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What To Do When Employees Lose Their Motivation Completely?

Employees may be motivated for a variety of reasons and may not be able to meet your expectations. For example, they may be experiencing a personal problem or feel tired and unable to continue. 

Motivation , It is also possible that they are unaware of their decline in work. 

Either way, you as a manager need to be aware of how they affect the team. When dealing with them, you need to be kind and try to find the cause of their lack of motivation and find possible ways to get them back to work. Be patient with them; But if, in the end, your solutions do not work, it may be time to check the appropriateness of their role in the group.

 When a team member becomes unmotivated, he or she only does the minimum amount of work entrusted to him or her. In other cases, the person ignores important deadlines or spends time on more important projects, making excuses. 

But the question is, how should you, as a leader and manager, recognize such issues? And what is your solution to this problem? What if the problem is long-term? But what is the best way to make sure this lack of motivation does not affect other team members?

What do experts say about this problem?

Alice Boyes , a clinical psychologist and author of The Healthy Mind Toolkit, believes that there are numerous factors that motivate an employee. For example, one of the causes of this problem may be that they feel frustrated or complaining about something, or they may feel that they do not have enough expertise and are out of their field due to a job change. 

It could even be a personal matter. For example, they may be divorced or have just become parents and have trouble sleeping, all of which affect their performance. It is also possible that the person is not even aware of their own performance in doing things.

According to Allison Rimm , consultant and mentor and author of Joy of Strategy: A Business Plan for Life, for a variety of reasons, it is your job to find a way to support Find your employees. 

Alison believes that your goal (as a leader) is to find out what the root cause of the problem is and what you can do about it. Here are some solutions:

Expert opinion on reducing employee motivation

1) Collect documents

“To begin with, you need to be very clear about your employee’s motivation,” says Boyce. “Ask yourself, what requirements does this job require that this person does not have, and in what specific ways can this person negatively affect the organization?”

 “It’s also important to know how to get this information about a person,” Reem said. Did you directly notice that this person has low performance and efficiency while working or have you heard it from others? 

Do customers also complain about your employee performance? You can also look at the person’s timeline. Is this a recent problem or has it been low performance for a long time?

Answering these questions will help you find a solution to your employee problem. Rim adds: ‌ “You need data and information. Do not treat your employee in any way because of how he or she behaves in the group; “Unless you know with strong and sufficient evidence that his behavior has a negative effect on other members.”

In addition, consider what might be driving your employee to this motivation. You may know the different challenges of the organization; But be aware of the basic and private problems of people. Think about any team problems that might harm this person, given your company’s work culture. 

2) Get information about sources

Before discussing the matter with your employee, it is recommended that you be aware of your company’s organizational resources beforehand so that you can be prepared to deal with such situations. You need to consider processes and mechanisms for such issues and do not leave these temporary matters to a manager alone. 

Learn about available support systems, including employee assistance networks and health networks, human resource programs, and training courses. Have enough information to be prepared and be able to explore different solutions with your employee and come to a conclusion.

3) Be compassionate

Be kind when you need to have an honest conversation with your employee. “Show genuine concern and interest in dealing with your employee,” says Reem. You are not there to blame them or write a prescription for them. You are there to find out what the situation is.

 Let your employees know that you want to support them in the right and sincere way against anything that upsets them. Listen to them and empathize. Try to gain their trust with the goal that you care about their interests and solve their problems.

4) Offer them personal help

Once you are aware of this fundamental problem, you should work with the individual to find a treatment solution. Ask him out well if he is no longer absorbed in the connection. for example:

If the cause is personal stress, you need to be flexible. When an employee comes to you with a personal problem, you need to be gentle and cautious.

 For example, if an employee has a problem in their marital life or their parents have an illness and they are taking care of them,Empathize with him and be gentle. Ask them what is best for them – telecommuting? Compact hours? Or reduced responsibilities?

 And then plan for a specific period in this case. You should also let the rest of the team know that they respect his or her privacy. Ask your employee if he or she would like to share this issue with other team members on a limited basis. Also explain to him that informing others on the team allows them to spend more time with him. 

Communicate this to other people with the help and cooperation of each other and in appropriate ways.

Flexibility of stress reduction solutions in employees

If the lack of commitment is due to lack of skills, training is offered to that person. “Changes in the workload and the hiring and firing of employees in the company can cause even people who are normally hardworking and motivated to lose their morale and motivation, ” says Reem .

 They work hard; But they also have the feeling that they are preparing for failure. Therefore, this factor causes them to decrease. Ask your employee how changes in the workplace have affected his or her ability to do things. Maybe it’s because their skills, interests and abilities no longer match their responsibilities.

 In this case, you can help them with various training courses or individual counseling. You may also think about reassigning responsibilities in a way that makes better use of people’s strengths.

If the employee is tired, you need to be more creative in the workplace. “Find their goals and find out why they are unhappy,” says Boyce. Ask them how you can help them meet their expectations. 

Next you have to be very smart to satisfy their interests and offer a good solution. They may need constant skill development or a new project to work with energy. Think of ways to challenge your employee and expand their career horizons.

If the employee feels exhausted, check to see if his or her working conditions are reasonable and fair. “There is often a difference between what is formally expected of a job and what is actually expected, ” says Boyce .

 You might think that one is technically doing a good job of meeting the basic requirements; But it is also possible that the employee is worn out due to poor work habits. You may need to reconsider your expectations of him or her or provide a way to better understand how he or she is involved. “That person may need a new job or approach to make sure he or she gets credit for what he or she is doing.”

If the employee is unmotivated by the problem at work, be compassionate and kind to him or her . This is a common condition that employees because ” the relationship between the team hard together” without passion there. 

In addition to taking your employees’ complaints and grievances seriously, you need to consider the impact of their dismissal from the team. Reem suggests to a leader or manager who wants to help his or her employee that you tell your employee, “I understand you and I know how bad this can be. But your team members feel that you are far from the team and can no longer participate in the work. “It affects the morale and productivity of the whole team.”

 In other words, make it clear to your employee that I care about you; But other members of the team are important to me, and this behavior has a negative effect on others.

If the person is unaware of your behavior, be careful. One may not realize that one is behaving differently, which can be a bit of a problem.

 On the one hand, due to the ” limits of self-awareness”, the employee may be careless and forgetful and do not remember many things. Drawing attention to a change in their behavior can be alarming. 

On the other hand, the employee’s lack of knowledge about this behavior can indicate a deeper and more complex personal problem such as depression. Since there are not many scenarios for a manager to be aware of within the personal life of his employee, you will not have many options. Listen and offer to help each other solve the problem and provide the necessary support.

5) Be patient (to some extent, of course)

“Returning motivation to an unmotivated employee will not happen overnight, and unfortunately it may never happen,” says Boyce. He added: “There is no guarantee that they will return to normal just because they were motivated to talk to their employee. If the possible solutions you used did not work, it may be a sign that the position you have chosen is not suitable for the person. 

In these cases, explicitness is required. Explain the organization’s priorities to him and speak honestly about your concerns about his performance. Try to help each other come to the conclusion that this job is not suitable for the person. In good faith, you may suggest that you help them find a new job.

Principles to keep in mind

Do the following:

  • Think about what made this employee underestimate and ask yourself what are the requirements of this job that do not exist in this person?
  • Empathize and talk to your employees with real interest. Let them know that you sincerely want to support them.
  • Learn more about existing support systems, including health networks and employee support programs that can help your employee interact better and better.

But you should not:

  • Deal with your employee without solid evidence and show him that his behavior has a negative effect.
  • Be indifferent to job conditions and their requirements. Your employee may have suffered burnout due to poor work habits .
  • In bad situations, have a lot of patience and endure that state. When an employee becomes motivated, it may mean that the current role is not suitable for him. It may be time to let that person out of the job.