Many people only think about themselves when it comes to morale issues. Some people look around themselves and notice other employees morale issues. A few look to their direct supervisor or even higher and noticed if they have morale issues. A very slim few actually do something about the morale issues of their direct or higher supervisors or managers.
The following are things that you can do to help a low morale manager:
If the manager is repeating things that he wants to see done, such as an email at the the end of the day with a quick snap shot of what you did today or bringing in ideas to the meeting instead of the manager asking if there are any ideas then seeing a sea of eyes glazing.
By looking between the lines and seeing what the managers, maybe under breath, is stating that he/she would like to see or be done, will make the manager less stressed and hopefully in turn raise their morale.
You have to think from the viewpoint of the manager. They know that their is a lot of things happening outside of their office and sometimes they may feel either left out or worse worry that things are getting done to standard.
One of the best ways to remedy this issue is by communicating key aspects of the daily business activities. Carbon copying emails to your manager, dropping in about once a day to let them know how your day went and what opportunities that may still be present or future opportunities you may foresee.
Doing what others aren’t
A great way to help your manager’s morale and indirectly improve your manager’s perception of you is by doing what others are not doing. If many employees are showing up late, ensure that you are early. If many are not focusing on their tasks and frequently turning in assignments late, ensure you do the exact opposite.
A short list but a strong one. It is not that difficult to help your manager’s morale level and in-turn create a great impression of yourself to your manager.
I know that the title seems a bit rude but I feel comfortable stating that not many but a good amount of managers have felt like they were just babysitting their associates.
Associates getting in fights, crying in the office, acting selfish, starting childish rumors, etc..
So what is a manager to do?
Is the manager just going to go day by day and be the fire extinguisher to all of these issues?
Short Answer: YES.
As a manager you have to take control of the situation(s) at hand. This doesn’t mean taking control of your associates.
A manager has to look at his people and if he/she sees that their are certain people that are hindering the process of daily job activities, then the manager must step in and stop or remove the employee or employees that are causing the issue(s).
A manager that does this will promote a calm environment, promote innovative employees and have less turnover. All in all raising morale in the workplace.
Having issues with customer experiences?
The answer to your problems might be that you need to develop an innovative road map.
Developing a road map for your business, non-profit or organization could be the key catalyst that can turn your place of business around or have it excel even further.
Creating a road map is not as difficult as many people might think. What some people may think is difficult could be the daunting task of actually starting.
One way to start with a road map is to open your mind and to think inside the box, outside the box and around the box. Drawing out a road map going step by step helps greatly. Starting first with customer contact to then shaking hands at the end. Filling in between these two segments will make you think deeply and may need a team to complete.
Remind yourself and your team the following 3 key elements:
Keep in mind that there might be revisions of your road map, many of them.
Leaders Eat Last.
It is a great concept to think about. Knowing that your boss letting you take your lunch first, ensuring you get the first fresh cups of coffee, helping with the endless phone calls, etc..
But how many managers, bosses or leaders actually eat last?
It is a shame that many leaders do not eat last, they do not let the employee leave a little early to help the employee if they have to get their children early from school, taking over some of the employee’s workload, etc..
Managers need to realize that their organization is only as strong as their weakest link. Now, the manager doesn’t need to do their employees work for them, but when you, as a manager, notice that your employees are heavily burdened can do a few things to elevate that said burden.
The following are a few ideas of what a manager could do to help their employees:
1. Recruit interns that can help with monotonous tasks.
2. Give employees one hour per week to purge out their business email account of old, non-important emails.
3. Give employees one hour per week to let them do what they perceive are their highest priority in the job, in order for them to catch up.
Managers cannot do everything for the employee, they might be extremely busy as well. Great employees will recognize that fact and not prejudge their bosses if they couldn’t help with the overload amount of work that they have on their desk. This article is for the employees that have managers that do not bring much to the table and still won’t help employees.
You can’t be the best. You’re crazy to try that. You don’t know what you’re doing. You won’t make it. It’s impossible. You’ll be alone.
Many people will be quick to criticize you on your new ventures, ideas and plans. But not many will congratulate you or tell you that they are there for you if you need anything. It is very difficult to not listen to all of the criticism you hear and almost impossible to not believe it. But here are a few jewels to help you get over the hurdles of criticism:
1. Keep the overall vision in mind.
2. Don’t ask yourself if you think you can do this, but ask yourself how am I going to do this?
3. Remember that for every won’t, can’t, shouldn’t, wouldn’t, etc. there are always will, can, should, would, etc..
4. Instead of asking What and How, ask the Why question first. If you have an answer for the question of Why, then move forward.
5. You are the only one that can stop yourself.