To establish credibility and turn around a team with low morale, start by actively listening to team members. Hold one-on-one meetings to understand their concerns and aspirations. Acknowledge their feelings and frustrations, showing empathy and validating their experiences. Next, set clear expectations and communicate a shared vision for the team's future. Celebrate small wins to build momentum and highlight progress, reinforcing a positive atmosphere. Additionally, demonstrate transparency in your decision-making process, ensuring team members feel informed and included. Over time, by showing genuine care for their well-being and professional growth, you can cultivate a motivated and engaged team environment.

Show up as a leader who listens. When morale is low, the last thing the team needs is more talking at them, start by asking questions and really understanding their challenges. Empathy goes a long way in building credibility. From there, be transparent about your vision and set clear, achievable goals to create small wins that build momentum. And remember, trust isn’t earned overnight, it’s a series of consistent actions. Lead by example, celebrate their progress, and, before you know it, you’ll be steering a ship that’s not just afloat, but thriving.

Feedback shouldn’t just point out areas for improvement—it should also highlight strengths and superpowers. Striking that balance helps people see what’s working while understanding where there’s room to grow.

Na minha experiência, o primeiro passo é dedicar tempo para ouvir ativamente cada membro da equipe para entender as frustrações e identificar as causas da desmotivação. A partir disso, construir um ambiente de confiança por meio de ações consistentes e transparentes, mostrando que os problemas identificados serão tratados. A credibilidade vem da entrega de resultados, mas também da proximidade e do apoio contínuo. Pequenas vitórias iniciais ajudam a mostrar que a mudança é possível, enquanto a comunicação aberta e o reconhecimento dos esforços individuais revitalizam a motivação da equipe. Ao priorizar a clareza nas expectativas e valorizar cada contribuição, a transformação do clima da equipe acontece de forma gradual e sustentável.

Turning around low team morale starts with establishing credibility through transparency, active listening, and decisive action. Research shows only 15% of employees are engaged at work, impacting performance. Leaders should be honest about challenges, actively seek feedback, and set clear, achievable goals to rebuild confidence, as noted by leadership experts like John Kotter and Simon Sinek. By modeling resilience and accountability, leaders can foster trust, motivate their teams, and drive lasting change, transforming low morale into high performance.

When the team morale is low, you must find out why this is the case. Is it because: 1. Their views & voices were brushed aside? That they were made to feel small? You now create & develop a psychologically safe environment for all of them to speak up. Assure them there is no stupid question. Don't ignore the quieter ones & give equal chance for everyone's voices to be heard. 2. They didn't feel their contribution & hard work was appreciated? You now inculcate reward & recognition for mini successes + for trying (even if failed). Teach them to remove self-doubt. 3. They lack their sense of purpose & sense of belonging? You now show them how they can add value to the business, guide them to focus on continuous improvement. Be their beacon.

C'est un gros challenge, mais le plus important est d'aborder chaque journée avec un bon état d'esprit, tout en montrant l'exemple et en se montrant humain et en donnant du sens aux actions. Il ne faut pas hésiter à ouvrir le dialogue, à partager, à se rendre disponible et à appréhender chaque situation avec humilité et accessibilité. J'utilise personnellement ma passion pour mon métier comme moteur d'espoir et de vision. L'écoute est probablement l'action la plus importante à mettre en place.

Primeiramente é necessário ouvir ativamente cada membro da equipe individualmente para entender suas preocupações, frustrações e aspirações. Mostre empatia, isso ajuda a criar credibilidade. Seja transparente com a equipe e defina metas claras. é importante que sejam metas alcançáveis assim poderão ser comemoradas, aumentando o engajamento da equipe. A equipe deve sempre se manter informada das decisões do departamento. A transparência é essencial para que sintam parte do time. Também peça que o time opine quando puder, assim eles se sentirão motivados e importantes. A confiança será criada com o tempo, juntamente com a união do time e o engajamento dos integrantes.