Implementing a staff engagement programme is always important—and absolutely essential during periods of low employee morale. Periods when things feel unsettled can seem like the worst time to be asking people how they’re feeling. There can even be an instinct to hold back—to wait until things feel more positive before launching a survey or starting a new initiative, but it’s precisely during those challenging periods that listening matters most.

Low morale can stem from a range of causes including change, uncertainty, or a lack of communication within a business. Morale is also impacted by external pressures: economic instability, cost-of-living challenges, or events affecting employees outside of work. Even when these factors are out of your organisation’s control, they still influence how people feel and perform at work. 

When morale is low, creating the right conditions for staff engagement becomes harder, but also more meaningful. In such instances, creating space for honesty, showing people, they’re heard, and being willing to act on the results will invariably deliver the most impactful results.  

In uncertain times, how you introduce and deliver an engagement programme matters just as much as what you do – perhaps even more so. When staff are already feeling disillusioned or wary, even well-intentioned efforts can be misread if they’re poorly timed or insensitively delivered. 

At the Best Employers launch event in March, Susannah Clements, former Chief People Officer at Anglian Water described a situation where an organisation, coming off the back of a tough financial period, tried to boost engagement by leaving “thank you” notes on every chair at a staff update session. The gesture might have worked—until the CEO took to the stage and asked employees to write their cost-cutting ideas on the back of those same notes. In this instance an opportunity to show genuine appreciation ended up missing the mark at a time when sensitivity was needed most. 

Engaging your team doesn’t mean ignoring the challenges but instead facing them head-on. When morale is low, it can be tempting to pause or delay these conversations, but often that’s when they’re needed most.  

Handled well, an engagement programme isn’t just a box to tick or a quick fix. It can be a turning point. A moment to reconnect, reset, and move forward with a stronger sense of shared purpose. 

If you’re ready to start your employee engagement journey, the Best Employers programme offers a great framework to support you. From gathering meaningful feedback to helping shape a culture people want to be part of, it’s designed to guide organisations through exactly this kind of work—especially when it matters most. 

We're offering Best Employers breakfast sessions which are designed specifically for clients who have signed up or are considering taking part in Best Employers and may need support or have questions about the process. The sessions will explore more information on this year's programme, share key findings, success stories and best practices. 

Looking to take part?

To find out more information on how to take part, get in touch on events@prs.uk.com. We have multiple sessions running in Suffolk and Essex until June 2025.