Online Jobs for Americans

employee motivation

5 Expert Tips For Employee Motivation And Engagement During COVID-19 Pandemic

Spread the love

If you have been in a leadership position at your workplace, you probably have dealt with unmotivated employees or a staff that seems uninterested in work and is underperforming with each passing day. Conversely, you have pinpointed a few good seeds, workers who love their job, strive for success, and better themselves professionally.

However, fatigue and burnout seem commonplace in many offices. They are a trend that had already started deepening its roots before COVID-19. Today, things seem bleaker given the many constraints occasioned by the pandemic. People are engaging each other less, and thus it is harder for them to feel connected at work. With mental and emotional health being essential to employee engagement, retention, and productivity, address this challenge in the workplace can feel intimidating for many managers.

In any business setting, the boss (manager or owner) is viewed as the therapist, the pillar to turn to during troubling times, and a source of motivation for the workforce. It is a fact that remains even during these pandemic times. Therefore, below are some of the things you can do as a leader in your workplace to keep your team engaged and motivated.

1). Understand The Problem

It is expected of those in management positions to know why the workers are underperforming or seem uninterested in their work. But knowing this entails taking the time to understand the employee’s perspective of things. For instance, they are overwhelmed by too much workload, feel inadequately challenged, do not know their role, or have expectations that do not align with the business. TrackTime24 helps to identify problem areas allowing manager to address them effectively.

2). Timing Is Everything

It is best to try to perfect your timing for engaging with your employees. Avoid doing so when a related topic pops up during a random conversation or when wrapping up a meeting. Also, you should consider a more deliberate approach, scheduling one-on-one sessions that focus on assessing the workers’ emotional and mental health as they open up about their needs and concerns.

3). Be Specific And Intentionally Empathetic

Negative feedback is not necessarily a drawback. On the contrary, it can be used to mold a person when shared in a caring manner. While it may not be easy to give or receive a negative remark, it is wise to check how your staff takes it at a personal level. Also, it is best to be empathetic, showing that you care about their success professionally and personally, proving you are striving to make them excel. Such support is enough to keep them motivated and invested even after negative feedback.

4). Move Forward Together

Take a definite approach when outlining your objectives and the steps to meet those goals. You can share them with your workforce to determine if the employees need specific resources or extra training to enhance their performance. Moreover, allow your workers to take ownership of the situation. It can be an empowering and motivational strategy.

5). Follow Up And Recognize Growth

At this point, you have a play of action. The next thing is creating an implementation schedule that allows you to do period check-ins on each step. Pay attention to any positive changes you note in your staff and reward the improvements. It can be they putting in regular working hours, avoiding distractions in the office, or even engaging in activities that support mental health. At the management, you can send a gift card, write a nice note, or any other thing that shows you acknowledge their positive growth.

The times are hard for everyone during this pandemic season. As such, a little bit of patience, empathy, support, and acknowledgment can go a long way toward keeping your employees motivated and engaged with their work.

Leave a Comment

Your email address will not be published. Required fields are marked *