This document discusses low employee morale, its causes, consequences, and solutions. It identifies key causes as communication problems, lack of appreciation from managers, and lack of career prospects. Consequences include employee disengagement, high turnover rates, and low productivity. Solutions proposed are building trust through open communication, respecting employees, managers playing a coaching role to develop employees, and building effective teams.

1. Low employee morale: causes, consequences and solutions

2.  Employees are considered a valuable asset
and the driving force for the operations of
businesses
 Low employee morale is very costly to
organizations
 It contributes to deviation from an
organization’s strategic goals achievement

3. 1. Communication problem
2. The inaccessibility of managers and leaders
for help
3. Failure of leaders to coach their employees
4. Poor leadership
5. Lack of appreciation from managers
6. Lack of career prospects

4.  Fear of employees to freely speak their minds
 Managers and leaders only accepting news
pleasing to them
 One way communication system
 Delayed communication

5.  Managers and leaders failing to play their
coaching role
 Managers and leaders failing to lead by
examples
 Open disregard of company policies by
leaders
 Managers’ individual misconduct

6.  Lack of opportunities for development and
career advancement
 Stagnation of employees in one position for a
long time
 Favoritism
 Outside recruitment for positions that are a
chance for promotion

7.  No recognition for individual effort
 No verbal appreciation from management to
employees
 No rewards for exemplary achievements
 Unrewarded hard work
 No team building effort by management

8.  Employee disengagement
 Lack of motivation towards work
 Negative emotional attachment:
▪ On colleagues
▪ On work
▪ On management
▪ Unscheduled absenteeism
 Changes in organizational culture

9.  High turnover rate
 Employees looking for excuse to leave the
organization
 Excuses include:
▪ Low pay
▪ Poor working conditions
▪ Poor management
▪ Feeling unappreciated

10.  The cost of high turnover is very dear
 It includes:
▪ the cost of hiring new workers
▪ The cost of paying the old workers
▪ The cost of training the new workers
 High turnover further contributes to low
employee morale hence creating circle

11.  Low productivity resulting from:
 The feel of not being appreciated
 The feel of being devalued
 Work overload
 Changes in organizational culture
 It negatively impacts organizational culture
 This leads to poor customer service and work
quality

12.  Relationships that are build on trust
 Makes employees feel valued
 Avoids feelings of exploitation
 Trust is based on communication
 Trust needs to be a continuous effort

13.  Respect employees
 Respect yields:
▪ Alertness
▪ Creativity
▪ Innovation
▪ Productivity
 Employees need to work without fear of
failing

14.  Managers playing their role of coaching and
nurturing employees by:
 Offering support when needed
 Respecting every idea suggested by employees
 Developing employees’ ideas

15.  Building effective teams
 A collective way of building morale
 Clears out fear and builds trust
 Creates invulnerability in the work force
 Creates a sense of harmony within the workforce
 Employee performance and reward
management