Post by account_disabled on Mar 12, 2024 0:40:42 GMT -5
Before assuming that a professional or team is unmotivated, it is highly recommended to talk to these people. Understanding what is behind a change in behavior is certainly the first action to transform the situation. In fact, open dialogue continues to be an important way to build healthy environments, understand people's motivation and think about truly effective strategies before implementing structural changes. Behavior change Social isolation or some other type of behavior change should be observed. In some cases, decreased social interaction, failure to meet deadlines and lack of initiative may indeed be signs of low professional motivation. To understand what is causing demotivation, you need to call a professional to talk openly to understand your needs. Absenteeism and presenteeism Constant absences or the feeling that the employee is not connected, that their head is somewhere else, can be a sign of demotivation. Understanding the reasons for absences and presenteeism is essential to distinguish whether the causes are related to personal life issues or whether they concern the work environment and organizational routines.
Related to Maslow's hierarchy of needs, intrinsic motivation corresponds to the need for self-actualization . According to the author, it is never completely satisfied, unlike the first 4 needs, which correspond to extrinsic motivation. Extrinsic Extrinsic motivation concerns needs that are met not only by the individual's will, as they depend on external factors to be fulfilled. At work, extrinsic motivations are considered Bahamas Mobile Number List salary, benefits such as health insurance and financial aid, promotions, quality of relationships with leaders and colleagues, existence of PDI, among others. According to Maslow's theory, for self-realization needs (intrinsic motivation) to be someone's priority, physiological, safety, social and esteem needs (extrinsic motivation) must be met. After all, how can we talk about a sense of purpose in a work environment that does not value workers? See, then, that company initiative is essential to maintain employee motivation. Leaving this to be the individual responsibility of each team member is unfavorable for the company itself. In both cases, when leadership is available to understand what is happening, offer support and propose changes to adapt the work, the chances of improvement increase significantly.
Drop in quality of work The lack of motivation to dedicate oneself to work tasks can cause lower productivity, delays and a drop in quality. It is important to look at these fluctuations and offer constructive feedback to the employee or team. These moments can bring important insights into the need to optimize processes and adjust routines and rules that may be negatively impacting professional motivation. It is also worth highlighting that this aspect may be related to a possible situation of professional burnout. Therefore, it is worth monitoring this professional and, if necessary, referring you to a mental health specialist. How to increase motivation and engagement? Each professional has their own motivation systems, in addition to the basic needs, common to all people. Therefore, being close to employees, understanding what motivates them and what their priority needs are, remembering that all of this changes over time, is a positive attitude to increase professional motivation.
Related to Maslow's hierarchy of needs, intrinsic motivation corresponds to the need for self-actualization . According to the author, it is never completely satisfied, unlike the first 4 needs, which correspond to extrinsic motivation. Extrinsic Extrinsic motivation concerns needs that are met not only by the individual's will, as they depend on external factors to be fulfilled. At work, extrinsic motivations are considered Bahamas Mobile Number List salary, benefits such as health insurance and financial aid, promotions, quality of relationships with leaders and colleagues, existence of PDI, among others. According to Maslow's theory, for self-realization needs (intrinsic motivation) to be someone's priority, physiological, safety, social and esteem needs (extrinsic motivation) must be met. After all, how can we talk about a sense of purpose in a work environment that does not value workers? See, then, that company initiative is essential to maintain employee motivation. Leaving this to be the individual responsibility of each team member is unfavorable for the company itself. In both cases, when leadership is available to understand what is happening, offer support and propose changes to adapt the work, the chances of improvement increase significantly.
Drop in quality of work The lack of motivation to dedicate oneself to work tasks can cause lower productivity, delays and a drop in quality. It is important to look at these fluctuations and offer constructive feedback to the employee or team. These moments can bring important insights into the need to optimize processes and adjust routines and rules that may be negatively impacting professional motivation. It is also worth highlighting that this aspect may be related to a possible situation of professional burnout. Therefore, it is worth monitoring this professional and, if necessary, referring you to a mental health specialist. How to increase motivation and engagement? Each professional has their own motivation systems, in addition to the basic needs, common to all people. Therefore, being close to employees, understanding what motivates them and what their priority needs are, remembering that all of this changes over time, is a positive attitude to increase professional motivation.