How to remotivate a burnt-out team?
28 June 2012
Read by 2384 persons
Your team meets deadlines and priorities? Careful, this doesn’t necessarily mean it’s healthy! Watch out for warning signs of demotivation!
Discomfort settling in a team isn’t always obvious. As a manager, responsible for performance and well-being at work, your role is to decode reality, without relying on the tip of the iceberg…
Detecting indicators of collective apathy
Certain indicators can betray a certain depression in the team: bad atmosphere, loss of team spirit, overreactions from employees. Concretely, how is the discomfort perceived? With all these small non-verbal clues: closed office doors, grumpy faces, skipped morning greetings, absence of "get-togethers" between colleagues, too much chatting around the coffee machine… Also, if your employees multiply their demands, it can also be a way of expressing their discomfort.
Another point of vigilance, it is important to be attentive to the emotions of each person in the team: lack of sense of humor, overreactions, unexplained silence, negativity, defeatism…
Understanding the origin of the crisis
This observed demotivation, it is necessary to understand the origin of the discomfort. This can appear when employees question the organization of work, the strategy or management style. If they lose sight of the meaning of their mission, do not see how to accomplish it and with what means, while not understanding the values of the company, then the demotivation crisis is certain.
Intervening with diplomacy
Faced with a KO team, the first reflex is to be attentive and listen. No question of staying cloistered in your office! No question either of "giving a dressing down" to the whole team! It is a question of taking the pulse of each person and starting a dialogue informally, in a corridor for example. Even proposing a more formal meeting later with the employees who express the wish: this can be an opportune moment to take stock gradually and see what’s wrong.
Then, it remains to make a written diagnosis: what have you observed in your team? What criticisms have been made to you? Then, an action plan is necessary. To do this, you can consider a brainstorming session with your employees, to find solutions together to revitalize the team, to develop a medium-term vision, with a precise schedule.
Etre-bien-au-travail.fr
Published March 16, 2012.
Posted online August 9, 2012.
Discomfort settling in a team isn’t always obvious. As a manager, responsible for performance and well-being at work, your role is to decode reality, without relying on the tip of the iceberg…
Detecting indicators of collective apathy
Certain indicators can betray a certain depression in the team: bad atmosphere, loss of team spirit, overreactions from employees. Concretely, how is the discomfort perceived? With all these small non-verbal clues: closed office doors, grumpy faces, skipped morning greetings, absence of "get-togethers" between colleagues, too much chatting around the coffee machine… Also, if your employees multiply their demands, it can also be a way of expressing their discomfort.
Another point of vigilance, it is important to be attentive to the emotions of each person in the team: lack of sense of humor, overreactions, unexplained silence, negativity, defeatism…
Understanding the origin of the crisis
This observed demotivation, it is necessary to understand the origin of the discomfort. This can appear when employees question the organization of work, the strategy or management style. If they lose sight of the meaning of their mission, do not see how to accomplish it and with what means, while not understanding the values of the company, then the demotivation crisis is certain.
Intervening with diplomacy
Faced with a KO team, the first reflex is to be attentive and listen. No question of staying cloistered in your office! No question either of "giving a dressing down" to the whole team! It is a question of taking the pulse of each person and starting a dialogue informally, in a corridor for example. Even proposing a more formal meeting later with the employees who express the wish: this can be an opportune moment to take stock gradually and see what’s wrong.
Then, it remains to make a written diagnosis: what have you observed in your team? What criticisms have been made to you? Then, an action plan is necessary. To do this, you can consider a brainstorming session with your employees, to find solutions together to revitalize the team, to develop a medium-term vision, with a precise schedule.
Etre-bien-au-travail.fr
Published March 16, 2012.
Posted online August 9, 2012.
