How can you motivate a discouraged employee?

Ouvir com empatia é o primeiro passo para motivar um funcionário desanimado. Demonstre interesse genuíno, ouça sem julgar e faça perguntas para mostrar que você se importa. Isso ajuda o funcionário a se sentir ouvido e valorizado. Independente da empresa ou cargo, somos todos seres humanos com emoções. Portanto, necessitamos de empatia!

Demotivation happens with series of events and passing of time. To expect that the employee will speak heart out in one of the meeting is not going to lead to anywhere. Multiple sessions can be required and with effective listening as it leads to build trust . Trust is an important element to make an employee feel that he/she is being heard which can eventually bring things back on track.

I've seen people attempt to practice empathic listening only to sound like they are repeating a set of instructions they were given. Instead, ask yourself first if you really do care and be honest. If you don't, then consider not being a leader or dig deep inside to discover why you don't and see if that changes. Being authentic and coming from a place of truly caring is powerful and can't be replaced by any technique or set of questions.

In my opinion we need to to create a culture where employees can express their opinion freely without any fear. One of the reason peopke get demotivated is that there is no mechamism where he or she can voice their concerns. Creating a culture of trust and a mechanism to voice their concers goes a long way is avoiding such situations.

Discouragement i believe comes from the lack of a Purpose, a Goal, a Dream. A discouraged employee is one who doesn’t know why he is working in a specific job or on a specific task. A discouraged employee is one who doesn’t know what is in it for him/her or what he can achieve out of it. I believe it’s one of the Leaders main job roles is to understand their team members’ WHY, and align it with the corporate goals so both can benefit from the work gets done. And both are satisfied with the results.

A discuraged employee can be motivated in the following ways: 1. Giving them some responsibility that makes them feel that they still hold value and authority in the team. 2. Allocating work from the areas of liking of the employee that further reduces chances of mistakes and brings back the momentum for work. 3. By having a personal one on one session with the employee to chart their actionable targets for the coming quarter and mappig some practical ways to achieve those together with regular discussions on progress.

Aprender a ouvir com empatia é um desafio, porque antes de mais nada, precisamos aprender a criar um espaço de confiança para que nossa equipe nos procure, ou para seremos capazes de perceber um problema ou um comportamento diferente e para criarmos uma relação de confiança onde a pessoa se sinta confortável em expor a situação. E ouvir com empatia é aprender a não realizar julgamentos, o que não é uma tarefa fácil. É acolher e apoiar para que a pessoa encontre um caminho e sinta-se segura em percorrer por ele.

Absolutely, empathetic listening is key. When employees know they're being heard and their feelings matter, it can make a world of difference. It's the foundation for building trust and finding solutions to help them get back on track.

I have found that demotivated team members start blaming others and blaming the company for their lack of passion for their role. I try to make sure that they understand that the responsibility lies with them to manage their own destiny. Often asking them to imagine what they would say in an interview about this period where there performance has tanked helps them to see the longer term impact.

Emphasize that empathetic listening serves as a pivotal initial step in inspiring a disheartened employee. 🙏🏼 Demonstrating your understanding and genuine concern for their issues can strengthen your connection and ultimately aid them in rediscovering their motivation to conquer obstacles. To initiate this process, establish a secure and confidential environment that encourages open expression, free from disruptions.

Empathy is a crucial trait for leaders, but it can also be a double-edged sword. As empathetic leaders, we often take on our team's challenges as our own. But carrying that weight selflessly can hold us back, like wearing work boots to run a marathon! Effective leaders don't take on the discouragement of their people. Instead, they privately help the teammate unpack the issue, collaborate on possible solutions, empower and deploy the individual, and hold them accountable for change. In my experience, 1:1's can be an effective way to achieve this: 1. Unpack (What's holding this teammate back?) 2. Retool (What new behavior or mindset is needed?) 3. Release (How will this conversation be used?)

Identificar uma causa raiz requer aprender a olhar além das palavras. Ter a capacidade de perceber comportamentos. Nem sempre as pessoas conseguem expressar o que as incomodam e muitas vezes irão externalizar apenas consequências, que podem ser resultado de uma longa exposição a causas não identificadas e não tratadas. Por isso é tão importante nos importarmos mais com os detalhes, para que eles não se tornem grandes problemas.

Identificar a raiz do desânimo de um funcionário é como ser um detetive no mundo profissional. Imagine que um funcionário está como um carro quebrado na estrada. A causa raiz é como a falha no motor. Usar o modelo SBI (Situação, Comportamento, Impacto) é como abrir o capô do carro para descobrir o que exatamente parou de funcionar. Dessa forma, você pode 'consertar o motor', ou seja, ajudar o funcionário a superar o desânimo e colocá-lo de volta na 'estrada do sucesso'.

This is where asking targeting open and closed ended questions can be incredibly helpful. Never make assumptions about how someone else feels especially when you know they aren't at their best. Instead, get curious and ask questions from a place of genuine interest and care.

Identidying the root cause of a source of a discouragement is actually a skill in innovative probelm-solving technique which is applicable in situation like this. Some causes are personal rooted: - Perfectionism, when employee tries to be perfect and suffer from the trials and struggle of not been. - Lack of proper self-care. - Failure and set backs - Financial pressure and family related stress. etc. Office-related causes include: - Imposter syndrome, when employee suffers from underserving feeling from his or her achievements. - Goals and expectation - Self-reflection can be limiting such individual when negative thought clouds their mind more often than none. - Lack of social support is another. - Zero or very slow recordable progress.

Identifying the root cause is crucial when addressing employee discouragement. The SBI model is an excellent tool to delve into the specifics of what triggered their feelings. It provides a structured approach to break down the situation, behavior, and impact, which can offer valuable insights for both you and the employee. By pinpointing the underlying issues, you can work together to find targeted solutions and make the necessary improvements. This not only helps the employee gain clarity and perspective but also demonstrates your commitment to resolving the problem and supporting their well-being.

To uplift a discouraged employee, pinpoint the core of their disheartenment. Utilize the SBI model (Situation, Behavior, Impact) to dissect the issue—examine the triggering event, the behaviors involved, and their consequences. This method aids both in clarifying the problem and providing the employee with a new viewpoint, potentially revealing solutions and pathways to move forward with a renewed sense of purpose and direction.

Sometimes, employees may feel hesitant to share their demotivating reasons with their mentors. In such situations, mentors may use a technique of sharing their own story or phase that they have gone through to encourage the mentee to speak up and have an open discussion. This approach helps to create a comfortable and safe environment for the mentees to share their experiences and challenges. By discussing their own struggles and how they overcame them, mentors can inspire and motivate their mentees to take action and regain their confidence. Through this method, mentees can learn from the experiences of their mentors and realize that they are not alone in their struggles.

Penso que, estruturar e cavar até descobrir a causa raiz junto com seu funcionário é um ato de amor e cuidado. Você se alinha com o empregado e consegue mapear os pontos que estão interferindo na evolução do funcionário, e automaticamente consegue também se avaliar como liderança, e entender o que pode melhorar na gestão.

While exploring solutions we also need to use different lenses. At times the reason for employees discouragement lies into their surroundings, the management's failure to provide the support needed and work culture surrounding employees, values conflict and lack of action from the manager can contribute heavily. In such cases, acknowledging the shortcomings and genuine assurance of the action can also help. For this to be effective work has to be done by both manager and employee. Besides this, sometimes the work might be at the back seat of the employee for personal reasons. In such situations the best outcome is to just support the employee through that phase with agreement to revisit the topic in a set period of time.

It's a must to set clear goals/expectations for a discouraged employee, a manager can do below: 1. Define specific and achievable objectives. 2. Break down big goals into smaller, manageable tasks. 3. Ensure the goals align with the employee's skills. 4. Set weekly connect for regular feedback and support. 5. Celebrate short success or achievements to boost morale. 6. Adjust goals as needed for ongoing motivation.

Motivar es el comienzo, empoderar y potenciar es el camino. Reconocer las fortalezas, aptitudes y talento de quienes forman nuestro equipo es la mejor forma de ser y hacer equipo ! No debemos llegar al momento de tener que motivar para avanzar, tenemos que hacerlo parte recurrente y constante de una cultura de reconocimiento que fortalezca nuestra identidad como equipo. Varios modelos pueden aplicar para ello, algunos de los que utilizo son GROW, SMART, OKR, MPA, GEL y MAPA (modelo de mi creacion). Es importante motivar, es mas importante empoderar y potenciar.

One thing I practice with team members is starting the exploration for a solution as an advocate. I start with "How can I help?". - I am there with them in the situation and genuinely want to help - I am not solving anything or making assumptions. As leaders sometimes we try to solve problems for others. Partnering with our team members helps them build resilience, provides them with an advocate to support what they need, and teaches us as leaders to stay open-minded and flexible. - It's a single and small way to begin building a solution - It can take the overwhelm out of the situation and support attainable progress to change whatever is happening

Explorar soluções é desafiar as pessoas a superar seus próprios limites, sejam eles simples ou complexos e isso gera motivação. É importante estimular que a pessoa compreenda adequadamente o contexto, os problemas, as consequências e consiga planejar iniciativas que solucionem a situação e que explorem ainda mais suas competências. É importante que a pessoa sinta que teve orientação e apoio, mas usou suas próprias habilidades para conseguir resolver.

To re-energize a discouraged employee, collaboratively seek solutions. Empower them to brainstorm and use the GROW model (Goal, Reality, Options, Will) for structured problem-solving. Guide them to define a tangible goal, realistically assess their situation, consider various solutions, and decide on an action plan. This approach not only empowers but also rekindles their agency, motivating them to take proactive steps to overcome their challenges.

Solutions can span across series of causes, I will highlight view in relation to the causes I stated above. - Understand you can not be perfect anyways. - Encourage yourself to do what your mind pleases to do in your capacity, visit those places, eat those foods, have those conversations, scream out those voices, connect to those you wanted, take that bold step and own it for once, that expression is powerful to selfcare. Exercise and nurture your mental health too. - Set realistic goals and take actions to achieve it. - No progress is too small, learn to celebrate yourself - You can not be loved by anyone than you love yourself, love yourself and show it.

A capacidade de fornecer soluções é imprescindível. Se você é capaz de pontuar os prováveis problemas, tem que se habilitar também para propor soluções, senão o funcionário desanima ainda mais. Penso que propor e explorar soluções nao é fácil, mas não é impossível, só basta compreender o cenário e se permitir atuar até mesmo nos menores detalhes, pois ali pode estar a melhor solução.

Solução: Para motivar um funcionário desmotivado, é importante identificar a causa raiz do desânimo e tomar medidas para resolvê-la. Isso pode incluir: - Dar ao funcionário tarefas mais desafiadoras e significativas - Ajustar as metas para que sejam mais realistas e alcançáveis - Oferecer feedback regular e construtivo Promover um ambiente de trabalho positivo e de apoio

Chart a Path for Growth Motivation often dwindles when growth stagnates or there needs to be a connection with what the employee is doing. Engage in open discussions about career goals and aspirations. Ask the employee for suggestions on professional development, or where necessary, make suggestions that will move them toward their goals. Once you can agree on a path forward, provide the financial resources, tools, and time for them to take courses, gain experience, etc. By investing in your employees' growth, you signal their worth to the company and their potential for the future.

Constructive, actionable and relevant feedback can be pure gold. When delivered with the human-centric touch that's required, it can move someone into action and out of their own way. It's quite wonderful and powerful to witness.

Um feedback precisa evidenciar situações, comportamentos e alinhar expectativas. O alinhamento precisa transmitir para o profissional uma avaliação precisa sobre seu desempenho, que é resultado de responsabilidades e atribuições muito bem definidas. O gestor precisa apoiar e orientar o desenvolvimento da equipe, de forma prática e contínua. O reconhecimento ao trabalho jamais deve ocorrer em forma de elogios vazios e precisam ser realizados com informações precisas do que a pessoa fez e como seu trabalho contribuiu.

As a mentor, motivating an employee often involves a combination of active listening and empathy. Your goal is to foster a sense of trust. Drawing from my own experiences, I recall a particularly tough period when I was faced with a set back that seemed impossible. I felt overwhelmed. However, by seeking guidance from mentors who empathized with my situation, I found a solution. Sharing such personal stories with employees can illustrate the power of grit and resilience. It shows them that setbacks and tough moments are a part of everyone's journey, and that with determination and support, they can push through challenges and achieve their goals.

Timely and Specific Feedback: Offer feedback promptly after an event or task, and be specific about what was done well or needs improvement. Use concrete examples to illustrate your points. Public and Private Recognition: Recognize achievements both privately and publicly, depending on the situation. Public recognition can boost morale and motivation, while private feedback can be more constructive and personal.

Before providing feedback consider the setting and your desired outcomes from the feedback. Also coach them prior to stay open to what you are sharing, be curious about potential for growth and advancement and non-defensive. I believe when giving feedback you need to be specific, helpful and kind. Consider the tone and timing of your feedback as well as offer them the opportunity to provide feedback on their observations as well. Help them understand we need feedback to grow and ensure that what we say and do represents our intent.

Encourage your employee to accountability and let them know you are actively concern about the solutions you offered and they taking necessary steps will help you to know how helpful the solutions are. Giving an employee such feedback to further help them to learn from their own personal experience and to provide them tips on how to help others in the future if found in their own shoes.

Motivating a discouraged employee can be enhanced by offering constructive feedback and due recognition. Employ the STAR model (Situation, Task, Action, Result) to deliver precise and actionable feedback that fosters learning and improvement. Recognize their hard work and accomplishments to reinforce their value and progress. Such acknowledgment can invigorate an employee’s morale, reaffirming their worth and contributions to the team.

The key to great feedback when it's of the constuctive kind is: It has to be what they need to hear in order to grow, not just something to make them feel good. It has to be on the mark, without pulling punches so they know where they stand. If there was a problem, they need to come out of it knowing what to do to solve it. And the most important part of it is making sure that they know they are not alone, and that you are there to help them succeed.

O feedback e o reconhecimento são essenciais para motivar um funcionário desmotivado, mas não são suficientes. Para que sejam realmente eficazes, é preciso que o funcionário se sinta ouvido, compreendido e valorizado. Quando um funcionário se sente ouvido, compreendido e valorizado, ele é mais propenso a aceitar o feedback e o reconhecimento. Ele também é mais propenso a se sentir motivado a melhorar e a alcançar seus objetivos. Portanto, é importante não apenas forneça feedback e reconhecimento, mas também ouvir o funcionário com empatia e ofereçer oportunidades para o funcionário se sentir valorizado.

Personalized Recognition Everyone wants to feel valued, and recognition is the currency in the workplace. Take the time to acknowledge individual contributions in a way that resonates with each employee. It could be a public shout-out or a personal note – sincerity and authenticity are the keys. Small gestures of appreciation can lead to significant leaps in morale.

Support employee and ensure you show it all through the phase is a great energy you should show to them and encourage them to keep doing just that so long the change is coming bit by bit. You are a great support system for them if they see it through, through your constant follow up.

This is the most important part…people know you care and are invested in their success when you check in during good times (and bad)!

Segurar na mão e acompanhar, conduzir a evolução do profissional é difícil de se encontrar hoje, porém é um ato de humanização. Líderes que dão suporte e acompanham esse crescimento tem chances muito pequenas de ter esse profissional desanimado.

It's important to provide supportive assistance, resources, and guidance to employees based on their individual needs. This ensures that they have the necessary tools to overcome challenges. Regular follow-up is also crucial as it promotes accountability and allows for timely intervention if issues arise. Most of the time, mentoring programs fail to put in place norms for follow-up, etc. Mentors could also check with their mentees as it's an informal relationship and the mentor ideally is interested in the progress of the mentee and not to satisfy the organisational mandate

Support and follow-up embody the ongoing commitment to your employee's journey from discouragement to empowerment. Through the SMART model, you craft a clear pathway with tangible milestones, fostering a culture of accountability. Your support serves as a safety net, enabling them to navigate challenges with assurance. Regular check-ins and celebration of successes not only track progress but infuse motivation. This dual approach not only accelerates their forward momentum but also instills a profound sense of being valued and guided, propelling them towards sustained enthusiasm and achievement.

Authenticity plays a key role here, if we are really, truly on the team with them. This could be in some cases the only reason anything goes well. Not that doctors are able to do this for patients, but I’ve had the same feeling with leaders as when leaving a clinic. I’ve worked for a number of executives and senior leaders who seem as disinterested as the struggling employee, showing we all have these burdens.

To boost a discouraged employee, provide steadfast support and consistent follow-ups. Assist them with necessary resources and advice, and regularly monitor their progress, acknowledging and celebrating their achievements. Apply the SMART criteria to establish explicit, attainable, and timely goals. This dual approach of support and accountability can help the employee navigate their challenges confidently, knowing they have reliable backing in their journey towards improvement.

Support and follow-up are crucial in ensuring your employee's continued growth and motivation. The SMART model helps set clear expectations and keeps everyone on the same page. By offering your assistance and guidance, you create a safety net for your employee, making them feel valued and less anxious about their journey. Regular follow-ups and celebrating successes are essential in keeping them motivated and accountable. This ongoing support and guidance not only boost morale but also contribute to a more productive and engaged work environment.

Acredito o suporte e acompanhamento é uma parte essencial do processo de motivação de um funcionário desmotivado. No entanto, acredito que o suporte e o acompanhamento devem ser personalizados para as necessidades individuais do funcionário. O que funciona para um funcionário pode não funcionar para outro. Portanto, é importante ser flexível e adaptar sua abordagem às necessidades do funcionário. Ao oferecer suporte e acompanhamento personalizados, você pode ajudar seu funcionário a se sentir mais motivado e produtivo.

Feeling discouraged about work can impact all aspects of one's life. This is why taking time to recognize and mitigate the impact your work life may be having is so important. Focusing on what you do love and how you want to feel - at home and at work - is so important. Often this comes by doing things that you enjoy. Whatever that may be for you, make time to do it and do it consistently. Increasing your level of self care can be an incredible mood booster and allow you to shift focus away from what is stressing you.

It is very important to remember that, motivation may take time to build, and not all employees will respond to the same strategies. Tailor your approach to the individual's needs and continue to offer encouragement and support as they work through their challenges.

Encouraging self-care is a crucial part of supporting your employee's well-being. It's all about helping them maintain a healthy work-life balance and prioritize their physical and mental health. By modeling self-care yourself and sharing your strategies, you set a positive example and show that it's not only acceptable but essential to take care of one's well-being. Self-care can reduce stress, improve mood, and boost productivity, creating a happier and more productive work environment. It's a win-win for both you and your employee.

Isso é interessante, pois não são todos os ambientes que vemos esse ato. Propor que o funcionário tenha uma vida fora da empresa, que ele execute suas demandas, não ultrapasse seus limites, e fora da empresa tenha uma vida com atividade física atrelada, amigos, família, pets, tudo isso ajuda a ter uma ótima qualidade de vida.

Organizations that invest in perks to encourage employees to stay healthy, have a work life balance and provide flexibility into the work life balance will see an increase in retention.

A powerful tool to use is reframing a problem into an opportunity. Each problem we encounter has a gift wrapped inside. The fun is in finding and maximizing that gift. By reframing the discouraged employee's perceived challenges to options for growth and creativity you are able to shift their mindset from one of discouragement to one of motivation and possibilities.

Here are some specific things you can do: ~ Set up a one-on-one meeting with the employee. This will give you a chance to talk to them about their discouragement and see what you can do to help. ~ Ask the employee what they need to feel more motivated. This could be anything from more challenging work to more opportunities for feedback. ~ Help the employee to develop a plan to achieve their goals. This could involve breaking down large goals into smaller, more manageable steps. ~ Provide the employee with regular feedback. This will help them to stay on track and make progress towards their goals. ~ Celebrate the employee's accomplishments. This will help them to feel good about their work and motivated to continue.

Motivation is an intrinsic force which comes from within, not something you can push from the outside in. As Daniel Pink explained in his book "Drive": "The science shows that the secret to high performance isn’t our biological drive or our reward-and-punishment drive, but our third drive—our deep-seated desire to direct our own lives, to extend and expand our abilities, and to make a contribution." So discover what makes your employee discouraged and support him to unleash his third drive. So that he can motivate himself.

Sometimes the frustration is because the employee has outgrown the role or simply needs a life change. Knowing how and when to coach your coworker to explore what’s next can be an organic part of the process if you build this component into your practice early on. Having shared texts like Designing Your Life, doing strengths assessments such as Clifton’s Strengths Finder or anyone of the free apps online, and other proactive “visioning” exercises with your team can keep the conversation moving forward. We are part of our colleague’s journey and intentionally fostering a “what’s next” perspective can keep your team interested, self reflective, and future oriented.

Empower Through Autonomy Empower your employees by entrusting them with autonomy. Give them a voice in their work processes and decision-making. When people take ownership of their work, they’re more committed to the outcome. It’s about shifting the mindset from “I have to do this” to “I have a say in this.”

In brief , the best way to motivate a discouraged employee is to listen to them, understand their situation, and always offer your support. Help them set goals, provide regular feedback, and empower them to make their own decisions. Eventually, be sure to recognize and reward their achievements.. Be a leader not a Boss.

The most important thing is allowing people to express their feelings and thoughts without interruption. So many people in all aspects of life want to be heard. Motivating a discouraged employee requires a combination of empathy, communication, support, and encouragement. The listening part is critical. Offering specific constructive feedback focusing on growth rather then criticism is essential. Offer praise for hard work and achievements, no matter how small, is essential. Remember that everyone is different and unique. It is not a one-size-fits-all response. A high EQ is essential; it allows you to tailor your help to different people.

Some other aspects to explore are: ✔Peer Recognition: Encourage peers and colleagues to recognize the employee's contributions and efforts. Peer recognition can be highly motivating. ✔Celebrate Small Wins: Encourage the employee to celebrate small victories and milestones. Recognize and reward their achievements, no matter how minor, to boost their confidence and motivation. ✔Empower and Delegate: Give the employee more autonomy and responsibilities, allowing them to take ownership of their work. Empowerment can boost their confidence and sense of control.

These are all great options to help motivate an employee. However, I have found when employees understand the "why" behind the work they do it helps. Too often we push out tasks and expect results. We are then confused when our employees become disinterested. It is vitally important to tell the story of "why" behind every effort. Explaining the "why" helps with buy-in and job satisfaction. It also helps promote outside the box thinking and autonomous actions.

I've connected with hundreds of unmotived employees over the years; here are three things I've learned: 1. You need to listen - Most often, they don't feel heard, and because of that, the work they are doing doesn't connect to passion. 2. Where is the development? - 9 of 10 unmotivated employees often need more clear direction or development from their manager. It's obvious why they aren't connected to the role. 3. Personal passion + work = motivation. So many times, managers neglect an employee's personal life to keep worlds separate. From my experience, getting to know someone includes their whole story, not just one chapter. Once you connect with someone and learn what motivates them outside of work, you can create a plan together.