Known as MVP (Most Valuable Person), your best employees can tend to feel the burnout from various reasons due to which managers sometimes face challenges in improving employee motivation and empowerment procedure to motivate unmotivated employees. You may have to take action like avail employee recognition services, even more urgently when you notice that otherwise great performers are showing signs of slowing down. Your organization needs to take action if an employee who consistently delivers results, improves processes, delights customers, or motivates others suddenly falters.
When you intervene and work together to find a solution, you will protect the innovation and productivity of your company while re-motivating an unmotivated employee.
A good performer who has become unmotivated can be spotted by how he behaves. Key performers who have lost their energy for delivering great work will likely show several signs. Depending on the sign, it may be subtle or obvious.
- Delivering less: Employees who usually give 110% effort may show signs of fatigue when they’re not seeking ways to meet expectations, such as counting down the minutes until the end of the day or leaving projects unfinished.
- Contributing less: Something may be amiss if your idea person is less energetic, no longer engages enthusiastically in group discussions, does not share suggestions or feedback, or does not ask for feedback.
- Pushing back more: When an employee is losing motivation, they may show a negative attitude, be less transparent, resist requests, or provide feedback that is too vague to be useful.
- Leaving jobs more frequently: It is possible that your company has a major problem with employee engagement and satisfaction if turnover among your top performers has increased and several of your hardworking employees have begun to leave your company.
- General happiness: Whenever you encounter this person, do you notice any changes in their attitude or behavior? A virtual environment can make this much more difficult to detect.
The following signs can indicate an unsatisfied, bored, or underappreciated employee in their current position: You can also expect your employee to be less motivated if they are experiencing stress in their personal lives. It is possible that their morale has been affected by the struggle to manage challenges in work life balance with remote work with extra family responsibilities.
Getting to the bottom of things is as easy as asking. If you’re able, set aside a little neutral time, such as a virtual lunch or cup of coffee, so you can have a casual discussion about how things are going and learn more about the issue. If the unmotivated employee feels like you’re putting him or her on the spot, open-ended statements may help you better understand the situation.
A simple solution could help alleviate the frustration of your key employee.
- Burnout needs to be addressed. The other members of the team may not be held accountable, leaving them feeling burned out. For example, they are carrying most of the burden for a group project. It’s something a manager can address to ensure that your top performers don’t feel burdened with more collaborative work or frustrated by the lack of action.
- Give your employees the opportunity to grow. Employees sometimes feel they have outgrown their roles and want to take on more responsibility. A discussion about future opportunities may be necessary in that case.
If you’d like to provide a better employee environment to avoid having unmotivated employees, contact our experts at www.robbertmurray.com.
FAQs
Motivating someone who is unmotivated at work begins with understanding their challenges—whether personal, professional, or environmental. Have an open conversation to identify what’s holding them back. Then, provide clear expectations, meaningful feedback, and opportunities for growth. Recognition, support, and showing genuine interest in their goals can reignite their motivation and engagement.
Dealing with an unmotivated employee begins with understanding the cause of their disengagement. Have a one-on-one conversation to listen to their concerns and challenges. Set clear expectations, offer support, and provide regular feedback to help them regain focus. Encouraging development opportunities and recognizing their efforts can also rebuild confidence and drive.
Motivating unmotivated employees starts with understanding the root cause of their disengagement. Once identified, apply the right strategies:
- Provide clear goals and expectations – Clarity helps employees focus and take ownership.
- Offer recognition and feedback – Acknowledging achievements boosts morale and performance.
- Create growth opportunities – Training, mentorship, and career development show long-term value.
- Foster a positive work environment – A supportive culture encourages teamwork and motivation.
- Listen and involve them – Engaging employees in decision-making builds trust and purpose.
Consistent, personalized efforts can re-energize teams and improve overall productivity.
To motivate unmotivated employees, start by understanding the reasons behind their disengagement—whether it’s a lack of recognition, unclear goals, limited growth, or workplace culture. Open communication is key. Provide regular feedback, set achievable objectives, and recognise their efforts. Creating opportunities for development and involving them in decision-making can also reignite their sense of purpose and drive. A supportive environment where employees feel valued often leads to renewed motivation and improved performance.
Motivating a demotivated employee starts with listening. Understand the root of their disengagement—whether it’s lack of recognition, unclear expectations, or limited growth. Address their concerns, provide constructive feedback, and set achievable goals. Showing trust, offering support, and creating a positive environment can help rebuild their motivation and commitment.