Public Sector Managers Report Low Morale In The Workplace

Morale at work is lowest in the public sector, according to research* by Roffey Park, the management institute. The research looked at a number of themes surrounding how managers from across the public, private and not-for-profit sectors view motivation and commitment within their organisation.

It was found that nearly 40% of managers in the public sector believe morale was low in their organisation. This compares to the private sector in which only 16% claim their company had low morale and 6% in the not-for-profit sector.. Additionally, the survey revealed that the not-for-profit sector had the largest number of respondents citing high morale, with around 30% stating this was the case.

Emma Stirling, co-author of Roffey Park's Management Agenda 2007 said: ìMaintaining high levels of morale is important within organisations in order to retain and get the most from employees. Low morale can be a result of many factors, including lack of motivation, poor management and stress. As part of their leadership role, it is important that leaders look at how they can boost morale and maintain a happy and productive workforce.î

Meanwhile when asked about work motivators, it was not financial rewards and perks that came top of the list, but ëmaking a differenceí. 86% cited this as a motivating factor at work. This was followed by personal achievement (75%), enjoyment of the job (75%), challenges (69%) and recognition by others (69%).

Bureaucracy was considered to be the main de-motivator in the workplace, as identified by half of respondents. Poor management was rated second, which reinforces that managers have a key role to play in motivating individuals in the workplace. Over a third of respondents also indicated lack of recognition and lack of time to achieve workload as key de-motivators.

Encouragingly, when asked on their current attitude towards their organisation, the majority of managers say they are committed ñ with 88% saying they are willing to go the extra mile. A high percentage also feel trusted (85%), are proud to be part of their organisation (81%), feel loyal (78%) and feel appropriately rewarded (64%).

Emma Stirling continues; ìItís great to see that so many people have a positive attitude towards their organisation, but this can quickly change if an employee becomes de-motivated. With bureaucracy being the key de-motivational source, it is vital that leaders ensure that activities are transparent and that they recognise and act on staff pressures.î

Roffey Park offers a number of management programmes aimed at helping managers understand their role and how to achieve results with and through others. Programmes include Managing Strategy and Change, The Art of Facilitation and The New Manager.

* Research conducted amongst 490 managers in the UK for the Roffey Park Management Agenda 2007.