Tackling Low Employee Morale

•  
  catseyes818@...05/03/07 Report as spam
  1

  Morale due to changes

  My organization suffers from low morale in part due to changes that have been necessary to its continued health. One problem has been the way the changes have taken place, but that's now in the past. How can we improve morale without giving up those necessary changes in the way we do business? Unfortunately, we just got a new manager who was forced by someone above the level of our organization to come in as a hard-liner and terminate someone in violation of our labor agreement, thereby damaging his chances of being the catalyst for changes that would improve morale.

•  
  egonz05/05/07 Report as spam
  2

  sorry to read about this

  It sounds like your new boss will have difficulty regaining the respect of his new staff. Prepare for the high turnover rate that will be happening in the next few weeks. I bet you are updating your resume,if you are not, you should. Good luck.

•  
  catseyes818@...05/10/07 Report as spam
  3

  turnover

  Actually, my industry has one of the lowest turnover rates of all. First because it's a governmental industry, and second because portability of training (despite a concerted effort to change things by a number of highly respected individuals and organizations) is almost nonexistent. Actually, the new manager is one of the few who has been successful at moving from agency to agency, and in some ways it hurts his image with our people as well, since he hasn't had to go through the highly competitive promotional system, but has moved up as a part of his movement between agencies.

•  
  nettieschild05/12/07 Report as spam
  4

  turnover and morale

  A lot of companies fall victim to low morale due to their own irreversible decisions. Take for example the company who hired a department director who obviously was not qualified, but was allowed to do whatever she pleased. I agree that the company had no other choice to stand by their candidate especially since they spent a good deal of time and money recruiting, not to mention relocation cost etc.....
  
  The rest of the company has to suffer until such time that Management finds a way to rid themselves of this individual who more than likely has a tight contract......
  
  This inevitably becomes a catch 22 situation, because any self respecting CEO will stand by his staff in public. In most cases they believe less is more there hands are tied....and until they find a way to let the rest of the company know that they are aware of the true underlying cause for low morale they will experience it all the way around, via productivity, attitude, and committment.

•  
  totefrosch05/29/07 Report as spam
  5

  Employee Morale

  The Truth is inherently simple. Take care of your people and they will take care of you. Your company or corporation will function as a whole entity not as individual entities. Morale problems are usually settled among peers. That's "the bottom line".

•  
  Hashim Kammoona05/29/07 Report as spam
  6

  Tackling Low Employee Morale

  Thanks
  
  The subject possibly is one of the top 10 in management at critical times preferable before it becomes critical times
  The article is great in general but needs to be highlighted more and in bold letters in some places.
  Good luck and thanks again
  
  Hashim Kammoona
  Senior Manager/Master Planning

•  
  adztec@...05/29/07 Report as spam
  7

  Rant: Overwhelmed Call Center Employee

  I work in a call center for a major hospital corporation in indianapolis. Our boss is attempting to take control of any and all operators and call center functions for the entire organization. The problem is there aren't enough employees to share the overwhelming amount of calls coming in at the present. Every week we undertake more and more areas of responsibility. We recently aquired a new software to keep track of clinics, doctors and patients. But the structure of the information is either inaccurate or the information seem to be setup entirely wrong, making it difficult to do our part in serving the doctors and nurses we are setup to serve. Many employees have expressed our feelings to our bosses to no avail, to deaf ears. When we are on one call, we can't hardly complete it before the next call is ringing in. This makes for a very stressful position to work all day. Any recommendations for an employee?

•  
  danimusic205/31/07 Report as spam
  8

  Picking up after three

  I came in as the account manager for a dedicated run after three other managers. There were bad habits, lack of morale, disconnectivity, and disorganization. Being an extremely organized and efficient person myself, picking up after 3 other people (which I should add was all in a 6 month period) has not been the easiest thing to do. From the drivers, I get alot of "she was great as a dispatcher but she is a horrible account manager". I am holding them accountable for their actions, and some don't like it. But, I think that they think that if they push hard enough, complain long enough, and and squeeze fast enough, then I will eventually go away (whether by my own doing or by my supervisors). My goal is not to give up and to perservere no matter what. I need to show them that I will not give up and I am here to stay. The sooner they come to terms with that fact, the better off they will be. And morale has already improved considerably. We are nowhere near where it needs to be right now, but it is definitely moving in the right direction.

•  
  karebear1431@...06/17/07 Report as spam
  9

  Picking Up After 3 - I'm in your boat!

  I'm also picking up from a couple of successors. The issue I have is that I have changed the needs of skill sets on the team based on the current coporate direction. My team was too small for the job that needs to be done so I've done some hiring from outside. Now, I have a team of what I call 'Legacy' employees & New employees. The New Employees were all hired w/the right skill set & attitude but the legacy employees are feeling very disgruntled & out of place. I've tried to find tasks that fit their skills but quite frankly after more than a year of hearing them complain & sabbotage the morale of others, I'm at my witts end! I've recently started monthly team building activities to try & bond them but so far I don't see this helping for more than a day or two. Does anyone have some additional suggestions for me?

•  
  Business_Guy09/15/08 Report as spam
  10

  RE: Tackling Low Employee Morale

  We have a serious problem where the MD is lazy and is completely out of his depth running the company. He is very wise in the ways he deflects responsibility amongst his managers and staff.
  
  For example, we don't have a business plan long or short term. There is no marketing strategy because of this point either.
  
  I strongly believe that the negative approach he has on the business is a key factor resulting in low moral. He doesn't own the company, as he is elected as MD. The company is owned by an investment corporation.
  
  Can anyone offer me any suggestion of how to deal with this situation?
  
  Thanks in advance!