O membro da sua equipe não tem motivação, apesar do seu apoio. Como você pode reacender sua paixão pelo trabalho?

Understanding the root cause of a lack of motivation is crucial. It’s like being a detective 🕵️♂️, looking for clues in their behaviour, work patterns, and even their non-verbal communication. Sometimes, it’s not the workload but the alignment of the work with their values and interests that matters. →𝑯𝒂𝒗𝒆 𝒂 𝒄𝒂𝒏𝒅𝒊𝒅 𝒐𝒏𝒆-𝒐𝒏-𝒐𝒏𝒆 𝒄𝒐𝒏𝒗𝒆𝒓𝒔𝒂𝒕𝒊𝒐𝒏 𝒕𝒐 𝒅𝒊𝒔𝒄𝒐𝒗𝒆𝒓 𝒕𝒉𝒆𝒊𝒓 𝒑𝒆𝒓𝒔𝒐𝒏𝒂𝒍 𝒂𝒏𝒅 𝒑𝒓𝒐𝒇𝒆𝒔𝒔𝒊𝒐𝒏𝒂𝒍 𝒂𝒔𝒑𝒊𝒓𝒂𝒕𝒊𝒐𝒏𝒔. 𝑼𝒔𝒆 𝒕𝒉𝒆 𝑴𝒂𝒔𝒍𝒐𝒘’𝒔 𝑯𝒊𝒆𝒓𝒂𝒓𝒄𝒉𝒚 𝒐𝒇 𝑵𝒆𝒆𝒅𝒔 𝒂𝒔 𝒂 𝒎𝒐𝒅𝒆𝒍 𝒕𝒐 𝒖𝒏𝒅𝒆𝒓𝒔𝒕𝒂𝒏𝒅 𝒕𝒉𝒆𝒊𝒓 𝒄𝒖𝒓𝒓𝒆𝒏𝒕 𝒏𝒆𝒆𝒅𝒔.

There are 5 elements of well-being: career, social, financial, physical and community. When any of these elements are out of balance, they may adversely affect motivation and performance. Hence, it is first necessary to understand and empathize the challenges that a team member is facing in any of these 5 elements. Because these can be very private and personal matters, trust and psychological safety are paramount, and it can only be established when the team member senses genuine care and concern, and does not feel that whatever they share can be used against them. If such relationship does not exist, seek help from an independent professionally trained coach. In this discovery process, aim to support, do not jump in with "fixes".

You cannot motivate your team — only they can reignite their passion! Shift your focus from trying to inspire, to helping each one of them discover their own drive. Start by having an honest conversation about their goals, values, and what they find fulfilling – especially when they have succeeded, appeared energized or taken ownership. Then, see if you can alter their context—perhaps by changing their responsibilities, involving them in new projects, or adjusting their work environment. By aligning their tasks with their intrinsic motivations and providing a fresh perspective, you create conditions where they can rediscover their drive and self-motivation, leading to a more engaged and energized team member.

I'd start with an empathetic, one-on-one conversation to understand their concerns and challenges, identifying the root cause of their lack of motivation. Inclusive leadership is key; collaborate with them to set clear, achievable goals that align with their strengths, ensuring they feel ownership and purpose. Recognizing and celebrating small wins fosters a sense of value. I'd also create opportunities for professional growth and regularly check in to adjust strategies. By focusing on empathy, compassion, and inclusive leadership, my aim is to inspire and motivate my team.

Setting clear, achievable goals can turn the tide. It’s about creating a roadmap 🗺️ for success that aligns with the company’s objectives and their personal growth. →𝑾𝒐𝒓𝒌 𝒕𝒐𝒈𝒆𝒕𝒉𝒆𝒓 𝒕𝒐 𝒔𝒆𝒕 𝑺𝑴𝑨𝑹𝑻 (𝑺𝒑𝒆𝒄𝒊𝒇𝒊𝒄, 𝑴𝒆𝒂𝒔𝒖𝒓𝒂𝒃𝒍𝒆, 𝑨𝒄𝒉𝒊𝒆𝒗𝒂𝒃𝒍𝒆, 𝑹𝒆𝒍𝒆𝒗𝒂𝒏𝒕, 𝑻𝒊𝒎𝒆-𝒃𝒐𝒖𝒏𝒅) 𝒈𝒐𝒂𝒍𝒔 𝒕𝒉𝒂𝒕 𝒆𝒙𝒄𝒊𝒕𝒆 𝒕𝒉𝒆𝒎 𝒂𝒏𝒅 𝒑𝒓𝒐𝒗𝒊𝒅𝒆 𝒂 𝒔𝒆𝒏𝒔𝒆 𝒐𝒇 𝒂𝒄𝒄𝒐𝒎𝒑𝒍𝒊𝒔𝒉𝒎𝒆𝒏𝒕.

Once needs are assessed, partner with the team member to set goals. This means not dictating as a boss but collaborating with the member to develop goals that align and meet both needs. It necessitates the combination of managerial skills with a coaching mindset to be present and actively listen to the member’s concerns, and to challenge assumptions or self-limiting beliefs with the intention of helping the member’s personal and professional growth. Be clear and open about expectations and boundaries but let the member make his own plan on how to achieve outcomes. A simple GROW (Goal, Reality, Options, Way-forward) model can be used to facilitate such conversations.

After you understand the source of the person's lack of motivation, you need to agree together what to do about it. Be clear and transparent in your feedback that there's a gap between where they are now, and where they need to be - but that you're committed to working together to fix it. This will build their level of trust in you and belief that you'll support them - this will also be helpful in re-engaging them. You also need to have clarity on how much this lack of motivation is impacting their performance. Are they just a bit low energy or grumpy in the team but they're doing their work okay? Or is the lack of motivation having a significant impact on performance? Your approach as a leader will be different for each scenario.

Let them now set the direction and goals. Coach and challenge them to come up with a plan. If needed, help them create one. Don't just do it yourself. You want them to own the plan and creating it helps to feel the ownership. You can use SMART or other frameworks. However, the key is set measurable and timebound goals, at least.

Clearly defined goals provide a sense of direction and accomplishment. Work with your team member to establish specific, measurable, achievable, relevant, and time-bound (SMART) goals. This collaborative approach not only ensures the goals are aligned with the project's objectives but also fosters a sense of ownership and motivation. When setting goals, consider incorporating tasks that utilize your team member's strengths and interests. This personalization can make the goals feel more engaging and relevant to their skillset.

Empowerment can be a powerful motivator. When people feel they have control over their work, they’re more likely to take initiative and be creative. →𝑫𝒆𝒍𝒆𝒈𝒂𝒕𝒆 𝒕𝒂𝒔𝒌𝒔 𝒘𝒊𝒕𝒉 𝒄𝒍𝒆𝒂𝒓 𝒆𝒙𝒑𝒆𝒄𝒕𝒂𝒕𝒊𝒐𝒏𝒔 𝒃𝒖𝒕 𝒂𝒍𝒍𝒐𝒘 𝒕𝒉𝒆𝒎 𝒕𝒉𝒆 𝒇𝒓𝒆𝒆𝒅𝒐𝒎 𝒕𝒐 𝒂𝒑𝒑𝒓𝒐𝒂𝒄𝒉 𝒕𝒉𝒆 𝒕𝒂𝒔𝒌 𝒊𝒏 𝒕𝒉𝒆𝒊𝒓 𝒐𝒘𝒏 𝒘𝒂𝒚. 𝑻𝒉𝒆 𝑺𝒆𝒍𝒇-𝑫𝒆𝒕𝒆𝒓𝒎𝒊𝒏𝒂𝒕𝒊𝒐𝒏 𝑻𝒉𝒆𝒐𝒓𝒚 𝒔𝒖𝒑𝒑𝒐𝒓𝒕𝒔 𝒕𝒉𝒊𝒔 𝒃𝒚 𝒆𝒎𝒑𝒉𝒂𝒔𝒊𝒛𝒊𝒏𝒈 𝒕𝒉𝒆 𝒓𝒐𝒍𝒆 𝒐𝒇 𝒂𝒖𝒕𝒐𝒏𝒐𝒎𝒚 𝒊𝒏 𝒇𝒐𝒔𝒕𝒆𝒓𝒊𝒏𝒈 𝒊𝒏𝒕𝒓𝒊𝒏𝒔𝒊𝒄 𝒎𝒐𝒕𝒊𝒗𝒂𝒕𝒊𝒐𝒏.

Autonomy is literally part of motivation so of course it's a motivator! That is, it sits alongside Confidence and Connectedness and - together - we must offer team members choices about how to improve each, not just their sense of Control or autonomy.

In addition to delegating tasks, you can also provide your team member with more control over how they complete their work. This could involve giving them the freedom to choose their own methods, set their own deadlines (within reason), or work from a location of their choosing, if feasible. By trusting your team member to manage their own time and workflow, you can help them feel more engaged and empowered in their role. This sense of ownership can also lead to increased creativity and problem-solving skills as they find the best way to approach their tasks.

You need to get the level of autonomy right in this scenario. If someone isn't performing, for what ever reason, this isn't the time to be hands-off as a leader. Once you agree on the actions to be taken, give them the space to get on and do it in their own way, however be clear on the check in points - when you'll be following up, and when they should come back to you if they're stuck or have reached a certain milestone. Resist the temptation to micro-manage though, if they're de-motivated, then micro-managing them will only make things worse.

Empowerment through autonomy is a powerful motivator. Give your team member the freedom to tackle tasks their way, boosting job satisfaction and ownership. Trust them to make decisions and manage their workload—showing confidence in their abilities. Autonomy sparks creativity and innovation, transforming work from an obligation into an opportunity for personal growth. #Empowerment #Autonomy #Leadership #JobSatisfaction #Innovation

Feedback is the breakfast of champions. It should be timely, constructive, and a two-way street. → 𝑺𝒄𝒉𝒆𝒅𝒖𝒍𝒆 𝒓𝒆𝒈𝒖𝒍𝒂𝒓 𝒇𝒆𝒆𝒅𝒃𝒂𝒄𝒌 𝒔𝒆𝒔𝒔𝒊𝒐𝒏𝒔 𝒕𝒉𝒂𝒕 𝒏𝒐𝒕 𝒐𝒏𝒍𝒚 𝒂𝒅𝒅𝒓𝒆𝒔𝒔 𝒂𝒓𝒆𝒂𝒔 𝒐𝒇 𝒊𝒎𝒑𝒓𝒐𝒗𝒆𝒎𝒆𝒏𝒕 𝒃𝒖𝒕 𝒂𝒍𝒔𝒐 𝒄𝒆𝒍𝒆𝒃𝒓𝒂𝒕𝒆 𝒕𝒉𝒆𝒊𝒓 𝒘𝒊𝒏𝒔, 𝒏𝒐 𝒎𝒂𝒕𝒕𝒆𝒓 𝒉𝒐𝒘 𝒔𝒎𝒂𝒍𝒍. 𝑼𝒕𝒊𝒍𝒊𝒛𝒆 𝒕𝒉𝒆 𝑺𝒊𝒕𝒖𝒂𝒕𝒊𝒐𝒏𝒂𝒍 𝑳𝒆𝒂𝒅𝒆𝒓𝒔𝒉𝒊𝒑 𝑴𝒐𝒅𝒆𝒍 𝒕𝒐 𝒂𝒅𝒂𝒑𝒕 𝒚𝒐𝒖𝒓 𝒇𝒆𝒆𝒅𝒃𝒂𝒄𝒌 𝒔𝒕𝒚𝒍𝒆 𝒕𝒐 𝒕𝒉𝒆𝒊𝒓 𝒅𝒆𝒗𝒆𝒍𝒐𝒑𝒎𝒆𝒏𝒕 𝒍𝒆𝒗𝒆𝒍.

It's helpful to give both feedback on how the person has performed and how things are progressing, and also 'feedforward' - specific behaviours or actions they can do more or less of. This gives the person something tangible to focus on. Remember that the initial problem was a lack of motivation, so it will also be important to get their input and reflections about how things are going, how they feel about their work and if they have any suggestions about what else they need to change or adjust.

Constructive feedback is key to motivation. Regularly acknowledge strengths and address areas for improvement. Make it a two-way street by inviting feedback on your leadership style and support. Tailored feedback helps them see their impact and value, boosting morale and reigniting passion for work. #ConstructiveFeedback #Leadership #EmployeeEngagement #TeamMotivation #ContinuousImprovement

Someone who loves gardening but their plants look wilted. A simple "water them more" might not help. But feedback like "those tomatoes need more sunlight, maybe rotate them towards the window" offers clear direction and shows you care about their success. Similarly, letting your teammate know what they're doing well and offering suggestions for improvement can help them feel valued and get back on track.

It's a universal human need to have a sense of progress - to feel that you're moving forward. There's nothing more guaranteed to make someone de-motivated than a feeling of being stuck and not making progress. Regardless of the specifics of what's caused the person's lack of motivation, a great way to re-engage a person is to focus on their growth and development. Take the time to understand their career aspirations and where they want to go next. Identify the skills and experiences they need to get there, and put together a development plan to help them realise their aspirations.

Enabling team members to enhance their learning can help induce interest in their work. You can do this by the following: - Assign Stimulating Tasks: Provide opportunities to work on projects that align with their interests and skills. Offer challenging tasks that promote growth. - Offer Learning Opportunities: Support their professional development through courses, workshops, or conferences. New skills can spark engagement. - Provide Clear Goals and Recognition: Set clear, achievable goals that give them a sense of accomplishment. Publicly acknowledge their achievements to boost motivation.

Investir dans le développement professionnel des membres de l’équipe est crucial pour plusieurs raisons. En plus de montrer que vous vous souciez de leur croissance, cela crée un environnement de travail dynamique et innovant. 1. Amélioration de la Rétention des Talents : Les employés qui voient des opportunités de croissance au sein de l’entreprise sont moins susceptibles de chercher des opportunités ailleurs. 2. Augmentation de la Productivité : Des employés bien formés et confiants dans leurs compétences sont plus efficaces et productifs. 3. Adaptabilité et Innovation : En encourageant l’acquisition de nouvelles compétences, votre équipe devient plus adaptable aux changements et plus innovante dans ses approches.

Investing in your team member's professional development is vital. Encourage them to learn new skills or deepen existing ones. Provide training and mentorship opportunities aligned with their interests and career goals. This shows you care about their growth, keeping them engaged and passionate. As they develop new competencies, they’ll discover fresh challenges and renewed enthusiasm. #ProfessionalDevelopment #EmployeeGrowth #Leadership #Mentorship #CareerAdvancement

A demotivated team member might need a change to reignite their passion. Talk openly to understand their situation. Encourage skill development through courses or challenging tasks. Help them see how their work impacts the bigger picture and celebrate their wins. Consider mentorship or a change of project/environment to reignite their purpose. By supporting their growth, you can help them rediscover their work passion.

A key factor in maintaining employee engagement is acknowledging their contributions. Consider implementing a system of recognizing your team member's accomplishments, both large and small. Highlighting their successes reinforces their value to the team and the impact of their work. This positive reinforcement can be a powerful tool to rekindle their motivation and reignite their passion for their role.

Adapter les récompenses et les célébrations aux préférences individuelles des membres de l’équipe montre que vous comprenez et appréciez leurs contributions uniques. Cela peut aller de simples notes de remerciement à des opportunités de développement professionnel personnalisées.

Sometimes, motivation wanes when the work feels disconnected from our values and passions. I'd have an open conversation to understand what drives them, what they care about, and how their work contributes to the bigger picture. By helping them discover their purpose and impact beyond just their tasks or profits, we can reignite their passion and sense of fulfilment.

Strong people will often be motivated by a challenge, so maybe presenting them with an opportunity that's outside their comfort zone will reignite their motivation. However, it's also important to be supportive and transparent in the sense that sometimes, chapters come to a close. If the employee's loss of passion is tied to the greater picture, there is a lot of value in supporting them in their transition to another role or company. We associate so much of our self-worth with our profession and sometimes we forget that it's ok to change your mind. A little compassion can go a long way and I'd always rather see someone flourish elsewhere than struggle in a job they feel tied down to!

I think it’s important for a leader to show the way and lead from the front, passion for work is infectious and it will catch on if you have the right leader in place

Rekindling a team member's passion for work can enhance productivity and contribute to a positive work environment. Understanding Causes • Discuss root causes of lack of motivation. • Factors include team disconnection, work-life balance issues, lack of purpose, and undervaluation. Redefining Role and Responsibilities • Align responsibilities with team strengths and career goals. Providing Meaningful Feedback and Recognition • Regularly acknowledge contributions and progress. Encouraging Collaboration and Camaraderie • Foster positive team dynamics. Offering Opportunities for Development • Discuss long-term career goals and support professional development. Lead by Example • Model desired behavior and mindset in team.

As a leader in charge, you can reignite your team members’ passion for work by doing the following. 1. Stay close to your team and discuss with them individually and later openly their tasks, concerns, collaboration, customers, deadlines, work environment, and personal conditions if they wish. Ask them for additional feedback regarding any other areas of their choice including your own leadership style. 2. If you identify any personal issues affecting motivation, make those your first priority to resolve and work with each individual to support them and help them get through. 3. Then list the common issues and work with your team to develop solutions. 4. Implement these solutions consistently. 5. Communicate clearly and repeatedly. 2. From