If you have been in management for a while, you might have come across employees who are unmotivated to work. Also, there are some who might lack the interest to do their job.

Even before the COVID-19 pandemic, a lot of employees experienced fatigue and burnout. Now, it’s harder to feel connected with the entire team and keep them engaged as they work from home.

You might feel overwhelmed and intimidated by addressing these issues. However, productivity is often determined by proper emotional and mental health. They also contribute to good retention, engagement, and overall happiness.

No one expects their bosses to become therapists. However, as an employer, there are a few things you can do to motivate your team and keep them engaged even during the pandemic.

Understand The Problem

You might not be fully aware of the reason why an employee is performing poorly so don’t assume anything. If someone has checked out or is struggling, you need to ask them and take the time to understand the underlying concerns or issues.

It could be that they have a lot of workloads that are overwhelming. Also, they might have less workload such that they are not challenged. Your employee might also be unclear on their role and their expectations.

With the pandemic, someone might be having a hard time working from home especially with family or kids at home. They might not be in the right frame of mind to handle a pandemic and their job. Whatever it is, you need to be more understanding. A leave management system can help in managing staff that is approaching burnout, ensure that staff is taking their leave to give them a break.

Timing Is Everything

Don’t talk to your employees in a tangential way such as when you’re wrapping up a meeting or a related topic. You should create time and space to speak to your employees. Have a mental check-in time to have a one-on-one with your employees. Be flexible enough to have a two-way conversation such that your employee can open up without any limitations.

Be Specific And Empathetic

It doesn’t matter if you’re giving negative feedback or checking in, your employees are likely going to take it with a lot of skepticism. Start by sharing how results or projects could have been improved. Your employees should know that you care about them as a person and you want them to excel. Show your employees that you support them and are very much invested in their development. You should also share your expectations.

Move Forward Together

As you come up with the next steps, set out clear objectives and set necessary actions to meet such objectives. Find out if employees need extra training or any extra resources to help them perform better. Your employees will be empowered if they are given a chance to take ownership of their situation. They will get extra motivation to improve on their own.

Follow Up And Recognize Growth

Once you have created a plan, you should have a schedule in place to check in on the next steps. Recognize their improvement and reward them for it. For instance, they might have blocked out their calendar to finish tasks and avoid many emails. They might have also created consistent working hours to work on their mental health. Check on their progress and recognize it by sending notes or gift cards. Don’t forget to acknowledge their positive engagement.

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