Businesses encounter dips in motivation during tough times, particularly evident during the COVID-19 pandemic.
- Pandemic disruptions have highlighted the need for individualised employee support and flexible policies.
- Financial hardship requires transparency and collective team strategies for effective management.
- Addressing underperformance involves understanding root causes and enhancing task identity and significance.
- Stretched resources can be managed through job crafting and increased employee engagement.
The COVID-19 pandemic has emerged as a significant disruptor, necessitating a shift in how businesses manage employee motivation. Employees have responded variably, with some experiencing mental health challenges. It has become imperative for businesses to engage in ongoing conversations with employees, understanding their needs and adapting policies accordingly. A one-size-fits-all approach fails to motivate, hence tailored strategies are crucial for optimal performance.
Financial instability often accompanies challenging times, such as those seen during the pandemic. Transparency within the company is vital. As Ben Gould, President of QuickBridge, stresses, it’s critical not to obscure financial realities but instead make company data available to assure staff. Sacha Brant, CEO of Sassy Lasses, supports this by advocating for honesty and holding inclusive meetings to encourage team investment in the company’s success.
Underperformance by employees can affect team morale significantly. Marlene Caroselli advises using the ‘Five-Why’ technique to investigate and address underlying issues, identifying whether additional training or other interventions are necessary. Doug Keller highlights the importance of task identity and significance, suggesting that ownership of one’s contribution can reinvigorate job satisfaction.
When businesses face a sudden increase in workload or staff shortages, job crafting can provide valuable opportunities for employees to showcase their strengths. Rod Brown from OnceLogix advises maintaining open communication and visible leadership to engage employees actively. This approach turns potential challenges into opportunities for professional growth and team cohesion.
Personal challenges at home can impact an employee’s work performance. It is crucial for employers to assess these situations empathetically, determining whether an employee should be working during difficult times. This empathetic approach not only supports the individual but also benefits the overall work environment, fostering a culture of understanding and support.
Proactive management and adaptive strategies are essential to maintain motivation during tough business periods.
