in the same place, managers get a real-time, holistic view of how their teams are doing. And teams get the transparency, autonomy, and support that healthy morale depends on.<\/p>\n<p><a class=\"cta-button blue-button\" href=\"https:\/\/auth.monday.com\/users\/sign_up_new\" target=\"_blank\" rel=\"noopener\" aria-label=\"Get started with monday.com\" data-index=\"2\">Get started with monday.com<\/a><\/p>\n"}]},{"main_heading":"Building a workplace where morale thrives","content_block":[{"acf_fc_layout":"text","content":"<p>Employee morale isn&#8217;t something you fix once and forget about. It&#8217;s a sustained leadership practice \u2014 a daily commitment to making sure the people on your team feel seen, supported, and connected to work that matters. With global engagement sitting at historic lows, the organizations that invest in morale now won&#8217;t just retain their people \u2014 they&#8217;ll outpace the ones still treating it as someone else&#8217;s problem.<\/p>\n<p>The strategies in this guide aren&#8217;t complicated, but they do require consistency. Start with the changes that address your team&#8217;s biggest pain points, measure the impact, and build from there. When you combine thoughtful leadership with a platform like monday AI Workspace that gives you the visibility and structure to act on what you&#8217;re seeing, you create the conditions where team morale doesn&#8217;t just survive \u2014 it grows.<\/p>\n<p><a class=\"cta-button blue-button\" href=\"https:\/\/auth.monday.com\/users\/sign_up_new\" target=\"_blank\" rel=\"noopener\" aria-label=\"Get started with monday.com\" data-index=\"3\">Get started with monday.com<\/a><\/p>\n"}]},{"main_heading":"","content_block":[{"acf_fc_layout":"text","content":"<div class=\"accordion faq\" id=\"faq-faqs\">\n  <h2 class=\"accordion__heading section-title text-left\">FAQs<\/h2>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs\" href=\"#q-faqs-1\"\n      aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">What is employee morale?        <svg class=\"angle-arrow angle-arrow--down\" width=\"32\" height=\"32\" viewBox=\"0 0 32 32\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n          <path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M16.5303 20.8839C16.2374 21.1768 15.7626 21.1768 15.4697 20.8839L7.82318 13.2374C7.53029 12.9445 7.53029 12.4697 7.82318 12.1768L8.17674 11.8232C8.46963 11.5303 8.9445 11.5303 9.2374 11.8232L16 18.5858L22.7626 11.8232C23.0555 11.5303 23.5303 11.5303 23.8232 11.8232L24.1768 12.1768C24.4697 12.4697 24.4697 12.9445 24.1768 13.2374L16.5303 20.8839Z\" fill=\"black\"\/>\n        <\/svg>\n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-1\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs\">\n      <p>Employee morale is the overall outlook, attitude, satisfaction, and confidence that employees feel toward their work and workplace. It reflects how valued, motivated, and optimistic people are about their role, their team, and their organization's direction.<\/p>\n    <\/div>\n  <\/div>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs\" href=\"#q-faqs-2\"\n      aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">What is the difference between employee morale and employee engagement?        <svg class=\"angle-arrow angle-arrow--down\" width=\"32\" height=\"32\" viewBox=\"0 0 32 32\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n          <path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M16.5303 20.8839C16.2374 21.1768 15.7626 21.1768 15.4697 20.8839L7.82318 13.2374C7.53029 12.9445 7.53029 12.4697 7.82318 12.1768L8.17674 11.8232C8.46963 11.5303 8.9445 11.5303 9.2374 11.8232L16 18.5858L22.7626 11.8232C23.0555 11.5303 23.5303 11.5303 23.8232 11.8232L24.1768 12.1768C24.4697 12.4697 24.4697 12.9445 24.1768 13.2374L16.5303 20.8839Z\" fill=\"black\"\/>\n        <\/svg>\n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-2\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs\">\n      <p>Employee morale is the emotional state \u2014 how satisfied and optimistic employees feel about their work. Employee engagement is the behavioral commitment \u2014 how much effort and initiative employees invest in their roles and company goals. You can have high morale without full engagement, and vice versa.<\/p>\n    <\/div>\n  <\/div>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs\" href=\"#q-faqs-3\"\n      aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">What causes low employee morale?        <svg class=\"angle-arrow angle-arrow--down\" width=\"32\" height=\"32\" viewBox=\"0 0 32 32\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n          <path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M16.5303 20.8839C16.2374 21.1768 15.7626 21.1768 15.4697 20.8839L7.82318 13.2374C7.53029 12.9445 7.53029 12.4697 7.82318 12.1768L8.17674 11.8232C8.46963 11.5303 8.9445 11.5303 9.2374 11.8232L16 18.5858L22.7626 11.8232C23.0555 11.5303 23.5303 11.5303 23.8232 11.8232L24.1768 12.1768C24.4697 12.4697 24.4697 12.9445 24.1768 13.2374L16.5303 20.8839Z\" fill=\"black\"\/>\n        <\/svg>\n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-3\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs\">\n      <p>The most common causes of low employee morale include poor communication from leadership, insufficient recognition, limited career growth opportunities, excessive workload leading to burnout, toxic management, poorly handled organizational change, and lack of work-life balance.<\/p>\n    <\/div>\n  <\/div>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs\" href=\"#q-faqs-4\"\n      aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">How can you improve team morale?        <svg class=\"angle-arrow angle-arrow--down\" width=\"32\" height=\"32\" viewBox=\"0 0 32 32\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n          <path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M16.5303 20.8839C16.2374 21.1768 15.7626 21.1768 15.4697 20.8839L7.82318 13.2374C7.53029 12.9445 7.53029 12.4697 7.82318 12.1768L8.17674 11.8232C8.46963 11.5303 8.9445 11.5303 9.2374 11.8232L16 18.5858L22.7626 11.8232C23.0555 11.5303 23.5303 11.5303 23.8232 11.8232L24.1768 12.1768C24.4697 12.4697 24.4697 12.9445 24.1768 13.2374L16.5303 20.8839Z\" fill=\"black\"\/>\n        <\/svg>\n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-4\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs\">\n      <p>You can improve team morale by recognizing contributions consistently, being transparent about decisions and direction, investing in professional development, balancing workloads proactively, and acting on employee feedback. Start with the areas where your team is struggling most and make small, visible changes.<\/p>\n    <\/div>\n  <\/div>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs\" href=\"#q-faqs-5\"\n      aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">How do you measure employee morale?        <svg class=\"angle-arrow angle-arrow--down\" width=\"32\" height=\"32\" viewBox=\"0 0 32 32\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n          <path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M16.5303 20.8839C16.2374 21.1768 15.7626 21.1768 15.4697 20.8839L7.82318 13.2374C7.53029 12.9445 7.53029 12.4697 7.82318 12.1768L8.17674 11.8232C8.46963 11.5303 8.9445 11.5303 9.2374 11.8232L16 18.5858L22.7626 11.8232C23.0555 11.5303 23.5303 11.5303 23.8232 11.8232L24.1768 12.1768C24.4697 12.4697 24.4697 12.9445 24.1768 13.2374L16.5303 20.8839Z\" fill=\"black\"\/>\n        <\/svg>\n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-5\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs\">\n      <p>Employee morale is measured through pulse surveys, Employee Net Promoter Score (eNPS), 1-on-1 conversations, and indirect indicators like absenteeism rates and voluntary turnover. Combining quantitative and qualitative methods gives the most accurate picture.<\/p>\n    <\/div>\n  <\/div>\n    <div class=\"accordion__item\">\n    <a class=\"accordion__button d-block\" data-toggle=\"collapse\" data-parent=\"#faq-faqs\" href=\"#q-faqs-6\"\n      aria-expanded=\"false\">\n      <h3 class=\"accordion__question\">Why does employee morale matter for business performance?        <svg class=\"angle-arrow angle-arrow--down\" width=\"32\" height=\"32\" viewBox=\"0 0 32 32\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\">\n          <path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M16.5303 20.8839C16.2374 21.1768 15.7626 21.1768 15.4697 20.8839L7.82318 13.2374C7.53029 12.9445 7.53029 12.4697 7.82318 12.1768L8.17674 11.8232C8.46963 11.5303 8.9445 11.5303 9.2374 11.8232L16 18.5858L22.7626 11.8232C23.0555 11.5303 23.5303 11.5303 23.8232 11.8232L24.1768 12.1768C24.4697 12.4697 24.4697 12.9445 24.1768 13.2374L16.5303 20.8839Z\" fill=\"black\"\/>\n        <\/svg>\n      <\/h3>\n    <\/a>\n    <div id=\"q-faqs-6\" class=\"accordion__answer collapse collapse--md\" data-parent=\"#faq-faqs\">\n      <p>Employee morale directly impacts productivity, retention, absenteeism, and customer experience. Gallup's 2026 research estimates that disengagement costs the global economy $10 trillion annually. Well-recognized employees are 45% less likely to turn over, making morale investment one of the highest-ROI strategies available.<\/p>\n    <\/div>\n  <\/div>\n  <script type='application\/ld+json'>{\n    \"@context\": \"https:\\\/\\\/schema.org\",\n    \"@type\": \"FAQPage\",\n    \"mainEntity\": [\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is employee morale?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Employee morale is the overall outlook, attitude, satisfaction, and confidence that employees feel toward their work and workplace. It reflects how valued, motivated, and optimistic people are about their role, their team, and their organization's direction.<\\\/p>\\n\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What is the difference between employee morale and employee engagement?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Employee morale is the emotional state \\u2014 how satisfied and optimistic employees feel about their work. Employee engagement is the behavioral commitment \\u2014 how much effort and initiative employees invest in their roles and company goals. You can have high morale without full engagement, and vice versa.<\\\/p>\\n\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"What causes low employee morale?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>The most common causes of low employee morale include poor communication from leadership, insufficient recognition, limited career growth opportunities, excessive workload leading to burnout, toxic management, poorly handled organizational change, and lack of work-life balance.<\\\/p>\\n\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How can you improve team morale?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>You can improve team morale by recognizing contributions consistently, being transparent about decisions and direction, investing in professional development, balancing workloads proactively, and acting on employee feedback. Start with the areas where your team is struggling most and make small, visible changes.<\\\/p>\\n\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"How do you measure employee morale?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Employee morale is measured through pulse surveys, Employee Net Promoter Score (eNPS), 1-on-1 conversations, and indirect indicators like absenteeism rates and voluntary turnover. Combining quantitative and qualitative methods gives the most accurate picture.<\\\/p>\\n\"\n            }\n        },\n        {\n            \"@type\": \"Question\",\n            \"name\": \"Why does employee morale matter for business performance?\",\n            \"acceptedAnswer\": {\n                \"@type\": \"Answer\",\n                \"text\": \"<p>Employee morale directly impacts productivity, retention, absenteeism, and customer experience. Gallup's 2026 research estimates that disengagement costs the global economy $10 trillion annually. Well-recognized employees are 45% less likely to turn over, making morale investment one of the highest-ROI strategies available.<\\\/p>\\n\"\n            }\n        }\n    ]\n}<\/script><\/div>\n\n"}]}]}],"faqs":[{"faq_title":"FAQs","faq_shortcode":"faqs","faq":[{"question":"What is employee morale?","answer":"<p>Employee morale is the overall outlook, attitude, satisfaction, and confidence that employees feel toward their work and workplace. It reflects how valued, motivated, and optimistic people are about their role, their team, and their organization's direction.<\/p>\n"},{"question":"What is the difference between employee morale and employee engagement?","answer":"<p>Employee morale is the emotional state \u2014 how satisfied and optimistic employees feel about their work. Employee engagement is the behavioral commitment \u2014 how much effort and initiative employees invest in their roles and company goals. You can have high morale without full engagement, and vice versa.<\/p>\n"},{"question":"What causes low employee morale?","answer":"<p>The most common causes of low employee morale include poor communication from leadership, insufficient recognition, limited career growth opportunities, excessive workload leading to burnout, toxic management, poorly handled organizational change, and lack of work-life balance.<\/p>\n"},{"question":"How can you improve team morale?","answer":"<p>You can improve team morale by recognizing contributions consistently, being transparent about decisions and direction, investing in professional development, balancing workloads proactively, and acting on employee feedback. Start with the areas where your team is struggling most and make small, visible changes.<\/p>\n"},{"question":"How do you measure employee morale?","answer":"<p>Employee morale is measured through pulse surveys, Employee Net Promoter Score (eNPS), 1-on-1 conversations, and indirect indicators like absenteeism rates and voluntary turnover. Combining quantitative and qualitative methods gives the most accurate picture.<\/p>\n"},{"question":"Why does employee morale matter for business performance?","answer":"<p>Employee morale directly impacts productivity, retention, absenteeism, and customer experience. Gallup's 2026 research estimates that disengagement costs the global economy $10 trillion annually. Well-recognized employees are 45% less likely to turn over, making morale investment one of the highest-ROI strategies available.<\/p>\n"}]}],"parse_from_google_doc":false,"show_sidebar_sticky_banner":false,"hide_time_to_read":false,"sidebar_color_banner":"","custom_tags":false,"disclaimer":"","cornerstone_hero_cta_override":{"label":"","url":""},"menu_cta_override":{"label":"","url":""},"show_contact_sales_button":"default","override_contact_sales_label":"","override_contact_sales_url":"","post_date":"20260809","activate_cta_banner":false,"custom_header_banner":false},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.6 (Yoast SEO v28.6) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Employee morale: what it is and how to improve it in 2026 | monday.com<\/title>\n<meta name=\"description\" content=\"Learn what employee morale is, why it matters, what causes low morale, and practical strategies to improve motivation, engagement, and team performance.\" \/>\n<meta name=\"robots\" content=\"noindex, nofollow\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Employee morale: what it is, why it matters, and how to improve it in 2026\" \/>\n<meta property=\"og:description\" content=\"Learn what employee morale is, why it matters, what causes low morale, and practical strategies to improve motivation, engagement, and team performance.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/monday.com\/blog\/productivity\/employee-morale\/\" \/>\n<meta property=\"og:site_name\" content=\"monday.com Blog\" \/>\n<meta property=\"article:published_time\" content=\"2023-03-10T16:15:53+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-08-30T10:46:00+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/03\/employee-morale_s1_2026-08-02T12-58-25.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1344\" \/>\n\t<meta property=\"og:image:height\" content=\"768\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Naama Oren\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Naama Oren\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/productivity\\\/employee-morale\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/productivity\\\/employee-morale\\\/\"},\"author\":{\"name\":\"Naama Oren\",\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/#\\\/schema\\\/person\\\/1e67abedbcb96f722953d7a1a49e6c4d\"},\"headline\":\"Employee morale: what it is, why it matters, and how to improve it in 2026\",\"datePublished\":\"2023-03-10T16:15:53+00:00\",\"dateModified\":\"2026-08-30T10:46:00+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/productivity\\\/employee-morale\\\/\"},\"wordCount\":1023,\"publisher\":{\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/productivity\\\/employee-morale\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/monday.com\\\/blog\\\/wp-content\\\/uploads\\\/2023\\\/03\\\/employee-morale_s1_2026-08-02T12-58-25.png\",\"articleSection\":[\"Productivity\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/productivity\\\/employee-morale\\\/\",\"url\":\"https:\\\/\\\/monday.com\\\/blog\\\/productivity\\\/employee-morale\\\/\",\"name\":\"Employee morale: what it is and how to improve it in 2026 | monday.com\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/productivity\\\/employee-morale\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/productivity\\\/employee-morale\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/monday.com\\\/blog\\\/wp-content\\\/uploads\\\/2023\\\/03\\\/employee-morale_s1_2026-08-02T12-58-25.png\",\"datePublished\":\"2023-03-10T16:15:53+00:00\",\"dateModified\":\"2026-08-30T10:46:00+00:00\",\"description\":\"Learn what employee morale is, why it matters, what causes low morale, and practical strategies to improve motivation, engagement, and team performance.\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/productivity\\\/employee-morale\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/monday.com\\\/blog\\\/productivity\\\/employee-morale\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/productivity\\\/employee-morale\\\/#primaryimage\",\"url\":\"https:\\\/\\\/monday.com\\\/blog\\\/wp-content\\\/uploads\\\/2023\\\/03\\\/employee-morale_s1_2026-08-02T12-58-25.png\",\"contentUrl\":\"https:\\\/\\\/monday.com\\\/blog\\\/wp-content\\\/uploads\\\/2023\\\/03\\\/employee-morale_s1_2026-08-02T12-58-25.png\",\"width\":1344,\"height\":768,\"caption\":\"Employee morale what it is why it matters and how to improve it in 2026\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/productivity\\\/employee-morale\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/monday.com\\\/blog\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Productivity\",\"item\":\"https:\\\/\\\/monday.com\\\/blog\\\/productivity\\\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"Employee morale: what it is, why it matters, and how to improve it in 2026\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/#website\",\"url\":\"https:\\\/\\\/monday.com\\\/blog\\\/\",\"name\":\"monday.com Blog\",\"description\":\"\",\"publisher\":{\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/monday.com\\\/blog\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/#organization\",\"name\":\"monday.com Blog\",\"url\":\"https:\\\/\\\/monday.com\\\/blog\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/res.cloudinary.com\\\/monday-blogs\\\/fl_lossy,f_auto,q_auto\\\/wp-blog\\\/2020\\\/12\\\/monday.com-logo-1.png\",\"contentUrl\":\"https:\\\/\\\/res.cloudinary.com\\\/monday-blogs\\\/fl_lossy,f_auto,q_auto\\\/wp-blog\\\/2020\\\/12\\\/monday.com-logo-1.png\",\"width\":200,\"height\":200,\"caption\":\"monday.com Blog\"},\"image\":{\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/#\\\/schema\\\/logo\\\/image\\\/\"}},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/#\\\/schema\\\/person\\\/1e67abedbcb96f722953d7a1a49e6c4d\",\"name\":\"Naama Oren\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/monday.com\\\/blog\\\/wp-content\\\/uploads\\\/2026\\\/04\\\/501450638_10162463772521335_3925171118141134561_n-150x150.jpg\",\"url\":\"https:\\\/\\\/monday.com\\\/blog\\\/wp-content\\\/uploads\\\/2026\\\/04\\\/501450638_10162463772521335_3925171118141134561_n-150x150.jpg\",\"contentUrl\":\"https:\\\/\\\/monday.com\\\/blog\\\/wp-content\\\/uploads\\\/2026\\\/04\\\/501450638_10162463772521335_3925171118141134561_n-150x150.jpg\",\"caption\":\"Naama Oren\"},\"url\":\"https:\\\/\\\/monday.com\\\/blog\\\/author\\\/naama-oren\\\/\"}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"Employee morale: what it is and how to improve it in 2026 | monday.com","description":"Learn what employee morale is, why it matters, what causes low morale, and practical strategies to improve motivation, engagement, and team performance.","robots":{"index":"noindex","follow":"nofollow"},"og_locale":"en_US","og_type":"article","og_title":"Employee morale: what it is, why it matters, and how to improve it in 2026","og_description":"Learn what employee morale is, why it matters, what causes low morale, and practical strategies to improve motivation, engagement, and team performance.","og_url":"https:\/\/monday.com\/blog\/productivity\/employee-morale\/","og_site_name":"monday.com Blog","article_published_time":"2023-03-10T16:15:53+00:00","article_modified_time":"2026-08-30T10:46:00+00:00","og_image":[{"width":1344,"height":768,"url":"https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/03\/employee-morale_s1_2026-08-02T12-58-25.png","type":"image\/png"}],"author":"Naama Oren","twitter_card":"summary_large_image","twitter_misc":{"Written by":"Naama Oren","Est. reading time":"5 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/monday.com\/blog\/productivity\/employee-morale\/#article","isPartOf":{"@id":"https:\/\/monday.com\/blog\/productivity\/employee-morale\/"},"author":{"name":"Naama Oren","@id":"https:\/\/monday.com\/blog\/#\/schema\/person\/1e67abedbcb96f722953d7a1a49e6c4d"},"headline":"Employee morale: what it is, why it matters, and how to improve it in 2026","datePublished":"2023-03-10T16:15:53+00:00","dateModified":"2026-08-30T10:46:00+00:00","mainEntityOfPage":{"@id":"https:\/\/monday.com\/blog\/productivity\/employee-morale\/"},"wordCount":1023,"publisher":{"@id":"https:\/\/monday.com\/blog\/#organization"},"image":{"@id":"https:\/\/monday.com\/blog\/productivity\/employee-morale\/#primaryimage"},"thumbnailUrl":"https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/03\/employee-morale_s1_2026-08-02T12-58-25.png","articleSection":["Productivity"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/monday.com\/blog\/productivity\/employee-morale\/","url":"https:\/\/monday.com\/blog\/productivity\/employee-morale\/","name":"Employee morale: what it is and how to improve it in 2026 | monday.com","isPartOf":{"@id":"https:\/\/monday.com\/blog\/#website"},"primaryImageOfPage":{"@id":"https:\/\/monday.com\/blog\/productivity\/employee-morale\/#primaryimage"},"image":{"@id":"https:\/\/monday.com\/blog\/productivity\/employee-morale\/#primaryimage"},"thumbnailUrl":"https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/03\/employee-morale_s1_2026-08-02T12-58-25.png","datePublished":"2023-03-10T16:15:53+00:00","dateModified":"2026-08-30T10:46:00+00:00","description":"Learn what employee morale is, why it matters, what causes low morale, and practical strategies to improve motivation, engagement, and team performance.","breadcrumb":{"@id":"https:\/\/monday.com\/blog\/productivity\/employee-morale\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/monday.com\/blog\/productivity\/employee-morale\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/monday.com\/blog\/productivity\/employee-morale\/#primaryimage","url":"https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/03\/employee-morale_s1_2026-08-02T12-58-25.png","contentUrl":"https:\/\/monday.com\/blog\/wp-content\/uploads\/2023\/03\/employee-morale_s1_2026-08-02T12-58-25.png","width":1344,"height":768,"caption":"Employee morale what it is why it matters and how to improve it in 2026"},{"@type":"BreadcrumbList","@id":"https:\/\/monday.com\/blog\/productivity\/employee-morale\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/monday.com\/blog\/"},{"@type":"ListItem","position":2,"name":"Productivity","item":"https:\/\/monday.com\/blog\/productivity\/"},{"@type":"ListItem","position":3,"name":"Employee morale: what it is, why it matters, and how to improve it in 2026"}]},{"@type":"WebSite","@id":"https:\/\/monday.com\/blog\/#website","url":"https:\/\/monday.com\/blog\/","name":"monday.com Blog","description":"","publisher":{"@id":"https:\/\/monday.com\/blog\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/monday.com\/blog\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/monday.com\/blog\/#organization","name":"monday.com Blog","url":"https:\/\/monday.com\/blog\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/monday.com\/blog\/#\/schema\/logo\/image\/","url":"https:\/\/res.cloudinary.com\/monday-blogs\/fl_lossy,f_auto,q_auto\/wp-blog\/2020\/12\/monday.com-logo-1.png","contentUrl":"https:\/\/res.cloudinary.com\/monday-blogs\/fl_lossy,f_auto,q_auto\/wp-blog\/2020\/12\/monday.com-logo-1.png","width":200,"height":200,"caption":"monday.com Blog"},"image":{"@id":"https:\/\/monday.com\/blog\/#\/schema\/logo\/image\/"}},{"@type":"Person","@id":"https:\/\/monday.com\/blog\/#\/schema\/person\/1e67abedbcb96f722953d7a1a49e6c4d","name":"Naama Oren","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/monday.com\/blog\/wp-content\/uploads\/2026\/04\/501450638_10162463772521335_3925171118141134561_n-150x150.jpg","url":"https:\/\/monday.com\/blog\/wp-content\/uploads\/2026\/04\/501450638_10162463772521335_3925171118141134561_n-150x150.jpg","contentUrl":"https:\/\/monday.com\/blog\/wp-content\/uploads\/2026\/04\/501450638_10162463772521335_3925171118141134561_n-150x150.jpg","caption":"Naama Oren"},"url":"https:\/\/monday.com\/blog\/author\/naama-oren\/"}]}},"auth_debug":{"user_exists":false,"user_id":0,"user_login":null,"roles":[],"authenticated":false,"get_current_user_id":0},"_links":{"self":[{"href":"https:\/\/monday.com\/blog\/wp-json\/wp\/v2\/posts\/124208","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/monday.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/monday.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/monday.com\/blog\/wp-json\/wp\/v2\/users\/310"}],"replies":[{"embeddable":true,"href":"https:\/\/monday.com\/blog\/wp-json\/wp\/v2\/comments?post=124208"}],"version-history":[{"count":11,"href":"https:\/\/monday.com\/blog\/wp-json\/wp\/v2\/posts\/124208\/revisions"}],"predecessor-version":[{"id":356281,"href":"https:\/\/monday.com\/blog\/wp-json\/wp\/v2\/posts\/124208\/revisions\/356281"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/monday.com\/blog\/wp-json\/wp\/v2\/media\/356269"}],"wp:attachment":[{"href":"https:\/\/monday.com\/blog\/wp-json\/wp\/v2\/media?parent=124208"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/monday.com\/blog\/wp-json\/wp\/v2\/categories?post=124208"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/monday.com\/blog\/wp-json\/wp\/v2\/tags?post=124208"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}