First of all, find out the reason. Maybe it's because of work pressure, complicated family, poor health, maybe it's because of problems in work itself and leadership methods, and so on.
2. Talk to employees regularly to increase cohesion.
Through frequent conversations with employees, we can understand the overall mood of employees or the situation of individual potential problems, which may affect the enthusiasm of employees, ask questions and prescribe the right medicine. If employees are overworked, they should have helpers to support them, which will better complete the task.
3. How to motivate employees?
(1) Job-hopping to create training opportunities.
When employees lose their work enthusiasm and attitude, they should not be reprimanded, but should invest in their future development and provide training opportunities. Change the working environment, make its employees feel fresh about their new jobs, and reuse employees when possible, so as to gain unexpected self-motivation in their new jobs.
(2) Affirm outstanding employees.
There is no fixed standard for the concept of "outstanding performance", which varies with different tasks and jobs. It is important to identify and reward those who have really made outstanding contributions. First of all, we should set a fixed distribution method, the highest standard should not be too high, because anyone will inevitably make mistakes in the process of work, so we should set goals and distribute rewards to those who do well.
(3) the choice of reward performance and reward method.
In terms of performance, you can choose to reward the performance that can reduce costs, improve service quality and satisfy customers. Reward methods can be encouraged by praising language, giving gifts and providing holidays. Gifts and holidays are cheaper and more tangible than cash rewards, but they are not more effective than recognition. It is not enough for a person to achieve something in his career. What they need most is everyone's approval, and even a "thank you" is enough.
(4) Arrange employees' work reasonably.
Employees themselves need to make progress. As managers, they should take the initiative to help those who need to make progress, use their rights to arrange them to complete tasks outside the normal scope of work, enhance employees' confidence and increase their experience, which also shows that managers are interested in their progress.
(5) Empower employees and delegate power.
A. Empowering employees can not only stimulate their enthusiasm, but also improve everyone's performance level. If employees' knowledge and ability are not valued, they will lose their enthusiasm for work and will also have resistance to what is imposed on them by the outside world. Therefore, before taking major actions, they should consult with relevant personnel and encourage them to do their part to improve their work.
B. Decentralization. It is impossible to have high enthusiasm when accepting the management of others. The greater the power, the less the incentive. Employees gradually get used to relying on other people's decisions, which will suppress their creativity and increase their dependence. If so, you'd better delegate the work you don't have to do to employees, maybe they will do it well.
(6) Managers learn to play different roles to analyze and solve employees' practical problems.
Managers should not be biased when dealing with employees, but should pay attention to their performance, not their personality, habits or appearance. You can be eccentric in your work, because eccentric employees will be left out by the group and will dampen the enthusiasm of those who are not eccentric. We should not only achieve good goals in a strict and friendly way, but also encourage employees to play their practical ability and potential ability.