Morale is low when employees don’t care, attitudes are negative, and turnover is high. Resistance to change, low productivity and performance also can indicate a morale problem. The cause of these behaviors can be perplexing. Consider whether your staff is experiencing a “disconnect.” Is there clear and open communication in your organization? Is discipline consistently applied? Does change occur after enlisting employee feedback?

Morale can be built even in uncertain times by creating a sense of security. Starting with the basics, such as securing the work area and establishing security measures for your organization, will strengthen an employee’s sense of physical security. Security can also be established through open and honest communication. Uncertain times can make employees fear for their future. Be straight with them about what’s going on financially with your business. Tell them what you see for the future of the business. If you don’t, the grapevine may create an inaccurate business future.

Positive attitudes usually are infectious. If you as a manager are negative, you cannot expect morale to be good. You set the tone and, therefore, the spirit of your organization needs to be positive. When you do as Monty Python once said and “always look on the bright side of life,” employees will realize there is no room for negative comments or sarcasm. Negativity will also create fear among your staff because they will deduce that something must be wrong, and they may internalize those feelings.

Have you told your employees lately how they’re performing? Morale builds as communications increase. Employees have to know when they do things well...or not. If no performance feedback is regularly given to your staff, they will feel insecure, which will have a negative effect on morale. Even if the feedback is not positive, providing direction and support for behavior change will help.

Having strong relationships with staff members can build and maintain staff. Are you sensitive to your employees’ feelings? In some ways, they are like kids. They look to you and internalize your responses to them. Body language—vocal quality, facial expressions and physical actions—will show your staff how you feel about them. And learn to read their body language because morale can be evaluated based on an employee’s physical behaviors. Have conversations with staff “just because” as well.

Are you accessible? When your employees need assistance is your door open and are you helpful and friendly or are you impatient and irritated? When they approach you, do you give them your full attention? Negative responses to employees who need help will not be easily forgotten and will possibly breed bitterness and reduced morale.

Uncertain times may require changes to be made within your business environment. Unfortunately, change is hard for some employees and will certainly impact morale if not handled properly. When considering changes, it can be helpful to enlist employee feedback. Tell your staff the circumstances and ask them for ideas. If the suggestions aren’t feasible, explain why. Thank them for their ideas. Introduce change in a positive manner by explaining the benefits and invite your staff to ask questions about the changes.

Resolve conflict within your organization as soon as you are aware of it. Conflict can cause morale to fall, especially if it is allowed to fester. Dealing with issues will help employees feel like they are supported and recognize that you want a positive environment. Remember that conflict sometimes can come from a manager’s inability to make a decision. It is extremely frustrating to staff and will cause conflict if you sit on the fence on every issue.

During these changing times and unclear future, managers can build and maintain morale by following these suggestions and moving confidently ahead.

Libby Anderson is a human resource consultant and trainer. She can be reached at edahrsvcs@aol.com