Your subordinate feels undervalued by their manager. How can you turn the situation around and boost morale?

Boosting morale of a subordinate who feel undervalued is crucial because it directly impacts the productivity, engagement and overall well-being of employees Start by listening to their side of the story with understanding and ensure that you validate their feelings. Then provide constructive feedback which acknowledges their contributions and positive impact on the team but also discuss areas of improvement. Make sure to then find opportunities to recognize their efforts publicly, whether in team meetings, emails or a private thank you. Promote open communication in the team to promote a culture where team members recognize each other’s efforts. Also you need to make further changes based on the feedback received and ongoing observations.

Arrange a private meeting with the subordinate to understand their concerns. Create a safe space where they feel comfortable sharing their feelings and frustrations.Pay close attention to what they say without interrupting. Use active listening techniques such as nodding, summarizing their points, and asking clarifying questions to ensure you fully understand their perspective.

When a subordinate feels undervalued by their manager, the first step to turning the situation around and boosting morale is to listen actively. Invite the employee for a private conversation where they can freely express their concerns and feelings. As you listen, focus on understanding their perspective without interrupting or making judgments.

A lot of times, subordinates feel that their work is being overlooked or not acknowledged by their superiors. Validation from peers is an important sociological as well as psychological phenomenon. What we can do is - a) have one on one meetings to talk about their work and contribution, b) have team meetings in which each member's good work is pointed out and then specific star contributors are singled out for performing well, c) ensure, when you receive credit for a job done well, you pass on the credit to your team too, d) give recognition in the form of gift vouchers, medals, featured on the wall of the office, etc, e) Have a virtual or physical wall where employees write good things about fellow employees anonymously.

During your discussion, acknowledge their hard work and specific achievements. Highlight how their efforts have positively impacted the team or the organization.Verbally thank them for their dedication and hard work. Let them know that their contributions are valued and make a difference.

Acknowledging efforts is key to turning around a situation where a subordinate feels undervalued. Once you've listened to their concerns, make it a priority to recognize and celebrate their contributions. Publicly or privately highlight their achievements and the impact of their work, ensuring that your recognition is specific and genuine.

Provide specific, actionable feedback on their performance. Focus on both strengths and areas for improvement, and ensure your feedback is balanced and fair.Outline clear steps for their professional growth and discuss how they can improve in areas where they feel undervalued.

Providing feedback effectively is crucial for addressing feelings of being undervalued and boosting morale. After acknowledging the employee's efforts, offer constructive feedback that highlights their strengths and areas for improvement. Ensure that your feedback is specific, objective, and actionable. Focus on positive aspects first to build confidence, then address any areas where they can grow, providing clear guidance on how to improve.

Give them a role in decisions that affect their work. This shows trust and gives them a sense of ownership.Support their ideas and initiatives. Allow them to take the lead on projects or tasks where they can showcase their skills and capabilities.

Provide opportunities for training or skills development that align with their career goals. This can include workshops, seminars, or courses.Discuss potential career paths within the organization and outline steps they can take to achieve their professional aspirations.

Schedule regular follow-up meetings to monitor their progress and maintain open lines of communication. This ensures they feel continuously supported.Regularly acknowledge their efforts and provide feedback consistently, not just during times of dissatisfaction.