Leading a team is no mean feat. Managers have to develop their staff’s skills in order to achieve excellent results. He/She therefore has a certain responsibility for ensuring the well-being of his/her staff. If employees become demotivated at work, it’s their duty to reinvigorate them. But how can this be achieved? The answer to this question depends on a number of parameters.

For example, you need to constantly monitor the well-being of your employees and spot any signs that may indicate a problem of this kind. Only then will you be able to boost your team’s morale by providing solutions tailored to the source of the problem. Whether at personal or interpersonal level.

When can you really say you’re demotivated at work?

De-motivation at work is the sudden absence of enthusiasm and interest in one’s work. It’s the loss of motivation to carry out professional tasks or missions. It is associated with many emotions and feelings. It’s a malaise in itself, accompanied by weariness and disengagement from what you used to enjoy doing. Whether for professional or personal reasons, lack of motivation depends on expectations and feelings.

The moment you no longer see work as a necessity, you’re likely to find yourself demotivated. In fact, we can say that you’re demotivated when you lose your devotion and eagerness to work. For example, the moment you get up early to go to the service starts to become a burden, you’re affected. And yet, you weren’t in the same state when you were hired for the job.

The lack of motivation becomes apparent when you start to adopt certain behaviours at work. In fact, apart from morning laziness, which is frequently observed, several other symptoms accompany demotivation at work. You may find that everything work-related starts to bore you. Your colleagues bore you and your superiors irritate you. What’s more, the tasks you have to do start to exacerbate you. You feel unable to respond properly to what you’re being asked to do.

Working days seem long, and you can’t wait to get home each time. In a word, it’s burn-out. You’re overcome by dissatisfaction and weariness. You feel constantly overworked. Work demotivation catches up with you, and you can only think of one thing: leaving everything and getting the hell out.

How do you recognize a demotivated employee?

Recognizing a demotivated employee isn’t always easy. It requires certain skills on the part of a good manager or company director. It’s almost unnoticeable at first. However, there are always signs in every employee’s character that hint at what’s to come. At first, these signals sound just like a warning. But as time goes by, demotivation at work reaches its final stage. That’s why managing a team requires attention to the smallest details. Managers need to work on their observational skills, so as to be on the lookout for and detect any signs.

A sudden decline in an employee’s performance: this is a strong signal that can be detected, because it is sudden and unexpected. An increasing decline in an employee’s performance is evidence of disengagement.
The adoption of lateness or continuous absence: the employee who often asks for time off, always arrives late, but is always in a hurry to get home is not committed. This is tangible proof of demotivation at work. In fact, he feels uninvolved and disinterested in his work.
Unexpected withdrawal: an employee who suddenly withdraws into himself, limiting his involvement when he wasn’t used to it, is suffering from demotivation. If this character leads to indifference towards colleagues and superiors, this is not a good sign.
Employee irritability: demotivation can also manifest itself in irritable or even aggressive behavior. It’s important to act quickly.

Causes of demotivation at work

There are many reasons why an employee may become demotivated at work. You need to be aware of them to be able to manage a team and develop your employees’ skills.

The nature of the work performed and all that goes with it (training, awards, recognition, etc.) can be a source of demoralization. When there’s a mismatch between an employee’s values and what they’re asked to do, they can become demotivated. In fact, we may be working just because we need the money to support ourselves. If you’re unmotivated at work, you won’t be able to get the job done properly. The same applies when information and training on the work to be done are not passed on properly.

The other source has to do with the work environment and working conditions. Let’s start by pointing out that when the working environment is unattractive and unsuited to the task in hand, no-one can thrive in it. When our expectations and demands don’t match the results obtained, we tend to get stressed and lose motivation. And when working conditions are irregular, no one is really motivated. De-motivation at work can also occur if remuneration is not good, and if there is no disparity between private and professional life, things can’t go right.

The last and most important source of professional demotivation is the nature of relations with the hierarchy. The hierarchy is as committed to its employees as they are to it. If they don’t do their duty, nothing can go right. Their role is to banish a bad atmosphere in the workplace. They must constantly motivate their employees. Otherwise, the lack of employee motivation will persist.

Workplace demotivation: what are the risks for the company?

De-motivated employees are disastrous for any company’s growth. In fact, no company can really emerge if its employees don’t give their best. It loses productivity and notoriety when its employees fail to perform at their best. Its progress depends on the sum total of the efforts of all its employees. If employees are demotivated, the company risks losing them too.

Poor work quality also means a poor working atmosphere. And in a company with a tense working climate, demotivation at work sets in more easily, preventing everyone from fulfilling their potential. In fact, according to a Hay Group study, 61% of managers create work climates that fail to motivate employees. Of course, this has a negative impact on the company’s business. That’s why it’s vital for managers and business leaders to make sure they provide the workforce with valid motivators.

De-motivation in the workplace: what can you do to give your staff a boost?

It is the duty of the company head or manager to reinvigorate his troops when they are demotivated at work. This means acting strategically and working on key points. It also requires empathy to better understand the factors that demotivate your employees. Here are 4 tips to remove demotivation from the workplace.

IDENTIFY AFFECTED INDIVIDUALS OR SECTORS
This is the first step. You need to identify the people affected by demotivation in your company. Relying on your leadership skills, you should easily spot the various signals that alert to a lack of motivation. This must be done before any solution is adopted. The best way to raise the profile of unmotivated people at work is to do it as early as possible, to prevent total disengagement. Otherwise, your efforts may even be misdirected and ineffective if you miss this step.

Refer to the various symptoms mentioned above to recognize your employees suffering from such a malaise. They may not necessarily show this sudden disinterest, so you’ll need to pay closer attention. Of course, this requires you to develop your powers of observation. Sometimes it’s a whole team or a whole sector that’s affected.

IDENTIFY THE SOURCE OF DEMOTIVATION IN YOUR RANKS
All demotivation at work is due to an unmet need. As a manager or business leader, it’s your duty to go to your employees when you sense that things aren’t going well. You must go to those you have identified as suffering from a lack of motivation, and listen to them. Through informal talks, for example, you can reach out to them individually to find out the source of their disengagement. During such talks, take off your mantle of hierarchical authority and clothe yourself in sympathy. You’ll find it easier to get the answers you need about their lack of motivation at work, and you’ll know what to do about it. So, on such occasions, be prepared to hear everything without getting irritated. Perhaps some will even cite you as the primary source of their demotivation.

It’s a good idea to put yourself in their shoes and try to imagine what you might have done in the event of a lack of motivation. You shouldn’t focus on each employee as a worker, but rather as a human being. Simply because everyone has their own problems. And as long as you don’t identify the origins of this demotivation at work, you’re going to disappoint your team. With this method of approach, you can effectively find appropriate solutions and achieve high levels of involvement in your company, while avoiding employee brown-out.

OVERCOMING PROFESSIONAL DEMOTIVATION BY DOING WHAT’S NECESSARY
Once you’ve identified the reasons why your employees are demotivated, adopt the appropriate solutions. The mistake not to make is to ignore what they have told you. Take steps to meet their needs. Of course, not everyone will have the same reasons for feeling demotivated at work, except when it’s a sector-wide issue. Don’t hesitate, for example, to encourage creativity or improve employee relations. To do this, it’s important to encourage employees to take risks despite their failures. Brainstorming sessions, creative days, green seminars, team building… these are just some of the ideas you can use to avoid demotivation at work.

What’s more, team cohesion is a key factor in company motivation. Make your actions concrete to strengthen bonds between employees. However, there are many other measures you can take to eradicate demotivation at work. The fact is, you really have to do what it takes to banish lack of motivation at group level. So, whether the causes are related to the nature of the work, the conditions or your own person, do what’s essential to get everyone motivated again.

BE A CONSTANT SOURCE OF MOTIVATION
Believe it or not, when you’re an excellent motivator, you’ll rarely have to deal with a lack of motivation. Set an example, inspire others. By doing so, you can easily influence all those around you, banishing demotivation at work. And since you’re the manager or head of the company, it’s easier for employees to imbibe the positive energy you exude. Far beyond simple management or team management, be a true leader, a true role model. Let your person embody values that catch on. As we’ve said, if your employees see you as a role model, they’ll give everything they’ve got to make your projects a success.