3 Subtle Mistakes That Destroy Team Morale (and How to Fix Them)

One of the most important aspects of managing people is maintaining high morale. High morale fosters a positive environment that makes people more collaborative, productive, and engaged.

Nevertheless, it’s very easy to create a low morale environment if you aren’t being mindful. When employees have low morale, they become dissatisfied, disengaged, and more likely to underperform or leave the job. 

In this article, we will explore three common mistakes that can destroy team morale and provide practical solutions to fix them. Addressing these issues can help organizations create a thriving workplace where everyone feels valued and motivated.

Mistake #1: Team Layoffs

One of the most damaging mistakes a company can make is resorting to layoffs during challenging times. 

Layoffs, especially company-wide ones, create an atmosphere of uncertainty and anxiety. It steadily breaks the trust and security employees have with management. It can also set the stage for your team to be overworked as they take on responsibilities previously held by laid off employees.

While layoffs have an immediate financial benefit, it will also have a negative effect on team morale over time, especially if layoffs become frequent.  

If layoffs can be avoided, they almost always should be. 

How to Fix It: Upskilling and Reskilling

Instead of cutting jobs, consider investing in your team through upskilling and reskilling. This approach not only avoids layoffs but also empowers your employees to grow and adapt. Moreover, upskilling and reskilling doesn’t have to be time and resource-heavy if you work with a specialized education provider. 

1. Partner with Education Providers: Organizations like Pathways Education can offer tailored professional development programs. We provide end-to-end support, helping your team members explore where they see themselves in your company’s future, and enrolling them in the relevant courses to get there. By collaborating with experts, you can help your team acquire new skills relevant to the evolving demands of the workplace.
2. Provide Opportunities for Growth: Create a culture that values learning. Encourage employees to pursue courses or certifications that can enhance their capabilities and bring more value to the team.
3. Communicate Openly: Keep your team informed about the organization’s direction. Transparency can relieve fears and solidify trust during difficult times.

Mistake #2: Mismanaging Workload Balance

When team members are overwhelmed with work, it leads to stress and burnout, which steadily affects their job performance. Here are common signs that workload balance is off:

1. Decreased Enthusiasm: Employees will often show a lack of motivation or excitement about their tasks.
2. Increased Absenteeism: When people feel overwhelmed, they may take more sick days or leave the company altogether.
3. Poor Quality of Work: An overloaded team may produce lower-quality work, leading to frustration and dissatisfaction. Look for obvious signs that work has been rushed. 

How to Fix It: Promote Workload Awareness

1. Assess Workloads Regularly: Schedule regular evaluations to identify team members who may be overloaded. Open discussions can reveal who may need support or additional resources.
2. Encourage Team Collaboration: Foster a culture of collaboration, where team members can help each other manage tasks. This can help to distribute work evenly and minimize stress.
3. Utilize Project Management Tools: Implementing tools to track tasks and deadlines can help everyone visualize their workloads. This transparency guides prioritization and resource allocation.

Mistake #3: Micromanaging

Micromanagement is another subtle mistake that can damage team morale. When managers excessively control every detail of their team's work, it can lead to several issues:

1. Lack of Creativity: Employees may feel limited in their ability to think creatively or propose new ideas when they are not trusted to make decisions.
2. Decreased Confidence: Constant oversight can reduce employees' confidence in their capabilities. They may become hesitant to take initiative or suggest changes.
3. Frustration and Resentment: Team members often become frustrated with the lack of autonomy, leading to resentment toward both their tasks and their managers.

How to Fix It: Embrace a Trust-Based Approach

To fix the micromanagement problem, managers should focus on building trust and allowing their team members autonomy.

Your team doesn’t need to be micromanaged, they need proper direction and to understand the end goal. Instead of micromanaging, set clear expectations when tackling new projects. This guidance allows your team to perform their duties as effectively as possible without needing constant manager oversight. 

This doesn’t mean you need to step back completely. Instead, let the team take initiative whenever they need your assistance. Instead of hovering over your team, offer support when needed. Be available to help with challenges, but allow your team the freedom to work independently.

Maintain control of the project with regular daily or weekly check-ins. This gives you a chance to stay up-to-date on progress and give suggestions without intruding on your team’s autonomy and creativity.