What are common symptoms of low morale, and how can leaders address them?

• A. Increased productivity and initiative.
• B. Decline in initiative, poor communication, and absenteeism; address with mentorship, recognition, workload balance, and open feedback.
• C. No symptoms of low morale.
• D. Only financial incentives matter.

Answer: (B)

Low morale shows up when a team starts pulling back—people show less initiative, communicate more poorly or less frequently, and absenteeism rises. These are practical indicators that the group isn’t fully engaged or supported.

Leaders can address these signs by focusing on the people side of work. Mentorship helps individuals feel guided and valued, which can renew motivation. Recognizing and rewarding effort reinforces positive behavior and demonstrates that contributions matter. Balancing workload prevents burnout and shows respect for team members’ limits. Keeping channels open for feedback allows concerns to be aired and resolved before they fester, helping people feel heard and involved.

Seeing options that describe increased productivity or no symptoms would align with high morale or no issues, not low morale. And suggesting that only financial incentives matter ignores the broader, everyday factors that influence how connected and capable a team feels.