Resource Information for Supervisors & Managers
Strictly Classified
An Informational Bulletin Published by the Personnel Commission
Rejuvenating
Office Morale
As a new school year approaches, it is an excellent time to consider what you can do as a supervisor to improve employee morale. Although supervisors are not able to offer financial incentives in order to reward employees or boost morale, there are alternative ways to show appreciation and increase workplace satisfaction.
Low employee morale can result from changes in organizational structure and practices, lack of communication between management and staff, staff shortages, feeling unappreciated, negative attitudes amongst coworkers, and an uncomfortable work environment. Making a few changes in these areas will help to rejuvenate office morale.
Changes in Organizational Structure and Practices
Changes in organizational structure or practices in order to increase efficiency and reduce costs are often unavoidable, and in fact necessary components of improving services. Nevertheless, these types of changes can
create a great deal of stress amongst staff. In order to ensure a smooth transition to new a system it is important to communicate why the changes are being made and who the changes are going to effect. Employees
who are left out of the loop, may feel undervalued and insecure about future expectations from their supervisor
as well as job security. Additionally, it is essential to provide your staff with the training necessary to adapt to
the system. These simple measures will increase employee confidence and help to avoid feelings of confusion
and insecurity.
Staff Shortages
Staff shortages, whether due to an employee being out on leave or budget restrictions, can create a significant
amount of stress throughout an office. While sometimes these situations are unavoidable, there are steps a supervisor can take to let his/her employees know that their hard work is appreciated.
• If an employee is going to be out on leave for an extended period of time, fill his/her position with a temporary employee.
• If you are requiring an employee to perform duties that are at a higher level than his/her classification allows, submit a request for temporary work of out class in order to ensure that the employee is properly
compensated.
MEMBERS OF THE PERSONNEL COMMISSION
James A. Srott, Chair
August 2007
David Iwata
Calvin W. Hall, Ed.D.
Karen Martin, Personnel Director
(213) 891-2333
•
Demonstrate to the employee that you recognize his/her hard work by providing positive feedback, thanking the employee for their contributions, and initiating processes such temporary work out of class if appropriate.
Show Your Appreciation
Employees who feel valued by their supervisors are more likely to demonstrate loyalty to and continue employment with the District. Show your appreciation by praising employees who are focused, hard working,
and produce outstanding work. If a project was successfully accomplished, be sure to recognize all members
of the team that completed the task. Periodically, organize an office lunch or distribute thank you notes as a
way of acknowledging staff contributions. Encourage good employees to learn additional skills and seek promotional opportunities.
Communicate with Your Staff
Actively seek input from your staff. Determine if there is something that you can do as a supervisor to improve the functioning of the office or employee satisfaction. Make yourself available and approachable. It is
important that your employees know that they can contribute their ideas or share their concerns without fear of
retribution. One way to facilitate this process is to talk to your employees regularly in order to learn about
their personal goals and interests. Additionally, the annual performance evaluation should be used as a way to
communicate expectations, praise good performance, suggest areas that need improvement, as well as learn
about your employees’ future goals so that you can support them in their efforts.
Address Negative Behavior
Negativity at work can be contagious, and the troubling behavior of one employee can have office-wide repercussions. If an employee has a negative attitude, isn’t acting as a team player or fulfilling his/her responsibilities, it is important to address your concerns with that employee. Good employees who complete their assignments in a timely manner, have a positive attitude, and contribute to the team often feel unappreciated and
frustrated when their supervisors don’t properly address “problem” employees.
Offer a Pleasant Working Environment
Make sure your staff members have the tools they need to complete their assigned tasks safely and comfortably. Employees should have working and up-to-date office and safety equipment, as well as furniture. The air
conditioning and heating systems should be in good working order and set to a comfortable level. Employees
should also have adequate lighting to complete their work.