How to Identify Demotivated Team Members & Actionable Motivational Tips
Throughout a career, even the best team members will have dips in their motivation. While there are ways to improve motivation in the workplace, it isn’t always easy to spot, leading to prolonged periods of low motivation, which can be dire.
The longer an employee feels demotivated, the worse the consequences could be. At first, it might be a slight drop in motivation, but it could lead to an employee looking for other work – an entirely avoidable situation.
In this blog, we’ll take a look at how to identify demotivated team members and also provide actionable tips you can employ to ensure that they don’t stay this way for too long.
Quick links
- Why motivating employees is important
- Causes of employee disengagement
- Manager tips for motivating employees
Why motivating employees is important
Employees who are supported, appreciated, and motivated take pride in their work. They’re driven to take on their duties with enthusiasm, be more productive and are happy to work with others for the good of the team and the company.
What’s more, a workforce populated by driven individuals leads to lower levels of absenteeism and staff turnover, improving the company’s reputation in the process.
Unmotivated employees can, however, negatively affect things on both company-wide and individual levels. A withdrawn, indifferent employee will spend less time on their duties, look for distractions elsewhere, and feel less satisfied during their time at work.
And this low level of motivation in just one employee could well have a domino effect on others. When an entire team becomes less enthusiastic about their work, the company could falter as a result.
By taking notice of unmotivated employees, you can avoid the knock-on effect and ensure that motivation stays high.
Causes of employee disengagement
Lack of professional development
Whether it’s improving their skillset, landing a promotion or securing a pay increase in their current role – even the most dedicated team members are driven by personal goals. Employees who don’t see any opportunities to upskill or progress in their careers are likely to lose their drive.
What to do about it
To address a lack of professional development, you can arrange regular 1-2-1s that will address the problem head-on. Ask for your team member’s input on how they’d like to develop and then give them actionable, realistic steps in order to support them via training and filling skills gaps.
Micromanagement
We’ve all had that manager who’s constantly looking over our shoulder, checking our work and more often than not, holding us back from making real progress.
But micromanagement isn’t just annoying – it strips employees of their autonomy, confidence and drive. It can also stifle commercial growth because staff are less likely to develop new ideas when they’re constantly putting work on hold to wait for authorisation.
What to do about it
Micromanaging can be avoided by setting personalised, actionable goals for each team member, with each team member’s goals feeding into the broader team goal. Using the SMART framework is an efficient way to align your team and improve motivation.
Poor work-life balance
Providing your recruitment process is transparent, each person on your team knows what they are committing to when they accept their role. But circumstances change, and someone who was a contented employee last year might now be struggling to balance work with their personal life. Having a child, caring for a relative, or even finding a new hobby can all cause priorities to shift.
What to do about it
Use your one-to-one meeting to find out what the problem is. Remember to be compassionate; there could be sensitive circumstances at the root of the issue. Take time to raise your concerns, ask them about their work-life balance and find out what you can do to help. For example:
- Can you offer flexible working?
Staff who are trying to juggle working hours around childcare may benefit from flexible working hours. You could even negotiate them working a half-day once a week.
- Could this person work remotely?
Remote working can be especially helpful for a team member who lacks downtime due to a long commute or family commitments. Consider giving them the option to join meetings via video call to reduce travel time.
Unmanageable workload
Employees who are consistently overwhelmed at work are more likely to experience stress and anxiety, and lack a sense of achievement through their work because of an ever-growing to-do list.
What to do about it
- Have visibility of team workloads
A stand-up meeting at the start of each week gives every member of the team a chance to ask for help or guidance. Once the meeting has concluded, managers can stay on top of workloads through the use of productivity apps like Trello, Basecamp, or Asana to monitor tasks without creating extra work. This will also give the team increased awareness of each other’s workloads.
- Take steps to reduce workplace stress
Reducing workplace stress isn’t just about reducing workloads; it’s about creating a culture that doesn’t pile unnecessary stress onto colleagues. Encourage team members to say no to tasks when they’re already swamped, to take their breaks, and to enjoy their downtime outside of work.
Feeling detached from the ‘big picture’
Employees who feel like a ‘cog in the machine’ or don’t have a sense of your company’s long-term goals can lose their drive because they lack a sense of purpose in their work.
What to do about it
Asking your team for their input on some of the “big” decisions can promote a culture of honesty, improve their sense of appreciation, and ultimately benefit the business by offering solutions that hadn’t been thought of before.
Manager tips for motivating employees
If you want your employees to engage with their work and become more motivated, there are all sorts of things you can do to boost their energy levels. Some of these methods share common ground with the theories later in this piece, but generally, you’d do well to incorporate the below into your management style if you haven’t already.
Acknowledge your team’s achievements
Giving credit where it’s due plays a big part in keeping employees motivated. Whether it was for completing a lengthy task or a personal achievement, recognising their efforts creates meaning and fulfilment for employees. Be sure to let them know when they’ve gone above and beyond whenever you can.
Reward good work
Encouragement in the form of rewards and incentives goes a long way too. When employees know they can get something in return for their hard work, they’re more likely to go the extra mile and perform at a higher level.
Keep communication lines open
When employees feel like they’re shut off from their manager, it’s easy for them to disengage. Make it a point to check in with your team, share concerns and ideas with them, and listen to any objections they might have. They’ll appreciate the time you’ve set aside.
Establish a shared goal
A team that understands what they’re working towards is a team that’s more inclined to work hard. Your company should have a vision and plan at both a corporate and individual level.
Once this has been established, be sure to emphasise these company goals to your team. When a company and team know what they are doing, it can be a natural motivator.
Set a strong example
Remember: you’re the manager for a reason. You can inspire and empower those under your charge, so make sure you’re leading by example. When a manager walks the walk, their team is more likely to follow in their tracks.
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