Surviving Poor Management 10: High Turnover/Low Morale

This continues our series on how to survive poor management at work and grow

Bernard worked for the same nonprofit organization for more than 30 years. Several people began working for the same organization at the same time as Bernard. They grew close meeting at conferences and sharing best practices to improve the organization. The organization experienced multiple changes in division directorship in the last 5 years. Each new director requested a strategic analysis and redirection. The uncertainty, confusion, and frequent strategic changes affected the organization resulting in a 45% turnover of staff in 3 years.

Importance of Consistency and High Morale

Consistency and high morale engender

• Increased productivity because workers enjoy their work and get along as a long-established team
• Intrinsic motivation from high morale requires less external motivation
• Better efficiency and quality from an enthusiastic staff with esprit-de-corps
• Smoother processes by experienced staff with less glitches from inexperience

Consequences of High Turnover and Low Morale

Companies suffer when they have high turnover or low morale. Some of the consequences include:

• Lost time and money transitioning new employees into positions
• Lower production due to the inexperience of the new employees
• Reduced cohesiveness among the team because they hesitate to build short relationships
• Uncertainty experienced by other workers, and possibly clients and vendors
• Loss of corporate memory and culture
• Less loyalty to the organization, management, or co-workers
• Workers perform the minimum required, but are not inclined to give more
• Grumbling and complaining to co-workers on- or off-site distracts time and attention from productive work
• Less ownership of the organization’s success or failure

Compensating for High Turnover and Low Morale

You may compensate for the high turnover and low morale within the organization that results from poor management in several ways:

• Build relationships quickly, with the intent of staying in touch beyond current jobs
• Find your own internal motivation for the work in spite of poor management
• Mentor new employees so they adapt quickly and feel part of the organization
• Avoid griping, complaining, or listening to negativity from others

Wednesday we will discuss Toni Bowers article 10 Signs of Incompetent Management

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