Mark likes to say: “What gets measured, gets done.”
But few — if any — of the clients I’ve worked with over the past 15 years measure morale in any concerted or ongoing way.
I hope your organization proves my hunch wrong, but I think the non profit sectors has a morale measurement problem that we must fix.*
Keeping teams enthusiastic and engaged in their work is mission-critical. But how can we keep our teams motivated if we’re not tracking their overall satisfaction?
Here’s a very brief instrument you can use, right now, to measure your team’s morale. Benchmark it quarterly. AND BE PREPARED TO REPORT OUT AND ACT ON THE FEEDBACK YOU GET!
Thank you for taking part in our quarterly morale check! As always, your responses are anonymous and confidential and results will not be shared outside of the team.
1. For the following statements, please indicate on a scale of 1 to 7, how much you agree or disagree with each statement. If you completely agree with the statement, give it a 7. If you completely disagree with the statement, give it a 1. Or if you prefer, give a score somewhere in between.
- I trust the higher ups to make good decisions regarding me and my team’s work.
- I am enthusiastic about the work that I do for my team.
- I find the work that I do for my team has meaning and purpose.
- I am proud of the work that I do for my team.
- To me, the work that I do for my team is challenging.
- In my team, I feel bursting with energy.
- In my team, I quickly recover from setbacks.
2. Any recent experiences in particular that led to your choice of scores?
I want to be proven wrong here. If your organization measures morale and acts upon it, please share your insights in comments below!
* I also have a hunch that we have a serious morale problem. But how can you know unless you measure it?