Employee Morale Supervision Document
Supervision Project
Employee morale is very low. The last supervisor ran the department like a dictator. How do you change the morale or the organization?
First I would introduce myself to each and every one of the employees. I would very briefly discuss the outgoing supervisor. I would share the positive things that he brought to the company and then share the things that I would improve upon. Positivity would be key. When there are changes in organizations many new managers or supervisors, from my experience, tend to be negative when sharing info about an employee who has been replaced. Striving for good news, good stories, and general overall positivity is what I want to exude. When morale is low, what things will raise morale? Negativity? Mud-slinging? Bad-mouthing? No! Positivity will turn things around.
Being a dictator never is the way to go. In a supervisory role you want to point out the positives in your co-workers first. Build upon what makes them an asset to your organization. Lead by example. Express genuine interest in their well-being and ask them what goals they have. In my current position, when learning about another employee and almost always try to learn what goals they have. I try to see what it is that makes them tick. Without goals some people tend to “settle” for mediocrity. Morale, I think, is improved by giving others something to strive for. Challenge them. Create an environment of positivity. These would be some of the first things I would do to change the morale of an organization.
Some employees need to be motivated to do their job or discipline will be required. How do you change their poor performance?
This is a complicated question. Each and every individual responds differently to being confronted about poor performance. One method is to align individual economic interests with company performance. Give them incentives involving a monetary reward. Money talks. Another method involves taking a genuine interest in their work-life balance.
Managers and supervisors can offer some flexibility in schedules. Try to be understanding about family commitments, doctors’ appointments, and other activities outside of work that are important to the employee. Supervisor sensitivity can be greatly appreciated. Small gestures often make a big difference.
Take a genuine interest in the future path of an employee’s career. It does wonders for an employee’s attitude to believe that a manager really cares about where his or her career is headed. Mentoring, coaching, and suggesting additional training or coursework shows the employee that they are highly valued and that