Every industry will encounter demotivated employees at some time. You’ve undoubtedly seen it before; those who over time become less and less productive and not only does the individual’s performance suffer, but often the moods of their coworkers are dragged down with them.
To achieve that elusive place where all your team are fully engaged and firing on all cylinders is tough at the best of times, but what can you do when one of your team becomes very clearly disengaged?
Here are five simple steps that managers can take to motivate disengaged employees on their team:
1. Talk, then listen
Take time to talk to your unengaged employee. Take them for a coffee and give them the opportunity to talk. The key here is to really listen to their concerns. Empathising with their troubles is the first step to encourage them to feel motivated again, and even if you can’t solve all their issues, having a manager that understands will go a very long way to making them feel valued.
2. Offer flexibility
Although an annual bonus is always welcome, you don’t need to dig deep into your budgets to motivate your team. If you’ve not already considered it, think about offering a flexible work schedule, or enable remote home working. Employees who have more control over their time are happier and more productive, and studies prove that they’ll work harder if for no other reason than they don’t want to lose their enviable working situation.
3. Keep in touch with company news
Keep the rumour mill at bay by being open and transparent about coming business changes, challenges and opportunities. Being upfront will prevent misinformation spreading and will enable your employees to feel involved and part of the team.
4. Be clear on expectations, and review regularly
If a disengaged employee isn’t clear about their performance and what value it is to the company, it’s easy to see why they could feel demotivated.
Set clear expectations and link them directly to your overall business plan. Make sure you review regularly, focussing on the positives during reviews and tell them how crucial they are to the overall team performance.
5. Invest in career development
To motivate your employees, make development a top priority by supporting them to learn new skills. Utilise those in your organisation with more experience by offering them as a mentor.