What do you do if your employees are disengaged and unmotivated?

To address disengagement and lack of motivation among employees, focus on open communication, recognition, growth opportunities, and fostering a positive work environment.

Motivation is different for different people. For me it could be a pat on my back, for others it could be appreciation and recognition, certificates, bonus, incentives, good appraisal etc. Leaders driving their team should know the pulse of team and understand what will motivate their team. Fun and cultural activities increase engagement and bonding within employees which yields to higher retention rate with efficiency at work. Picnics, outings, events at regular intervals helps to boost morale of employees and keep their motivation level high.

Find out why! There are so many reasons why employees can disengage, such as burnout, company culture, bad boss, lack of leadership or recognition, low compensation, etc. First, look at the scale of the disengagement and focus on the scope…..is it company-wide, only in certain departments, or certain shifts, or within a certain pay group? Then drill it down with surveys, stay interviews, and implement a safe employee suggestion program if you don’t already have one. Once you have the scope and the analytics, you begin to see the big picture and can then take the appropriate steps in addressing the issues. Communication is always key in letting people know they have been heard and that they are important!

Since not everyone is motivated by the same things, you have to stay connected and engaged to know what works for all. You should offer things like clear and achievable goals and offer varied incentives that are individual as well as for the group as a whole to encourage teamwork and comradery. An open dialogue of sharing challenges and ideas lets the team feel like a contributor and leads to growth opportunities for them too!

When employees are disengaged and unmotivated, I prioritize open communication to understand their concerns and perspectives. Then, I work collaboratively to address root causes, whether through tailored support, training, or reevaluation of work processes. Ultimately, encouraging a positive work environment built on trust, recognition, and meaningful contributions is key to reigniting motivation and engagement among my team.

Saber fornecer feedback é uma grande chave para manter pessoas engajadas com a sua causa e com a empresa. Feedbacks devem construtivos empáticos para que façam as pessoas entenderem os seus pontos de melhoria. Feedback não se trata de apontar erros, falhas ou "culpados", trata-se de uma técnica que, bem aplicada, beneficiará o funcionário e a empresa. Sempre começo um feedback buscando saber como a pessoa está se sentindo na empresa, na sequência enalteço as competências que ela possui e, no final, coloco as observações referente os pontos de melhoria.

I feel that recognition and positive feedback is so undervalued in many professional roles. Too often leaders get overwhelmed by their own responsibilities they tend to forget to celebrate the wins of the people who actually are on their team contributing to their success. Knowing your team and what drives them is important as a leader. When the team is lacking motivation or their are ER issues popping up, it could be because your employees do not feel Valued. Take time to know what motivates each person and ensure you encourage them on a regular basis to highlight their wins too! Everyone should be able to “toot their own horn”! This will help keep the leader aware of wins and be able to drive recognition and support!

Recognise disengagement not as a problem but as a message, a behaviour, an emergent propriety. This shows acceptance of the emotional state and position of the employees. This lowers defensive stances and makes space for listening and collecting precious information. It is possible that the disengaged have biased and partial takes on what they perceive as problems. This has to be taken in consideration but not as a talking point straight away. First accept the other side and show openness. Once you have a decent grasp on the root causes you can go on to solution mode.

We regularly recognize and appreciate employees for their contributions. Positive reinforcement can boost morale and motivation. We also provide constructive feedback to help them understand how their work contributes to the overall goals of the organization.

Na minha experiência, como gestora de empresa, priorizo a autonomia das pessoas. Sempre falo que quem delega tarefas ganha seguidores e quem delega responsabilidades ganha colaboradores. Funcionários com autonomia fazem com que os processos da empresa fluam com mais leveza e agilidade. Essa cultura de que tudo deve ter aprovado e validado pelo gestor, somente engessa o processo e lentifica as resoluções necessárias no trabalho. Fora que, além disso, a própria carga do gestor fica alta tendo que validar e atuar em tarefas que o time consegue resolver tranquilamente sozinho.

Absolutely, autonomy and empowerment are crucial factors in motivating employees and fostering engagement. Give employees ownership over their work by delegating tasks and projects that align with their skills and interests. This demonstrates trust and shows that we need to value their contributions.

Many times an employee can become disengaged because they’re bored or not challenged. Sure there’s nothing wrong with a stable employee who may not want to grow in roles, but it doesn’t mean they still don’t want to grow in skills. During a weekly 1:1, ask your employee what skills they’d like to grow. Ask them if they feel challenged. Assess their skills and offer stretch assignments with different teams to keep them growing in relationships and skills. Then remember to celebrate those new skills and accomplishments! This will certainly drive engagement.

Tenha na empresa uma estrutura de carreira para que o funcionário saiba onde está e onde pode chegar. Mostre de forma clara quais requisitos deve atingir para conquistar determinadas posições e pontos de crescimento. Como gestora de empresa atuo nesse formato com meu time e sempre estimulo o estudo e capacitação. Nas minhas falas sempre levo que tudo o que aprenderem será importante para o desenvolvimento deles no geral, não somente dentro da empresa em que estão no momento. Meu objetivo é que as pessoas se desenvolvam e sejam felizes, sejam trabalhando ao meu lado ou em outros lugares.

Creating growth and development opportunities for employees is essential for keeping them engaged and motivated. We need to establish mentorship programs where experienced employees can mentor newer or less experienced colleagues. This provides valuable guidance, support, and opportunities for professional growth.

Effective communication and collaboration are essential for fostering engagement, teamwork, and a positive work environment. Utilize collaboration tools such as project management software, communication apps, and shared documents to facilitate teamwork and communication, especially for remote or distributed teams.