Demotivation. It’s a slippery slope that leaders need to monitor to avoid negative outcomes that can impact the success of your team and your organization as a whole.

There can be a variety of reasons why employees get demotivated at work:
👎 Lack of recognition
👎 Lack of growth and development opportunities
👎 Poor communication
👎 Poor leadership
👎 Lack of autonomy
👎 Workplace stress

By understanding the reasons why employees may become demotivated, leaders can take steps to prevent demotivation and address it when it occurs. This can help to create a positive work environment that promotes productivity, engagement, and job satisfaction.

Here are some steps you can take to re-motivate your team members:
👍 Identify the cause of demotivation. Talk to your team members to understand their concerns and find out what is causing their lack of motivation.
👍 Communicate openly and honestly with your team members about their concerns. Address any issues directly and be transparent about the steps you are taking to address them.
👍 Provide regular feedback and recognition to your team members. This includes acknowledging their achievements, providing constructive feedback, and recognizing their contributions to the team.
👍 Provide opportunities for growth and development for your team members. This may include training, mentorship, or new project assignments that challenge them and help them grow in their roles.
👍 Foster a positive work environment that promotes collaboration, creativity, and mutual respect. Encourage your team members to share their ideas and provide opportunities for them to work together on projects.
👍 Set clear goals and expectations for your team members. This includes not only goals aligned to the organization but also in alignment with your team members’ career aspirations. This acknowledges your interest and investment in helping them grow beyond their current role, making their current efforts feel part of a larger career plan.

But in order to achieve any of the above, the most important thing leaders can do is …

Intentionally set time aside with your team members. In hybrid work, the idea of an open door policy to enable such conversations needs to be more implicit. As leaders, it’s therefore important to set aside this intentional time with your employees as it is your responsibility to invest in your people so that as an organization you can deliver results.