The top solution to low morale on your board

Morale is an emotional issue.

Merriam-Webster defines morale as “The mental and emotional condition (as of enthusiasm, confidence, or loyalty) of an individual or group with regard to the function or tasks at hand. A sense of common purpose with respect to a group.”

There are all kinds of reasons why board members don’t perform to their potential or lack enthusiasm for their work. This is a big topic and takes intention, time, skill, and focus.

This post is addressing one small aspect of developing your board members. It will help you diagnose the issue and offer ideas on how to increase energy and a desire to engage more fully.

In a nutshell, high morale is present when board members feel they belong; that other board members work just as hard as they do; and board and staff leadership cares about them.

Causes of Low Morale.

An English Setter looking sad and bored in a rainy day

1.  Unhappy In Their Present Position – The board member may like the role they are in, but they feel they are underutilized. Or perhaps they want a more intellectually stimulating role.

2.  No Clarity in Expectations – Board members want to know what is expected of them. They can’t meet expectations if they don’t know what they are.

3.  Lack of Appreciation – Board members need to feel there is a connection between themselves and management. That they share a common purpose and common goals.

They need to know that management knows who they are and appreciates them.

The top solution to low morale on your board

IN A WORD:  CONNECTION

One way to connect is to spend time with them. Meet 1-1 at least once per year. And please don’t view it as drudgery. Any of us can smell that a mile away.

You can leverage that by simply checking in to see how they are doing 6 months later. You must be sincere about this. See if there are any issues they are having that you can help with.

Throwing a pizza party may raise morale for a day, but it does not address the issues. No type of “feel good” activity alone will solve this problem.

When morale is low, board members may not express it but they are waiting on management or board leadership to solve the problem. Too often ED’s or board chairs are busy and don’t take the time to engage. It’s worth making it a priority.

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Remember morale is an emotional issue. Board members (and all volunteers) need to know their work is appreciated. They want to have the sense that they belong and have the respect of their peers and management.

When people feel that they are a valuable and worthy member of the team, you’ll be on the road to having a high performing board.

Here are a few ways to do this.

Recognize

Never miss an opportunity to recognize when someone has done good work. Even a simple “Thank You” when they complete a task will help them see their work is appreciated.

I don’t know about you, but I LOVE it when I get recognized publicly for about anything.

Challenge

The drudgery of doing the same thing, month after month, year after year can cause a good board member to suffer low morale over time. It’s boring. While they may be filling a vital role they probably will appreciate a new challenge or task.

You can find that out when you check in on them.

Practice intentional leadership

This gets missed a lot by nonprofits and it’s a shame. Try taking an active role in their leadership development. That gives them an opportunity to advance themselves, their career, and your organization at the same time. Bingo. A triple win.

Offer them board leadership training (and pay for it) based on their role, or teach them new skills. Sit down and talk with them about their path as a leadership volunteer – yes, even outside of your nonprofit. Do it for yourself too. 

This shows you care and are willing to help them. You’ll end up with a more skilled board member who is confident about their abilities and their value to the organization.

Bottom line

  • Take steps to directly connect with them. Let them know that you value who they are, the work that they do, and that you are always there to help them.
  • Recognize when they do good work, preferably in a public way. A simple “Thank You” for a job well done is recognition that you appreciate their work.
  • Help them develop their leadership skills. A triple win!

Board members (and employees) need to know their work has a purpose, is appreciated, and that both management and the organization value them.

How can you let your board members know that their work has purpose?

 

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