As a manager, I see my role extending beyond deadlines and deliverables. I believe I'm also a guardian of my team's motivation and engagement. It's a constant question: how do I help my team stay engaged, and what do I do when I sense that spark dimming? It's tough, because sometimes, the reasons employees leave are rooted in issues that could have been addressed earlier. So, what do we do when someone seems to be withdrawing from their work? I certainly don't have all the answers, but here are some ideas that might help you, and hopefully, prevent disengagement before it takes hold.
1. Spotting the Signs: Recognizing Mental Resignation Early
Employee disengagement can be subtle. It creeps in, showing up as missed deadlines, reduced participation, or a general lack of enthusiasm. But it's not always obvious. Someone might seem fine on the surface while quietly burning out or feeling overwhelmed. The key is to catch those early signs and address them before they escalate.
How do we do this? I've found that regular one-on-one meetings, going beyond simple status updates, are helpful. These check-ins create a safe space for open discussions about job satisfaction, workload, personal growth, and anything else on their minds.
To try to facilitate a useful conversation, here are a few things I keep in mind:
- Ask open-ended questions during those one-on-ones, like:
- "What's been on your mind lately?"
- "How are you feeling about your current role?"
- "Are there any challenges impacting your work?"
- "What are your long-term career goals, and how can I help?"
By truly listening and responding thoughtfully, we build trust with the people that we are talking to. When they trust you and are honest, then you can better detect and act to help prevent that mental resignation.
2. Foster a Culture of Continuous Appreciation
Recognition is vital for a healthy team. It's about making people feel valued for their contributions. Too often, we wait until someone's leaving to express our gratitude, which can lead to regret.
To avoid this, we should strive to make recognition an ongoing part of our team culture, rather than a one-time event. Here are some strategies I think can help:
- Celebrate small wins in team meetings: Regularly acknowledge and celebrate individual and team achievements during team meetings. This can be as simple as recognizing someone's work or congratulating the team on meeting a milestone.
- Give shoutouts for collaboration: Publicly recognize team members who have gone above and beyond to support their colleagues. This could be through verbal acknowledgement, social media posts, or written updates.
- Provide personalized acknowledgments: Take the time to personally thank employees for their hard work and contributions. This can be as simple as a handwritten note, an email, or a phone call.
- Create recognition programs: Develop regular recognition programs that reward employees for their achievements, such as employee of the month/quarter/year awards or peer-to-peer recognition platforms.
I think that there is benefit to incorporating recognition into our daily and weekly routines. Taking a few minutes each day to thank the people that you work with sincerely can go a long way to building an appreciative culture.
3. Understand True Motivations Beyond Compensation
Of course, fair compensation is important, but it's rarely the only reason people stay. I've noticed that pay is often the last thing on the mind of someone when they're considering leaving. So, what really drives them?
It's about understanding their individual motivations, the things that they want or are interested in. Some thrive on:
- Autonomy: The freedom to make decisions and take ownership of their work.
- Challenging projects: Opportunities to learn new skills, tackle complex problems, and grow professionally.
- Learning opportunities: Access to training, mentorship, and growth programs that help them develop their skills and advance in their careers.
- Meaningful work: A sense of purpose and fulfillment that comes from contributing to a project or organization that aligns with their values and passions.
But you have to take the time to figure out what each person wants. To tap into understanding these motivations, what can we do?
- Conduct regular one-on-one check-ins to understand each team member's goals, aspirations, and values.
- Offer choices and flexibility within reason, allowing employees to balance work and personal responsibilities.
- Provide opportunities for growth and development, whether through formal training programs or informal mentorship.
- Foster a sense of community and belonging, encouraging collaboration, open communication, and teamwork.
When we understand what motivates the people on our team, then we have the opportunity to align responsibilities with their motivations.
4. Prioritize Career Progression and Growth
I've been in roles where I didn't think that there was a much opportunity beyond the role that I had and didn't think that my manager wanted to help me grow beyond it. So I left to find something else. A stagnant role leads to disengagement and if people feel stuck, they'll start looking elsewhere.
What can we do to prevent this? We need to provide clear growth paths with measurable milestones.
- Establish a diverse range of growth opportunities: Whether it's technical leadership, project management, mentorship, or other roles, provide various avenues for advancement to keep employees engaged and motivated.
- Create a clear roadmap: Develop a clear career development plan with specific goals, objectives, and timelines to help remove ambiguity from career growth. Regularly review and update this roadmap during one-on-ones to ensure it remains relevant and achievable.
If we've identified the opportunities and put together a roadmap, then we have to work on prioritizing that growth for each team member. To support employee career development, we can:
- Foster open communication: Regularly discuss progress, challenges, and opportunities for growth with team members.
- Provide feedback and coaching: Offer constructive feedback and guidance to help employees overcome obstacles and achieve their goals.
- Connect employees with resources: Facilitate access to training programs, mentorship, and other resources that can support career advancement.
By prioritizing career progression and growth, we can create an environment that encourages employee engagement, motivation, and long-term commitment.
5. Build and Maintain Trust Through Transparency
Trust is the foundation upon which any successful organization is built. It's like glue that holds team members together, fosters open communication, and encourages collaboration and innovation. But if we are not transparent, then it is difficult to build trust. By prioritizing transparency, we can create a culture where trust grows, and employees feel valued, respected, and empowered to contribute their best.
What does it mean to be transparent? My suggestions are:
- Share organizational changes openly: Communicate changes clearly, concisely, and in advance whenever possible. This helps team members understand the reasoning behind decisions, reducing uncertainty and anxiety.
- Admit when mistakes happen: Acknowledge errors, apologize for any inconvenience caused, and learn from them. This demonstrates a commitment to accountability, integrity, and continuous improvement.
- Involve your team in decision-making where possible: Encourage active participation, solicit feedback, and consider diverse perspectives. This helps build trust by showing that employees are valued as stakeholders and their input matters.
You also have a responsibility to maintain trust. I've found that it is helpful to:
- Create a safe space for feedback: Establish a culture where employees feel comfortable sharing concerns, ideas, and suggestions without fear of reprisal or judgment.
- Use multiple channels for communication: Utilize various methods to reach team members, such as regular meetings, email updates, town halls, and one-on-one check-ins.
- Be approachable and accessible: Make yourself available to address questions, concerns, or issues in a timely and professional manner.
By prioritizing transparency, we can build trust with our team as managers, creating a positive work environment where collaboration, innovation, and growth thrive.
Creating a Culture That Retains Top Talent
Employee loyalty is a powerful driver of business success, as engaged and motivated employees are more likely to deliver great results, drive innovation, and become ambassadors for the organization. But engaging and motivating employees requires us as managers to be proactive on a daily basis. In summary what can you remember to do?
- Proactively nurture your teams: Regularly check-in with employees to understand their goals, aspirations, and challenges. Provide support, guidance, and resources to help them overcome obstacles and achieve their objectives.
- Foster a culture of appreciation: Express gratitude for employees' contributions, acknowledge their achievements, and celebrate milestones. This helps create a sense of belonging and recognition that motivates team members to perform at their best.
- Provide opportunities for growth and development: Offer training, mentorship, and career advancement opportunities that align with employees' interests and goals. This helps build trust, confidence, and a sense of purpose.
What strategies have you found effective in keeping your team engaged and motivated? I'd love to hear your thoughts in the comments.