Who have lost interest at work.

How to motivate performers who have lost interest at work.

When a performer is seen losing interest at work, the problem is mostly related to ‘will’ and not ‘skill’. To reinstate the confidence and motivation, a leader should focus on injecting enthusiasm and offering support, say experts.

1. Identify the Issue 
As per the framework for situational leadership – the situation of a performer losing interest at work is a D3 – Development Level 3. D3 when related to skill and will, the manager needs to address the ‘will’ and not the ‘skill’ of the person, So when we understand ‘will’ it’s all about confidence, conviction, personal drive and overall objective of getting the work done.

2. Be a Sounding Board 
A leader must focus on being a sounding board and understanding the psychological contract with a team member. “As a leader, identify what she/he is going through at the psychological level and address it. Be patient and persevere to understand things deeper.

3. Inject Enthusiasm 
“We have to find a way of injecting enthusiasm – changing the work environment or the boss – helps, a change of role helps the person take on new perspectives. If it’s confidence – reinstate the confidence. Discuss and clarify the happenings transparently. Address the concern and showcase examples of confidence shown in the past and current situations. If it’s conviction – rebuild it.” There could also be personal and professional concerns. “Get the person to share with you or someone else and provide support to resolve it.

4. Showcase Support
If the reason for lack of motivation is personal drive, then the leader must take care to reinforce personal goals of the team member. “Showcase the support that you can provide to help achieve those goals. There could be times when people get defocused and it’s natural; but it’s never too late to start and focus again. If it’s overall objective – provide clarity and the self-role in the larger picture. “As a leader you need to communicate this one and make the person realize the importance of his/her contribution and the impact it creates. 

If the reason for lack of motivation is personal drive, then the leader must take care to reinforce personal goals of the team member. “Showcase the support that you can provide to help achieve those goals. There could be times when people get defocused and it’s natural; but it’s never too late to start and focus again. If it’s overall objective – provide clarity and the self-role in the larger picture. “As a leader you need to communicate this one and make the person realize the importance of his/her contribution and the impact it creates. 

5. Handle Wisely 
In the overall motivation process, demotivation is just temporary but the change would be gradual, say experts, an exploratory conversation about the person’s potential, areas of interest and how she/he dovetails with the company’s plans can do wonders. “This invigorates a person immensely because the person feels valued; a new need of achieving success and scaling new peaks gets generated. This is the most important way of bringing someone back on track of high performance.
Note : this blog article is from different sources.

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FocusAgain

Welcome to HR blogging. The blog is all about Human Resources topics. Syed a Human Resources consultant and “all around curious guy,” as well as a blogger, who created the HR Blogging “so people would have a friendly place to discuss HR and workplace issues.” Syed’s 8+ years of experience are an excellent resource for small businesses and business owners alike. He is founder of few start-ups like Oakhr.in and Townjewels.com The blog is a resource for business leaders/HR professionals and candidates to understand the trends, competitive practices, and opportunities for improvement that face the human resources profession. The Topics include Recruitment/talent acquisition, HR generalist, learning and development, employee engagement, and more.

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