Hidden cost of low morale on productivity

In Ghana’s ever-evolving economy, where institutions grapple with limited resources, increasing competition and technological change, one silent but significant factor affecting workplace efficiency is often overlooked: employee morale.

While managers track attendance, output and profitability, they sometimes miss the underlying emotional and psychological state of their workforce.

Yet, morale, the collective spirit, confidence and enthusiasm of employees, is a crucial driver of productivity. Low morale isn’t just a mood; it is a red flag.

Low morale effects

Low morale leads to a domino effect of negative outcomes.

Employees disengage from their duties, productivity wanes, and workplace relationships deteriorate. 

The lack of recognition leads to apathy among staff. Absenteeism increases, deadlines are missed, and institution’s public image suffers. Sometimes, employees feel undervalued and lose the drive to perform at their best.

Decline in work quality and efficiency: Employees who feel unappreciated often operate on autopilot.

Their commitment dwindles, errors increase and innovation stalls. 

In schools, for example, demotivated teachers are less likely to go the extra mile to engage students, affecting overall performance.

High turnover and absenteeism: Low morale often leads to job-hopping.

Talented employees leave, taking their skills with them.

This is evident in some Ghanaian hospitals where overworked and unappreciated nurses migrate to seek better opportunities, leaving a vacuum in service delivery.

Poor team dynamics: When morale drops, so does team spirit. Communication becomes strained and collaboration suffers.

In many government departments, inter-unit rivalries stem not from incompetence but from a lack of motivation and unclear recognition structures.

Resistance to change: Morale affects adaptability.

Demoralised employees resist new technologies or policy shifts, fearing more burden with little reward. Institutions then stagnate while competitors innovate.

What drives low morale?

• Lack of recognition: A “thank you” goes a long way. Yet, in many workplaces, employees’ efforts go unnoticed.

• Poor leadership: Authoritarian or absent leadership kills initiative.

• Inadequate compensation: Inflation has eroded the value of many salaries, yet pay scales remain stagnant.

• Limited growth opportunities: When staff feel there is no upward mobility, motivation dries up.

It is time for Ghanaian employers, both public and private, to shift focus. Investing in employee morale is not a luxury; it is a necessity.

Here’s how: 

• Cultivate transparent communication:  Create safe spaces for dialogue. Let employees feel heard.

• Recognise and reward performance: From ‘Employee of the Month’ awards to simple verbal praise, recognition fuels motivation.

• Empower professional growth: Fund workshops, allow study leave and promote based on merit.

• Foster work-life balance: Avoid burnout by setting realistic targets and respecting personal time.

• Lead with empathy: Leaders must model respect, humility and appreciation.

Call

As Ghana builds towards economic resilience and global competitiveness, it is imperative to harness the full potential of its workforce.

Productivity is not just about time spent at a desk; it is about passion, purpose and pride in one’s work.

Let us encourage a culture where morale matters.

Whether in government agencies, hospitals, classrooms or corporate offices, employees must feel that they are seen, heard, and valued.

Only then can we truly unlock the engine of productivity that drives sustainable development.

A motivated workforce is not a by-product of good policy; it is the foundation of lasting progress.

The writer is a communications/public relations professional.
E-mail: vickykuus536@gmail.com