Lower Morale and Reduce Productivity

1st September, 2011 - Posted by L. John Mason -

The basics in a management training program require that there is an understanding that managers can increase productivity by learning to increase morale. Reduced morale can lead to higher turnover (which is expensive,) sabotage, increased health challenges for employees, and an overall reduction in customer service (and sales.) “Old school” managers still try to manage by intimidation and threats to job security but the long term productivity results seem to be reduced due to internal sabotage or reductions in performance. A stressed out staff is more likely to show signs of “burn-out” if managers unnecessarily increase stress and pressure. Frustrated managers who take their anger and stress out on their employees do not get long term cooperation, reliable support, or loyalty from their staff. When there is a re-ocurring pattern of disrespect to employees, managers often create situations that reduce morale and lower productivity by other staff.

Employees are not stupid, in most cases, and a pattern of management disrespect or abuse will not have a long-term positive result. People will learn that they do not want to work in work environments that are made more difficult by abusive managers and poor leadership. Hey, this is NOT SOME NEW INFORMATION. Our current financial environment has people feeling insecure and stressed. It is NOT the time to “kick them when their down” as some management seems to do. It is a good time to build support and mutual trust. Aside from business, it is also a time to be supportive of other people, especially employees, which can allow you to feel good just like when you can afford to make a donation to a deserving organization which helps with disaster relief. Yes, disaster relief begins at home with emotional support for the people you live around and WORK with. This is not “rocket science.” It is basic.

What would think if you heard about a non-profit, community, health service who does not pay their health care providers much more than the minimum wage AND then sets out to abuse these professionals by taking away benefits, and staff positions, and even replaces providers who are off work for cancer treatment? Does this sound like bully managers who can not expect loyalty from their under-paid staff? Does it sound like a situation that breeds “burn-out” and people looking to leave this organization? In this situation, I know that fellow providers are supporting one another, but the leadership and the managers are looking like bullies, and no one likes or supports a bully. As said before, the world is already stressful enough so we do not any more stress dumped upon us. Especially, we should not hire lawyers who work for the CEO’s who pretend to care for employees and say that they are saving the organization money by taking benefits from their poorly paid employees.

On the opposite side of this situation, their are leaders who attempt to keep their employees working to save jobs when things are slow. They may even reduce management costs, executive bonuses, and dividend payment to keep loyal employees working. They do ship jobs overseas or out-source work to save money, when quality can be lost. There are even some organizations and executives who do not fight paying their fare share of taxes so that services that are required by our society can be funded, like schools/education. Sure I sound naive but “doing the right thing” is NOT negotiable, it has to be done or we are threatening to slip further into the role of being a 2nd rate world power with a reputation for being morally bankrupt and a greed driven culture.

It is time to step up to the plate and look out for each other as if we were all working to survive a natural disaster. In this case, though many do not take responsibility for their roles in it, we are in a man-made financial disaster.