Lost Mojo: How to deal with unmotivated employees in the workplace?

Are you struggling with employees who lack drive, energy, and enthusiasm for their work? Do you notice a decline in productivity, creativity, and engagement among your team members? If so, you’re not alone. Many managers and leaders face the challenge of dealing with unmotivated employees, which can be puzzling and frustrating. Motivation is critical in driving employee performance and productivity in today’s work environment. When employees are motivated, they are more likely to be engaged, proactive, and committed to their work. On the other hand, unmotivated employees can have a negative impact on team dynamics, organizational performance, and overall morale. But what causes employees to become unmotivated? Is it a lack of intrinsic motivation, external factors, or a combination? How can managers and leaders effectively address and overcome this challenge? In this blog, we will delve into the world of unmotivated employees, unravel the mystery behind their lack of motivation, and explore practical solutions to rekindle their passion for work.

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Lost Mojo: How to deal with unmotivated employees in the workplace?
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Why do employees get unmotivated?

Employees can become unmotivated for a variety of reasons. Some common causes include

Lack of clear goals and expectations: When employees are unclear about their roles, responsibilities, and what is expected of them, it can lead to confusion and demotivation. Without a clear sense of purpose or direction, employees may struggle to find meaning in their work.
Insufficient recognition and reward: Employees who feel their efforts and contributions are not acknowledged or rewarded may lose motivation. Recognition and reward are important forms of validation that help employees feel appreciated and motivated to continue performing well.
Limited growth and development opportunities: Employees who feel stuck in their roles without opportunities for growth and development may become demotivated. Lack of advancement opportunities or insufficient support for learning and skill development can lead to boredom and stagnation.
Poor leadership and management: Ineffective or unsupportive leadership can negatively impact employee motivation. Poor communication, lack of feedback, inconsistent or unfair treatment, and toxic work culture can all contribute to employee demotivation.
High workload and stress: When employees are overloaded with work or constantly under stress, it can result in burnout and demotivation. A heavy workload, unrealistic expectations, and excessive pressure without adequate support can erode employee motivation and engagement.
Personal issues and challenges: Employees may face health problems, financial stress, family concerns, or other personal challenges that can impact their motivation at work. These external factors can affect an employee’s ability to focus and perform at their best.
Lack of work-life balance: Employees who struggle with maintaining a healthy work-life balance may experience decreased motivation. Long working hours, excessive workload, or a lack of flexibility in work arrangements can disrupt employees’ personal lives, reducing motivation and engagement at work.
Organizational changes and uncertainty: Changes such as restructuring, downsizing, or mergers and acquisitions can create uncertainty and ambiguity, affecting employee motivation. Employees may feel anxious about their job security or struggle to adapt to new work arrangements, leading to decreased motivation.

Check out “Are your motivation problems holding you back? Here’s how to fix them“ It’s important to note that motivation is a complex and individualized aspect of human behavior, and employees may experience a combination of these factors or other unique circumstances that can impact their motivation levels. Therefore, understanding the underlying reasons for employee demotivation is crucial to address them effectively and helping employees regain their motivation and productivity.

What are the signs of an unmotivated employee ?

Some common signs of an unmotivated employee at work include:

Decreased productivity: An employee who was previously performing well but suddenly shows a decline in productivity or output may be experiencing decreased motivation.
Missed deadlines or poor quality of work: If an employee’s work quality or ability to meet deadlines consistently decreases, it could be a sign of lowered motivation and engagement.
Lack of enthusiasm or initiative: An unmotivated employee may lack enthusiasm or initiative toward their work. They may seem disinterested, disengaged, or reluctant to take on new challenges or responsibilities.
Increased absenteeism or tardiness: A decrease in attendance or punctuality may indicate decreased motivation, as the employee may feel they need to be more motivated to come to work regularly or be punctual.
Negative attitude or low morale: An unmotivated employee may exhibit a negative attitude, low morale, or pessimism towards their work or the organization. They may complain frequently or express dissatisfaction with their job.
Decreased participation or engagement: An employee who was previously engaged in team activities, discussions, or brainstorming sessions but withdrew or showed reduced participation may be experiencing decreased motivation.
Lack of initiative or innovation: A drop in creativity or innovation in an employee’s work or problem-solving approach may indicate lowered motivation.
Social withdrawal or disengagement: An unmotivated employee may become socially withdrawn, disengaged, or less interactive with colleagues and team members.

It’s important to note that these signs may not always indicate decreased motivation alone and could also be caused by other factors. Therefore, it’s essential to communicate with employees, understand their perspectives, and address any underlying issues to help them regain their motivation and engagement at work.

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Examples of unmotivated employees

A sales team member consistently arrives late for work or team meetings, showing a lack of punctuality and commitment to their responsibilities.
An employee who does not take the initiative to contribute new ideas, suggestions, or solutions during team brainstorming sessions shows a lack of enthusiasm to participate in team activities actively.
A team member who does not complete assigned tasks or projects on time fails to meet deadlines and consistently falls behind schedule, indicating a lack of motivation to prioritize and manage their workload effectively.
One employee repeatedly ignores feedback or performance improvement suggestions from their manager and is unwilling to make changes or improve their work, suggesting a lack of motivation to enhance their skills or performance.
A team member who frequently calls in sick takes excessive unplanned leaves or has a pattern of absenteeism, showing a lack of commitment and motivation towards their work and team.

Check out “How Company Culture Shapes Employee Motivation? A Manager’s Guide“

How to motivate unmotivated employees?

Motivating unmotivated employees can be challenging, but the right approach and strategies can help them regain their motivation and productivity. Here are some suggestions:

Understand the root cause: Take the time to have candid conversations with the employees to understand the underlying reasons for their lack of motivation. It could be due to various factors, such as a lack of job satisfaction, unclear expectations, personal issues, or feeling undervalued. Identifying the root cause will help you tailor your approach to address the employee’s needs.
Set clear expectations: Ensure that employees clearly understand their roles and responsibilities and your expectations for their performance. This includes setting SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals aligned with their strengths and interests. Clear expectations provide a sense of purpose and direction, which can help boost motivation.
Provide regular feedback and recognition: Feedback and recognition are crucial for motivating employees. Regularly provide constructive feedback on their performance, highlighting their strengths and areas for improvement. Also, acknowledge and recognize their achievements and contributions publicly, reinforcing their sense of value and appreciation.
Foster a positive work environment: Create a positive work culture where employees feel supported, respected, and included. Encourage open communication, provide opportunities for collaboration, and show empathy toward their concerns. A positive work environment can help employees feel motivated and engaged.
Offer learning and development opportunities: Provide opportunities for employees to develop their skills and advance in their careers. This can include training programs, workshops, mentoring, and job rotations. When employees see a path for growth, it can increase their motivation to perform well and contribute to the organization.
Use intrinsic motivators: Intrinsic motivators, such as autonomy, purpose, and mastery, can be powerful drivers of motivation. Provide employees with autonomy in their work by allowing them to make decisions and take ownership of their projects. Help them understand how their work contributes to the organization’s larger purpose. Also, provide opportunities for employees to develop and master new skills, which can increase their motivation to excel.
Recognize and address burnout: Unmotivated employees may be experiencing burnout, which can result from prolonged stress and excessive workload. Recognize and address the signs of burnout, such as reevaluating workloads, providing resources and support, and encouraging work-life balance.

Check out “Are you a motivated leader? Find 6 traits here to become one“ Remember that motivation is a complex and individualized aspect of human behavior, and it may take time and effort to help unmotivated employees regain their motivation. Therefore, be patient, supportive, and willing to listen and adapt your approach based on the unique needs of each employee.

Conclusion

Unmotivated employees can present challenges in the workplace, but understanding the root causes and finding effective solutions can lead to positive outcomes. In this blog, we’ve explored various reasons employees may become unmotivated, such as lack of intrinsic motivation, external factors, poor leadership, and mismatched expectations. We’ve also discussed strategies managers and leaders can implement to address this issue, including setting clear expectations, providing regular feedback and recognition, and involving employees in decision-making processes. Managers can create a conducive environment where employees feel empowered, valued, and motivated to contribute their best efforts by taking a proactive approach to employee motivation and engagement. When encouraged, employees are more likely to be productive, innovative, and committed to achieving individual and team goals. Ultimately, a motivated workforce can drive organizational success and create a positive ripple effect throughout the entire team and organization.

Suprabha Sharma

Suprabha, a versatile professional who blends expertise in human resources and psychology, bridges the divide between people management and personal growth with her novel perspectives at Risely. Her experience as a human resource professional has empowered her to visualize practical solutions for frequent managerial challenges that form the pivot of her writings.

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Frequently asked questions

What causes employees to be unmotivated?

Causes of unmotivated employees:
– Insufficient feedback and communication
– Monotonous or repetitive work
– Poor work-life balance
– Inadequate resources or support

What happens when employees are unmotivated?

Effects of unmotivated employees:
– Poor quality of work
– Lower employee engagement and morale
– Missed opportunities for growth and innovation

What are the signs of demotivated employees?

Signs of demotivated employees:
– Missed deadlines or incomplete tasks.
– Lack of engagement in team activities or discussions.
– Negative attitude or frequent complaints.
– Resistance to change or lack of interest in new challenges.

How to manage unmotivated employees?

Managing unmotivated employees:
– Identify and address underlying issues
– Communicate and listen
– Provide growth opportunities
– Empower and involve employees

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Are you a motivated leader? Find 6 traits here to become one

A motivated leader is not just someone who leads a team but someone who inspires their team to do their best. As a result, they can see the potential in their team members and help them reach new heights in their careers. In this blog, we explore the connection between motivation and leadership. We will discuss how a motivational leadership style can benefit your team and provide examples of leaders who have inspired others to achieve greatness. We will also dive into the traits that make a leader motivational and how you can develop those traits to be a better leader. Lastly, we will share tips on how to stay motivated as a leader, so you can continue to inspire your team toward success.

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The Connection Between Motivation and Leadership

Motivation and leadership are closely connected because a leader’s role is to inspire and motivate their team to achieve common goals. In addition, leaders are responsible for creating an environment that supports and encourages employee motivation. Here are a few ways in which motivation and leadership are connected:

Leaders set the tone for motivation: The leader’s behavior and actions can influence the motivation levels of their team. When leaders show enthusiasm, passion, and commitment to their work, it can inspire their team to do the same.
Leaders provide direction and support: A good leader provides direction and support to their team to help them achieve their goals. When employees receive clear guidance and feel supported by their leader, they are more likely to be motivated to work towards achieving their objectives.
Leaders recognize and reward success: A leader who recognizes and rewards their team’s achievements can boost motivation levels. When employees feel appreciated and valued, they are more likely to be motivated to continue performing well.
Leaders encourage employee development: A leader who invests in the development of their team can inspire motivation. Employees with opportunities for growth and development are more likely to be motivated to improve their skills and performance.
Leaders foster a positive work environment: A leader who creates a positive work environment can inspire motivation. When employees feel comfortable, happy, and supported at work, they are more likely to be motivated to perform at their best.

Check out “Boosting employee morale: The power of employee encouragement in the workplace“

Leadership Style and its Impact on Motivation

The leadership style of a manager or supervisor can have a significant impact on the motivation levels of employees. In addition, different leadership styles can affect employees’ job satisfaction, engagement, and productivity. For example, a transformational leadership style, which involves inspiring and motivating employees to reach their full potential, can lead to higher employee motivation. This style is characterized by leaders who communicate a clear vision, empower employees to make decisions, provide meaningful feedback, and recognize and reward their achievements. On the other hand, an autocratic leadership style, which involves top-down decision-making and strict control over employees, can lead to lower motivation levels. This style can make employees feel disempowered and undervalued, decreasing engagement and productivity. So which leadership style is the best for increasing motivation in employees? Well, there is something called a Motivational leadership style.

Motivational Leadership Style & its Benefits

Motivational leadership is a style of management that focuses on inspiring and encouraging employees to achieve their goals and reach their full potential. This leadership style focuses on positive reinforcement, employee development, and creating a supportive and collaborative work environment. There are several benefits to using a motivational leadership style, including increased productivity, improved employee satisfaction, higher employee retention, Increased creativity and innovation, and better teamwork and collaboration. Overall, a motivational leadership style can have a positive impact on both employees and the organization as a whole. Leaders can create a supportive and collaborative work environment that fosters productivity, creativity, and innovation by focusing on employee development and empowerment.

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Traits of Motivated Leaders

Motivated leaders possess several key traits that set them apart from others. Here are some qualities of motivated leaders:

Clear communication: Motivated leaders are effective communicators who can convey their vision, goals, and expectations clearly and concisely. They actively listen to their employees’ concerns and feedback and provide regular feedback to help them improve.
Positive attitude: Motivated leaders have an optimistic outlook, which helps them inspire their teams to stay focused and motivated, even during challenging times. They lead by example, demonstrating a can-do attitude and a willingness to take on new challenges.
Flexibility: Motivated leaders can adapt to changing circumstances and embrace new ideas and approaches. They encourage their teams to think outside the box and challenge the status quo.
Emotional intelligence: Motivated leaders have high emotional intelligence, enabling them to understand and empathize with their employees’ feelings and motivations. They can create a positive work environment where employees feel valued and supported.
Goal orientation: Motivated leaders are goal-oriented and driven to achieve their objectives. They set clear, measurable goals and hold themselves and their teams accountable for achieving them.
Continuous learning: Motivated leaders are lifelong learners committed to personal and professional development. They seek new opportunities to learn and grow and encourage their teams to do the same.

Check out “Coaching for Motivation in the Workplace 5 Effective Tips“

Examples of Motivated Leaders

Bill Gates: Bill Gates is a technology pioneer who co-founded Microsoft and revolutionized the computer industry. He is known for his relentless pursuit of innovation and his commitment to positively impacting the world through philanthropy. As the co-founder of Microsoft, he revolutionized the technology industry and continues to inspire many aspiring leaders.
Mary Barra: Mary Barra is the CEO of General Motors and the first woman to lead a major global automaker. She is known for her focus on customer needs and commitment to creating a culture of accountability, transparency, and inclusion.
Simon Sinek: Simon Sinek is a leadership expert and author known for his inspiring TED Talks and best-selling books, including “Start With Why.” He encourages leaders to focus on their purpose and values and to inspire and empower their teams to achieve greatness.
Indra Nooyi: Indra Nooyi is the former CEO of PepsiCo and a trailblazer for women in business. She is known for her strategic vision, commitment to sustainability, and emphasis on empowering and engaging employees to drive success.

Check out “How Company Culture Shapes Employee Motivation? A Manager’s Guide“

How to Be a Motivated Leader?

Being a motivating leader is not just about giving orders and expecting your team to follow them. It’s about setting an example for your team members to follow. Several ways can help you join the League of motivated leaders. By following the tips below, you can become a motivating leader who inspires your team to perform at their best daily.

Lead by example: You set the tone for your team as a leader. If you are motivated and enthusiastic, your team is also more likely to be. Show your team that you are committed to your goals and lead by example by taking on challenges and working hard to succeed.
Provide regular feedback: Regular feedback helps employees understand how they are performing and what they can do to improve. Provide constructive feedback on specific behaviors and outcomes, and recognize and reward good performance.
Create a positive work environment: A positive work environment can help foster intrinsic motivation by making employees feel valued and appreciated. Encourage teamwork, provide regular feedback and recognition, and promote a sense of camaraderie among employees.
Set clear expectations: Clearly defined goals and expectations can help employees understand what is expected of them and stay motivated to achieve their objectives. Be clear and concise when communicating expectations, and provide regular feedback and support to help employees stay on track.
Foster a sense of purpose: Employees are more likely to be intrinsically motivated when they feel their work has meaning and purpose. Help employees understand how their work contributes to the organization’s goals and mission and provide opportunities for them to take on meaningful projects that align with their values and interests.

Check out “How Self Motivation Can Boost Your Morale To Achieve Your Goals?“ By incorporating these strategies into your leadership style, you can become a motivating leader who inspires and empowers your team to achieve their goals and reach their full potential.

Conclusion

Leadership and motivation go hand in hand. Motivated leaders inspire, guide, and lead their teams toward a common goal. They bring out the best in their team members by fostering a sense of purpose and ownership, recognizing and rewarding good performance and results, and creating opportunities for growth and learning. Examples of motivated leaders can be found everywhere, from business leaders to sports coaches. With traits like empathy, perseverance, and vision, they inspire others to achieve great things. If you aspire to be a motivating leader, read our tips on staying motivated and inspiring your team to achieve great things.

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Frequently Asked Questions

What are the characteristics of a motivated leader?

A motivated leader is characterized by several key traits, including a clear vision and direction for the organization, the ability to inspire and motivate others, strong communication and interpersonal skills, a focus on continuous learning and improvement, a willingness to take calculated risks, and the ability to adapt and innovate in response to change. Additionally, motivated leaders are typically passionate about their work, persistent in the face of obstacles, and dedicated to achieving their goals.

Why is motivation important as a leader?

Motivation is essential for leaders because it helps to drive and inspire their team toward a shared goal. Leaders who motivate their employees can create a positive work environment, boost morale and productivity, and increase job satisfaction and employee retention. Motivated leaders can also better adapt to changing circumstances, overcome obstacles, and achieve their objectives, which can benefit both the organization and its employees.

What type of leadership motivates?

Transformational leadership is a type of leadership that motivates individuals and teams to perform beyond their expected capabilities by inspiring and challenging them to achieve common goals. This leadership style involves creating a clear vision and communicating it effectively, providing support and guidance to team members, encouraging creativity and innovation, and recognizing and rewarding individual and team achievements. Transformational leaders also promote collaboration and foster a sense of belonging and ownership among team members, which can lead to higher levels of job satisfaction and motivation.

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What Is Real Time Feedback? 6 Reasons Why Your Team Needs It

Feedback is one of the most important ingredients in any team-building strategy. The feedback process can help teams learn from each other to improve performance and strengthen bonds. It’s also a way for managers to keep employees up-to-date on their performance and how it affects the team. In an increasingly digital workplace, real-time feedback helps teams make decisions and foster innovation without waiting for feedback from multiple sources. But feedback isn’t always easy or fun to give or receive. And even if your team understands the importance of feedback, they might not be 100% on board with giving it regularly. That’s why we’re here to share the benefits of real-time feedback that’ll hopefully motivate your team to implement it in their workday. But that’s not all; keep an eye on the pitfalls you must avoid while adopting real time feedback with your team.

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What Is Real Time Feedback? 6 Reasons Why Your Team Needs It
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What is real time feedback?

Real time feedback is a form of communication in which managers provide feedback immediately as it happens rather than waiting for a later time when the feedback may be less relevant or accurate. As managers raise concerns as and when they arrive, it allows team members to share their thoughts and opinions quickly and easily, providing a forum for open discussion and debate. It improves team morale, cohesion, and individual performance on the team. Real-time feedback systems help track and monitor project progress and ensure all team members are aware of current developments. Real-time feedback also provides immediate feedback on performance and helps to enhance both individual and team productivity. In addition, it creates a positive working environment and encourages team collaboration. By providing regular, constructive feedback to team members via real-time channels such as chat or voice calls, teams can build a culture of openness and feedback that fosters high-functioning teams and leads to better overall outcomes for all involved.

Real time feedback examples for managers

Today’s fast-paced world requires organizations to be efficient and effective with their time, making real-time feedback an essential management tool for success. Good managers can use real time feedback in the following manner with their teams: During a team meeting, a manager observes that an employee, John, is consistently late with his project deliverables. The manager takes a few minutes after the meeting and addresses John directly. The manager says, “John, I’ve noticed that you’ve been missing your project deadlines. This is impacting the team’s ability to deliver on time. Can you let us know what’s going on and what steps you’re taking to get back on track?” The manager is giving direct, specific feedback at the moment, addressing an issue that is impacting the team. They are also offering an avenue to understand further and resolve the concern which might be bugging the team member. By doing so, the manager is helping John understand his actions’ impact and take steps to improve.

Why should you adopt real time feedback?

Real time performance management

Real time feedback allows teams to continuously track performance, identify areas for improvement, and foster a culture of continuous learning. It can help teams make informed decisions and improve their performance quickly. Real-time feedback can be used to measure employee performance, pick the weak areas of team members and allow teams to focus on what works best immediately, ensuring no delay in solving their challenges. In addition, real-time feedback can help teams identify and address issues quickly and effectively. Adopting real time feedback creates a more effective team environment that consistently produces high-quality work results. They can continuously improve their performance and work together as a cohesive unit toward a common goal.

Help new and learning employees perform

Feedback is an essential component of any employee development or learning program. It is an excellent tool for learning organizations working intensely on their team members’ growth. Real time feedback helps employees understand and improve their performance quickly based on the suggestions of their managers. It can reduce the overall time required to develop a skill. Furthermore, real time feedback can help identify and correct mistakes quickly, leading to reduced costs and improved quality of work. Otherwise, team members can continue repeating the same errors if they are not addressed at the right time. Similarly, on the other hand, it keeps the managers aware of the sentiments of the team members as well because they can ask questions and receive feedback from the team on their efforts.

Keep the team engaged and motivated

Real-time feedback can help keep teams engaged and motivated by providing immediate feedback on performance. It can identify and address problems quickly, leading to improved productivity. Real-time feedback fosters a collaborative environment where team members are encouraged to contribute their ideas and feedback. All of this counts towards continuous and regular engagement with the team members. It provides a space to discuss ideas, address concerns, and build healthy relationships at work. Real-time feedback provides an essential opportunity for managers to connect with their teams. It fosters a sense of trust, encourages open communication, and helps employees make themselves home in their teams. Managers who frequently provide constructive feedback also add words of motivation to their team’s spirits high and shining.

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Add adaptability and agility to the team

Real time feedback can be a valuable tool to help teams stay on track and improve their performance. Adopting real time feedback helps teams identify and address problems as and when they occur instead of waiting for meetings to address critical issues – making it easier to adapt to a changing environment and the challenges it throws. It also improves team collaboration and communication, which can help teams work more effectively. Real time feedback helps build agile teams by providing immediate feedback on how individuals perform and allowing immediate corrective action. Agile teams are marked by their fluid and unconventional approach to work; with the help of real time feedback, managers can quickly modify the directions adopted by their team members.

Makes managers more approachable

Real-time feedback is a technique that allows employees to engage regularly and directly with their managers. It helps improve communication and relationship between the employees and the managers, creating higher productivity and better results for the team. Real-time feedback creates an open and honest culture within the workplace, where employees feel free to share their thoughts and ideas about the work being done. This feedback can help managers make better decisions about how to run their teams. Adopting real time feedback has benefits beyond simply improving the quality of work. For instance, managers boost morale by providing team members with constant feedback on their performance and encouraging them to take risks and try new ideas. In addition, real time feedback can help to prevent or resolve conflict and tension in the workplace, leading to a more constructive and productive environment. Overall, adopting real time feedback is an important way for managers to improve the quality of their work and achieve their objectives fast.

Builds leadership

Sharing real time feedback creates more instances for managers to take up the leadership role. It creates scenarios where they can guide team members while playing all the essential functions of a leader – motivator and enabler. This is a significant step for people keen on adopting a coaching leadership style.

How to give real time feedback?

Providing real time feedback starts with setting a clear goal of what you want to achieve with your team. For instance, as a manager, you can use real time feedback to reinforce desirable behaviors among team members and reduce the unwanted habits which hurt productivity. Once you are clear on this, you can begin acting on a routine similar to the following:

Share your observation: Start real time feedback with your observations. It helps the team members know that their efforts are recognized and understood. At this point, they can clear misunderstandings as well.
Share your suggestions: The critical step in making feedback effective lies in sharing the right tips and guidance with the team members. Managers should make sure that they are giving advice that would enhance productivity. For example, if you see a team member frequently getting overworked, you can offer them time management tips to be used at work.
Answer and ask questions: Feedback becomes complete only when the receiver is sure of their roadmap. Hence, be available to answer questions from your team members’ minds. You can also ask them questions to understand their perspective better.

Can real time feedback backfire?

As is the case with any managerial process, real time feedback can backfire, too, if a manager does not step back to avoid a few basic pitfalls. In this section, we are going to look at practices to avoid to ensure the efficacy of your real time feedback,

Think before you act: Providing real time feedback can look like a hectic task from the start. But, it is critical to understand for managers that real time feedback is to be provided only when necessary, not at every available instance. For example, a team member receives feedback from their manager every day. However, because the manager is too busy giving daily feedback to every team member, they do not get the time to provide constructive feedback. Instead, their messages end up becoming vague and disheartening.
Thinking correctly before you start giving feedback is the way out of this situation. Otherwise, teams can become irritable after growing tired of such conversations. Feedback is a meaningful exercise, do not reduce it to a task on your to-do list. Set an optimal frequency and provide feedback only after you have sufficiently distanced yourself from the activity to analyze it effectively.
Be available to discuss: Real time feedback is often shared with the help of digital tools, where the employee’s reaction remains hidden from the manager. Negative feedback provided without sufficient context can stress employees. Make sure that this method does not become a barrier. Instead, guarantee your availability to discuss the feedback in detail and help team members act on it. Make it the stepping stone toward the growth process, not the culmination.
Adapt to your team: While real time feedback sounds excellent to managers, it may excite some team members differently. And that is totally fine! As you start providing real-time feedback, you must keep track of the team members’ responses. If you feel that a team member is happier and works more efficiently with a higher or lower frequency of feedback, you can adapt accordingly. Some people work differently, and just like that, some methods need a bit of switching.

How Risely uses real time feedback to help you grow?

Risely smartly incorporates real time feedback in its leadership development platform for managers. It provides regular real time feedback for managers through nudges based on the personal challenges you are facing. These nudges are equipped with tips and suggestions to handle day-to-day team issues smoothly. Moreover, these helpful nudges are available for teams along with their managers! Get started today by signing up for Risely for free.

Conclusion

As a manager, it is vital that you listen to feedback from your team members. First, it helps create a culture of feedback and feedback-driven performance management. Second, another reason why you should adopt real-time feedback is to improve team performance. Third, real-time feedback helps teams focus on improving individual performance while working toward team goals. And lastly, it allows new and learning employees to feel more connected and valued by the team.

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Find your Ikigai before motivating your team

In case of emergency, put on your own mask before helping others! In our daily lives, we often encounter lethargy and demotivation. However, these issues can manifest huge repercussions when they affect an entire team. Motivation is what drives people to achieve their deadlines on time amidst all the clutter. Projects that require coordination and teamwork are affected by the motivation levels of all the team members. Consequently, it becomes imperative for a manager to motivate themselves and their team members constantly. Nonetheless, it is obviously not surprising to find yourself bewildered over employee motivation. Yet, the question of building motivation in your team remains a perplexing one. Moreover, employee motivation can be a complex issue at times because of its broad scope, including diversity and individual differences. Motivational techniques may not work universally, but managers and leaders can definitely try some of the proven effective ones. Before beginning to motivate your team, it is crucial to motivate yourself. A manager simply serves as a motivation for their team in multiple ways. Effectively, their motivation and enthusiasm toward work can also serve as an example of model behavior for employees. Further, a manager’s motivation is important because they have to lead the team. They are responsible for taking problems head-on and solving problems day after day.

Constant challenges from the external as well as the internal environment are part and parcel of managerial and leadership roles. Therefore, managers must find something that motivates them to get up and do their best daily. The Japanese concept of Ikigai can be beneficial here. Ikigai, in its simplest form, stands for your reason for being. It is the thing that moves you every day to continue achieving smart goals. The best part is that you can use this technique not only to find your own Ikigai but also to help your team and team members find theirs. Employee motivation can still appear tricky because it involves multiple people who are not you. Their reasons, responsibilities, and responses can be poles apart from yours. As a result, it might be hard to find effective motivators within the organization. There are several techniques that a manager can use to motivate their employees. Managers usually focus on offering encouragement and support and creating positive experiences at work to keep their team engaged. You can find a few top employee motivation techniques you can use with your team.

Employee recognition is among the most effective and popular ways to motivate employees. It shows them that their efforts are valued. Additionally, getting recognized gives one a sense of security and comfort in the team. It works like an elixir for team performance. Generally, we see recognition as an acknowledgment of efforts made in the workplace. But employee recognition includes much more than that! All in all, you have to make employee recognition a part of your team’s culture. This article on the recognition of employees as a motivational tool will help you understand the various forms of employee recognition that you can use to motivate your team. All in all, employee motivation is indispensable in your team’s journey to success. Although motivation is subjective often, a manager can attempt to enhance engagement and encourage their employees. It might require you to interact closely with your team to understand their personality and employ techniques accordingly.

Successful managers know that a people-centric approach is instrumental in not merely building a great team culture but also in increasing productivity and improving performance. You can become a high-performing manager by hacking into the motivation game using the resources listed above. Test and try to see what works best for your team. Creating a motivated team is a mix of inspiration, infusion, and inclusion – balanced just right!