It is possible for any employee, regardless of their track record, to become apathetic or disillusioned at work. Often times, the trigger may have nothing to do with work; It's easy to get knocked off course when something unexpected happens in life. Common reasons include a death or illness in the family, financial stress, or other significant emotional or lifestyle changes, etc. Even without a significant life change, an employee who was formerly reliable and motivated could simply become bored or disillusioned with their current role. Common work-related reasons include:
- Unclear expectations for the role
- Burnout/fatigue from working too hard and long hours
- Loss of motivation due to lack of recognition or rewards
- Lack of engagement because they don't feel valued by their colleagues
- A change in circumstances, such as a new team leader or boss
- Unresolved conflict(s) with coworkers
- Confusion about responsibilities or division of responsibilities
- Feeling overwhelmed by workload and tasks
As a manager, watching a once great employee suddenly lose motivation can be particularly difficult. You know what the person is capable of and certainly want them to return to that level of effectiveness... but you also desperately need to a job to be done and to be done professionally. No time to waste!
Regardless of the trigger for apathy, it is important to create an open dialogue with the employee in order to identify and address issues they may be facing. Here are some suggestions on how to proceed.
Regardless of the trigger for apathy, it is important to create an open dialogue with the employee in order to identify and address issues they may be facing. The best way to do this depends a lot on the personality of the manager and employee, but in general:
It can be hard to approach these conversations, but an honest and sincere approach will work best. Something as simple as, "You've been a stellar coworker and I love working with you, but I feel like something is a little off... Want to take 15 min and chat about it?" may be enough to present an opening for the employee to sound-off. Ask good questions. Dig in when necessary. Try to spend most of the time listening and very little time offering any solutions.
Without being patronizing or pedantic, remind them of why they're a rockstar, where you've seen their success, and how their 'genius zone' is unique and valuable. Generally, an employee that is struggling to find their way may have lost sight of what makes them special or the confidence and perseverance that once made them great. A reminder of these attributes and achievements can help. Sometimes, that reminder is all they need to jumpstart success.
A single objective is a good place to start; Something that will work them back on track and, hopefully, an area where you can offer support and/or assistance. It should be representative of the change they want to see or make. Having a token goal will do no good; it's like sugar when what they need is food.
Small, incremental accomplishments with a specific purpose can help someone feel in control of their destiny once again.
Sometimes, there is no specific incident or change that caused a decline in motivation for your colleague. Apathy can grow from monotony. Relationships can wear on people over time. If the employee has mastered their relative domain, here are some potential strategies to inject challenge, learning, and growth into their work:
A simple change of pace will allow employees to gain insight into other areas of the company while still furthering their own personal development within their role. These types of opportunities can be transformative for learning and motivation.
Not everyone is looking for positive reinforcement. In fact, some employees are showered with praise but don't receive enough challenge. Commit to being that source of challenge. Having a confidant who is consistent in feedback can be a lifesaver for an employee seeking challenge.
Agree to active observation and advice on particular work or communication issues. It's a bit of slippery slope, depending on the situation, but offer to be a relatively objective third-party. If it's impossible to be objective, then offer to pull in someone that can be confidential and objective.
Feedback from a manager is different than feedback from a peer in the workplace. The manager's feedback is based on what they hear and observe, but it is not always in-line with day-to-day operations or the team's perspective. Encouraging feedback directly from peers can shine a light on a new growth opportunity in areas managerial feedback may not. Ensure you have the correct employee feedback tools and processes in place to facilitate this ongoing.
As a manager, you have an opportunity to craft rewards and incentives that are hyper-personalized. Rewards employees for meeting goals, taking on extra duties, or exhibiting exemplary behavior in ways that are not directly monetary, but tug on the heart strings. A creative reward system can help reignite enthusiasm and bring back a sense of purpose to the role.
Staying up-to-date on certifications, industry knowledge, and skills competency can help in greater understanding and satisfaction at work.
Probably could have started here. If you're asking good questions, hopefully you landed their naturally. Ask them what they need and see how they respond. It can save you a lot of effort in trying to figure it out on your own.
When good employees start to become disengaged, it is important for managers to take the right steps in order to restore motivation and energy. By isolating opportunities for growth, challenge, or learning; providing feedback from peers; creating rewards and incentives specific to individuals; offering additional training opportunities; and asking the employee what would make them feel more engaged or motivated, managers can help revitalize a formerly-motivated employee’s enthusiasm and commitment. With these actionable strategies, you can bring back purposeful work into your organization with minimal effort.
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