Tackling low team morale (using Tick)

Your staff seem energised on a Friday afternoon, but not on a Monday morning. Doesn't quite seem right, does it? What's really going on is they're lacking morale.

Problems with low morale are bigger than they ever were. People are worried about the economy and the possibility of losing their jobs. Teams are shrinking and more tasks need to be done, in the same amount of time. People are stressed.

Rebuilding morale and creating a happy, committed workforce has never been more important than now. So, let's talk about what morale actually is and how we can build it.

Understanding morale

Experts describe morale as ‘the capacity of a group of people to pull together persistently and consistently in pursuit of a common purpose.’ This definition reveals that morale isn't just about feeling good – it's about collective resilience and shared commitment.

For a business, any business, to thrive, morale must be high. Teams are productive and engaged, employee turnover is low, and people are generally happier at work. Research consistently shows that companies with engaged workforces are 23% more profitable.

Why morale suffers

Morale suffers for multiple reasons, including layoffs, poor leadership and communication, inflexible working conditions, difficult co-workers, and heavy workloads.

The deeper psychological drivers include economic uncertainty, lack of control, unclear purpose, recognition deficit, and communication breakdown.

Spotting the signs

There are signs to watch out for that'll tell you if morale is low.

Keep an eye out for things like obvious unhappiness, more complaints (about work or team members), increased conflict, disorganised environments, increased employee turnover, and a lack of enthusiasm.

Additional warning signs include increased sick leave usage, reduced participation in meetings, decline in work quality, reluctance to take on new responsibilities, and cynicism about company initiatives.

8 steps to a tight-knit team

1. Reconnect with your team

Schedule weekly one-on-one check-ins with each team member. Implement informal "’coffee chats’ about non-work topics. Create a recognition wall where team members can acknowledge each other's contributions. Remember personal details and follow up appropriately.

2. Develop your team

Establish individual development plans with clear career pathways. Allocate budget for training and online learning platforms. Create mentorship programmes pairing experienced staff with newer employees. Implement job rotation to build skills.

3. Audit your environment

Audit lighting, temperature, and noise levels based on feedback. Introduce plants and natural elements. Create dedicated spaces for collaboration, quiet work, and relaxation. Provide ergonomic furniture to reduce physical strain.

4. Prioritise communication

Implement weekly team briefings with updates, challenges, and wins. Create an anonymous feedback system for sensitive concerns. Hold monthly ‘ask me anything’ sessions where leadership answers questions directly. Use collaborative tools for real-time communication.

Be aware of the personality types on your team (using Tick’s profiling tools) and adjust how you communicate with each bird type.  

5. Set goals and track progress

Break down company objectives into team and individual goals using SMART criteria. Create visual progress tracking systems like dashboards or project boards. Establish regular checkpoint meetings to review progress and celebrate milestone achievements.

6. Build confidence

Implement a ‘success stories’ sharing programme highlighting recent wins. Provide specific, behavioural feedback focusing on strengths and growth areas. Create opportunities for employees to showcase expertise through presentations or leading projects.

7. Focus on talent management

Conduct quarterly performance reviews with future-focused discussions. Identify high-potential employees and create accelerated development tracks. Address underperformance through coaching rather than punishment. Implement succession planning to show career progression opportunities.

8. Keep people motivated

Create diverse recognition programmes including peer nominations and public acknowledgment. Provide autonomy in how work gets done while maintaining clear expectations. Organise inclusive team-building activities.

This is where knowing each individual’s bird type is critical, so you can best incentivise them.

All leaders should leverage Tick’s personality tools

Team morale can suffer for many reasons, as we've discussed. Downsizing, poor leadership, poor communication, and difficult co-workers are a few of the biggest reasons people lack motivation at work.

If you think your team's morale is not what it should be, use our eight strategies. It's important to also look at your own morale, because your energy affects your team – make sure it's positive.

Try our complimentary Premium Profiling Code, to find out more about personalities and how different people are motivated. Just fill out the form and we'll send you a code straight away.