Business leaders face a critical challenge as 81% of organizations report low employee morale, with 27% of executives acknowledging that worker stress directly impacts productivity. New research from Celonis reveals that combating burnout requires personalized approaches rather than one-size-fits-all solutions, with successful managers focusing on recognition, engagement, and strategic direction to maintain team motivation during challenging periods.
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Personalized Leadership and Strategic Focus
Sacha Vaughan, chief supply chain officer at Joseph Joseph, emphasizes that effective morale management begins with understanding individual team members. “There’s no one-size-fits-all approach,” she told ZDNET. “Different things motivate and distract people.” Modern leadership requires directing attention toward long-term objectives rather than daily disruptions, helping teams maintain perspective during stressful periods.
Vaughan’s approach centers on creating clear connections between individual contributions and organizational goals. “Great managers say, ‘Here’s the line of sight to what we’re trying to achieve, here’s what you’re doing, look how critical your role is,’” she explained. This method builds morale by helping employees understand their value within larger initiatives. Regular celebration of achievements, though often considered cliché, remains crucial for maintaining momentum and recognizing team efforts.
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Leading by Example and Consistent Engagement
Fausto Fleites, vice president of data intelligence at ScottsMiracle-Gro, demonstrates that leadership commitment sets the tone for team performance. “I don’t expect everybody in my team to do what I do, because it’s hard,” he told ZDNET. “What I do for my team is that I expect high commitment, but I lead by example.” This approach creates a culture where team members feel supported rather than pressured.
Kenny Scott, data governance consultant at EDF Power Solutions, stresses the importance of consistent, structured engagement. “Success is about consistency,” he emphasized. Scott recommends scheduling monthly one-on-one conversations focused exclusively on employee development and wellbeing. The Gallup Q12 Meta-Analysis shows that organizations with high employee engagement experience 23% higher profitability, underscoring the business case for regular check-ins.
Proactive Support and Team Building
Dave Roberts, VP of environment health safety at The Heico Companies, advocates for proactive role alignment to prevent morale issues. “If you have people that can’t handle the positions, you need to get them into roles that are more fit for them,” he told ZDNET. This approach not only supports struggling employees but also protects overall team performance by ensuring everyone operates in positions that match their strengths.
Gro Kamfjord, head of data at Jotun, highlights the value of unconventional team-building activities. “I believe in doing things as a team,” she said, recommending activities like escape rooms that encourage collaboration outside normal expertise areas. Research from the American Psychological Association confirms that team-building exercises significantly improve communication and problem-solving capabilities. During critical projects, Kamfjord emphasizes the importance of project managers who maintain focus on progress and achievements, helping teams navigate challenging transitional phases.
Building Sustainable Morale Systems
The collective wisdom from these business leaders points toward systematic approaches rather than quick fixes. The McKinsey Global Institute identifies consistent recognition, growth opportunities, and workplace flexibility as key retention drivers. Organizations that implement structured engagement programs see 31% lower voluntary turnover according to SHRM research.
Effective morale management requires ongoing investment in leadership development and employee support systems. The Harvard Business Review recommends integrating wellbeing into core business operations rather than treating it as a separate initiative. Companies that prioritize comprehensive employee support programs report a return of $4 for every $1 invested in mental health treatment according to World Health Organization data.