Employees become de-motivated

Employees become de-motivated

Employees become de motivated, less focused and engaged in their role. Team work starts to break down as employees fear for the worst and are unsure of direction and vision of where the organisation is now heading and where they fit in. Individuals attitudes begin to weaken and commitment to achieving company goals and targets lessen.

In times like this it is crucial to ensure that employees are aware of where your sales organisation is headed, the plans you have in place to overcome the economic storm and how they will be supported in the journey. However when panic strikes an organisation many revert to a tell style, ‘the weak will go the strong will make it’ culture begins however fear is only a good motivator when channelled correctly.

Organisations who make it through the storm understand that employees may feel unsettled and unsure of the future so they ensure that communication is regular and consistent and they engage their teams throughout the change ensuring that as a team you face the storm together instead of one leader trying to fight the storm alone.

So what steps can you take to ensure that you sustain motivation, engage your employees and give them clear direction of where you are going and what part you need them to play in achieving company goals?

Our 7 Step guide to Building and sustaining team motivation

Step1 – Engage your sales team

Employees need to feel that they are being listened to so hold regular meetings to communicate any changes, plans and remember to ask for their opinion. After all your sales teams are the entry point to your clients, your clients may be giving them information and suggestions that you may not have thought about so ask them what their customers are saying and what suggestions they have to help you retain existing customers and win new customers.

Step 2 – Communicate your company goals & objectives

At times like this many organisations may need to resubmit budgets as they plan for a drop in revenues. Give your team the full picture by revisiting your company goals and objectives and again your plans to help them overcome it. Communicate your organisations key priorities during this period and empower your employees to be creative in putting plans and suggestions forward.

Step 3 – Empower your employees to take responsibility for their roles

By now you will have engaged your team, you will have clearly communicated the company goals, objectives and priorities so now you need your team to become empowered and take responsibility for the part they play in achieving the company goals. This is when you need to develop each individual in your team to have their own vision and goals, the motivation and passion to achieve them and the attitude to take action everyday to ensure that you achieve team and organisational goals.

Step 4 – Set individual goals

Employees that feel valued and supported achieve goals. Therefore support your team in setting their individual goals by teaching them how to set goals, making them aware of the cycle of change they will go through to achieve goals, how to handle the change and how to create a compelling future for themselves by helping them to establish the individual key priorities and actions that they need to take in order to achieve individual and organisational goals.

Step 5 – Build and sustain team motivation

Motivation is key to achieving goals, most of your team members will be aware of what motivation is and how it enables them to achieve goals however few will be aware of their own personal motivational drivers and what it takes to really get them to take action.

Some of your employees may be ‘towards’ motivated so they aim to achieve a goal however in times like this if the goal seems impossible they become de motivated.

Some team members may be ‘away from’ motivated, so away from failure, away from debt. However if all other team members are fearing the same thing as them it becomes acceptable to be concerned, they feel part of the gang however their motivation level will take a dip due to current culture.

Ideally at this point you need to help employees become aware of what their own motivational drivers are how they can use fear as a powerful motivator to get them successfully through this storm. You can achieve this by talking about the consequences of not achieving, so the pain motivators however be sure to finish your meeting on establishing pleasure motivators, so the result of them achieving.

Step 6 – Recognise your team’s strengths

It is in times like this when most one to one meetings and team meetings are based on figures updates and what you need to do to improve and get better. However organisations that solely focuses on this will face more challenges along the way as employees who have tried, begin to lose their motivation, feel undervalued and lose their level of commitment as their efforts have not been recognising. In order to build your teams attitude it is crucial that you recognise both individuals and team strengths if you are to take the forward and gain their commitment to continuously taking action everyday to achieve goals.

Step 7 – Have regular feedback sessions and meetings

Finally if you have taken all of the above steps you will be on path to ensuring that your team are indeed top performers and that they are committed to helping you get through the economic storm however to ensure employees remain engaged, remain focused and are committed to taking action and responsibility for their roles you need to hold regular team meetings to ensure they continue to feel involved and motivated to achieving company targets. By holding weekly team meetings to recognise performance you will ensure that your team to continue to keep trying and helping you to achieve your goals.

By developing your team’s attitude, helping team members to set their own powerful goals, helping them to tap into what really motivates them and helping to set small and achievable actions that they can take on a daily basis you will begin to create a team of top performers that have the vision , passion and action to succeed and take your organisation through the economic storm that lies ahead.

{ 1 comment… read it below or add one }

Carmen June 5, 2012

I have a business that is less than a year old so I feorsee this to be a year of great gains and challenges.My business goals are:To steadily build a monthly revenue that can fully support both myself and my partner.To establish our business as the go to for art marketing advice in our local area.To build our seminars and events to the point of being able to support a two-day marketing workshop.To achieve all this we are creating strategies to build our online presence, networking with local art organizations, holding seminars and events to share our knowledge, and generally making ourselves a visible part of the community.We face the challenge of being able to get our brand and message out to enough of our target market, providing the types of services that are most needed and wanted, and growing the business at a pace that we can sustain but also support our goals.All in all I look forward to the challenges and triumphs in the year ahead.