Even the most caring employers and the best places to work have employees that feel de-motivated at work. There are many reasons that cause them to have negative opinions about the workforce but the major ones border around the environment at the workplace or stress at home.
If you come across a de-motivated employee, it is better to take inclusive measures rather than scorning them or refusing to listen to them. Before you assume that an employee is de-motivated it is always beneficial to be introspective about the kind of impact you have over them.
Before assessing the performance of an employee, the management should take a quick glance at some actions that could have triggered the de-motivation. An unsatisfactory appraisal or not getting the promotion the employee feels they deserved are some reasons that can cause de-motivation.
However, before you go about conversing with the employee regarding the de-motivation, it is imperative to assess the symptoms that indicate resentment.
Loss of Productivity
Underachievement and loss of productivity can be signs of de-motivation. The feelings of dissatisfaction can emerge in a specific product when a person does not enjoy an aspect of it. As a manager it is essential for you to assign projects according to the strengths and limitations of your staff.
Although it is a good idea to develop experience regarding a specific task, some employees are just not made to deal with the intricacies and complexities of a project. Management should set challenges for the employee based on their strengths and limitations.
However, if you notice a consistent decline in performance then it is a sign that the person is not entirely motivated for the job.
Absenteeism
Another factor that indicates de-motivation is absenteeism; an employee calling out of work frequently is an indicator that all is not right. You can compare the performance of the employee with the previous track record. For instance if the employee had a perfect record previously and shifts to perpetual absenteeism then it is a sign that they are de-motivated.
Absenteeism is not limited to physical absence only. If the employee is surfing the net and is spending a lot of time in lunch and tea breaks it is likely they are de-motivated. You can also assess the absenteeism with the time the employee takes to hand over projects. If the employee is taking long to finish simple projects and there is an increase in time taken to get rid of a project you might have a case of de-motivation.
Change in behaviour and attitude is another indicator that signals de-motivation. An employee that is constantly stressed out and lacks direction may become argumentative with the team members. From being interactive engaged employees they transform into someone who is constantly complaining and acting uninterested during meetings.
As a manager you should ensure that these qualities don’t sweep in and affect the productivity and efficiency of the company. To prevent the attitude from damaging the company timely intervention is a must.
