How to raise employee morale in HE: 5 data-led strategies

A quick insight: Employee morale in higher education is shaped by workload pressure, recognition, leadership behaviour and a sense of belonging. When morale dips, motivation, wellbeing and performance quickly follow. Improving morale relies on listening to staff concerns, showing appreciation, supporting autonomy and creating conditions where people feel valued, supported and connected to the institution’s purpose.

Morale matters. For Higher Education Institutions (HEIs), retaining skilled employees and maintaining a positive working environment is becoming increasingly difficult — and morale is often at the heart of the issue.

While working in HE can be deeply rewarding, data from our extensive experience with over 75 UK universities shows that in many universities, employees are feeling undervalued, overworked and disconnected from senior leadership. These feelings contribute directly to a morale problem that, if left unaddressed, leads to retention issues and a disengaged workforce. According to our own benchmark data, only 69% of HE employees agree that they would like to still be working at their HEI in two years’ time. 

The question is, how to raise employee morale in a way that makes a meaningful difference?

Our research has identified five evidence-based strategies HEIs can implement to lift morale across their institutions. Each is grounded in feedback and data collected from real employees in the sector. When implemented well, these actions don’t just lift morale — they improve performance, increase retention and shape a better employee experience overall.

Related: New data reveals why people love working in higher education

1. Take time to make employees feel valued

Our data shows that only 59% of HE employees feel valued and recognised for the work they do. That means nearly half are putting in long hours and going above and beyond without receiving acknowledgment in return. The result? Lower morale, disengagement and eventual attrition.

Recognition is a powerful driver of motivation. Harvard Business Review highlights that employees who feel appreciated are more committed and productive. Yet in HE, recognition often gets overlooked.

To raise employee morale, start by building a culture of appreciation. This doesn’t require grand gestures — consistent, personalised recognition can go a long way. Encourage managers to understand how individual employees prefer to be recognised, whether it’s public praise, private feedback or opportunities for development.

Learning and career growth opportunities are another highly valued form of recognition. Linking these to personal goals gives employees a stronger sense of purpose. Several of our HEI partners have also created peer-nominated awards linked to organisational values — a simple way to celebrate wins and develop mutual appreciation.

Equally important is regular feedback. Frequent one-on-one meetings help managers understand what’s working and where support is needed. A lack of feedback is often perceived as indifference, which can seriously damage morale.

Related: 12 Ways unis are improving wellbeing in higher education

2. Avoid the burdens and pressures of unreasonable workloads

Only 55% of employees in HE believe their workload is manageable. That statistic speaks volumes. Unfilled vacancies, excessive bureaucracy and increasing administrative demands are stretching employees thin. Over time, this leads to stress, burnout and, ultimately, resignation.

For HEIs looking to improve employee wellbeing and morale, tackling workload concerns head-on is a must.

Open and honest conversations are key. Managers should be encouraged to check in regularly with employees about how they’re coping, and whether expectations are realistic. SMART goals can help strike the balance between being stretching and achievable.

Where possible, redistribute tasks or reconsider project timelines. It’s also important to listen to concerns about workloads — and act on them. Employees are more likely to stay engaged if they feel their institution is trying to support them, not simply squeeze more out of them.

Introducing an open-door policy helps too. If employees feel overwhelmed, they should know where to turn for help — without judgement.

Related: Check out the five biggest workplace challenges facing academics in HE, according to our data

3. Prioritise improving connection to senior leadership

Only 46% of HE employees believe senior leaders are open and approachable.

Too often, leadership is viewed as distant, top-down and out of touch. This perception feeds frustration and discontent, especially when employees feel excluded from decisions that affect them directly.

How to raise employee morale in this context? Start with better communication. Leadership visibility, approachability and transparency make a difference. Employees want to know what’s happening, why it’s happening, and how they can contribute. They also want to feel that their voices matter.

One useful tool is 360 feedback. By inviting input from employees, HEIs can gain insight into how leaders are perceived and where improvements can be made. From there, leadership development can be tailored to address specific gaps in communication and management style.

Clear communication around institutional goals and performance is equally important. Currently, only 35% of HE employees feel they understand how well their institution is doing against its objectives. This lack of clarity fuels uncertainty and disengagement. Sharing regular updates helps create a sense of shared purpose — something that’s essential for building morale.

4. Incorporate a listening strategy and staff survey

Employees want to be heard — not occasionally, but consistently. They want their experiences, ideas and frustrations to be taken seriously. The most effective way to do this is by embedding a formal listening strategy that includes regular employee surveys.

Conducting employee surveys allows HEIs to gather honest feedback on morale, workloads, leadership and more. It’s an essential first step in identifying what’s working and what’s not.

At People Insight, we’ve worked with 77 HE institutions and hold sector-specific benchmark data. This allows you to see how your organisation compares to others — including Russell Group and post-1992 universities. That kind of insight is powerful. It helps HEIs pinpoint exactly where change is needed.

But staff surveys only work when they’re part of a wider strategy. The act of listening alone won’t improve morale. What matters is what happens next.

5. Enact meaningful change

Many employees within HE believe that nothing will happen after they complete a survey. Only 40% feel confident that feedback will lead to action. This scepticism erodes trust and damages morale further.

If you’re wondering how to raise employee morale, this might be the most important point of all: show that you’re acting on what you hear. Don’t overpromise — focus on a few key actions that matter and communicate progress regularly.

Involve employees in the process. Invite them to help shape the solutions to the challenges they’ve raised. This makes the process collaborative, not transactional.

Our HR consultants at People Insight help HEIs turn survey data into action. We work closely with institutions to design practical, impactful steps that not only respond to feedback, but actively improve the experience of working in HE.

When employees see positive change driven by their input, trust grows — and so does morale.

Understanding how to raise employee morale isn’t just about adopting new initiatives. It’s about building a culture where people feel heard, respected and supported. Listening to your employees — and acting on what you learn — is one of the most powerful ways to achieve this.

Want to know how your employees really feel? Discover how our higher education staff surveys can help your HEI raise morale, increase engagement and retain your most valuable people. Get in touch with us to start a conversation today.