How to identify and encourage again?

When a good employee starts to show a drop in performance, it’s time for managers to look at the motivation of the team. Of course, everyone can feel motivated by different factors – wages, benefits, career plan, colleagues, but dissatisfaction often starts with the employee and affects the whole team.

Constant shortcomings, malaise, bad behavior, conversations with other colleagues: all these can be signs of discontent, which often go unnoticed by the tide of companies in everyday life. But you have to be careful.

If this happens to your team, keep reading the text and learn how to resolve the situation by returning motivation to your employees and the entire company.

How to identify an unmotivated employee

Motivation is important for any team. Without an attractive work environment, employees become unhappy and, as a result, reduce productivity. Some signs can help in determining who acts without motivation: constant conflicts, indifference to activities, delays, absences and a drop in work quality are fundamental.

Before trying to restore employee motivation, it is important that those responsible know what caused this attitude. Demotivation can often begin between an employee and their leaders: lack of communication or aggressive communication, remote treatment, excessive criticism, lack of purpose, or feedback can be triggers.

In other cases, employee unhappiness may be caused by the company’s own structural problems: wages are incompatible with the market, lack of promotion or growth opportunities, unattainable goals, lack of recognition, little or no relationship between different sectors, overtime and unpleasant working environment.

How to turn this situation around

After determining who is unmotivated and what causes, it is time to act to change this picture. An unmotivated employee should feel important to the company and its team again. Maybe it’s time to create a fraternity between employees or present a new job project in which everyone is used, for example.

Remember that offering only a cash bonus is not always the best way out. Prefer to create daily satisfaction incentives like recognition of the best employee of the month, functional gifts, schedules for working gymnastics or afternoon coffee on Fridays.

Managing a team with different people and personalities is not an easy task, so check which relationship is best received by everyone.

Check out below some tips that can be used to change this pattern of discontent.

Give your team a voice

Attitude as simple as listening to your employees can be essential for a good everyday relationship. Every leader should strive to understand the situation of his associates. This shows that the company is concerned about the welfare of everyone. It can be through meetings, satisfaction surveys or private conversations, the main thing is to let the employee talk.

Welcoming your team, praising and talking about other non-work issues that also help make the environment more relaxed and friendly, and when the employee feels good, works better. It also encourages dialogue among colleagues themselves: much can be solved through informal conversation.

Don’t forget the feedback

We have already spoken here in the text about the problem of the lack of communication between the manager and the team, however, it is not to use the manager to hear and not convey any return. The worker is clearly discouraged when he does not know if his work is on the right track. The value of positives and a comment on what can be improved. Feedback should be an inspiration to employees.

Keep an eye on the tasks you want to complete, show interest in everyone’s work, and comment as much as possible on how you expect results to be achieved. With close monitoring, the team will feel more part of the project – it may be something that is lacking for everyone to feel motivated.

Set goals with the team

Before determining any purpose or purpose, gather your professionals and discuss what is possible or not. No one is better than the employees themselves to estimate how much they are capable of and what they can achieve. Decide yourself for AB goals that will only hinder your team.

However, during the process, set awards with employees. This creates a sreto evaluate the work, and everyone can leave the meeting more motivated. Use the creativity of your team too right now- all of a sudden, they like to get some kind of satisfaction you can’t even imagine as a parking space.

Appreciate the development of everyone

Do you want your team to develop, but you don’t know when it’s going to happen? Here’s a serious mistake. Don’t miss any of the improvements that the employee makes. It can be a new certification or a good result in the bills for the month, it is important to know how to recognize each effort.

It’s a moment to show that you care about your leaders and believe in the potential of each. To help, offer training, lectures or other programs that can lead them to further development.

Also try to invest in the structure of the company. Provide a warm, clean environment with well-functioning equipment, proper lighting – all this can lift the spirits of an unmotivated employee.

If he remains unhappy even after the improvements are implemented, perhaps the best way forward is to retire. Be sure to talk to the rest of the team later and clearly find out the reason for firing a colleague to prevent a new demotivation crisis from beginning.

In some cases, an unmotivated employee problem may be out of the company and still affect you. This is what happens to those who go through situations of illness in the family, bad financial phase, divorce and other things. If this is a scenario, it’s up to the company to know how to help an employee face the moment in the best possible way, minimizing the consequences.

If you want to discover a new HR system that is much simpler and more modern, please contact us now! We can help your company and your employees!

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