Keep Employees Motivated During a Recession Video

How to Keep Employees Motivated During a Recession

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Keep Employees Motivated During a Recession -

With widespread layoffs and budget cuts, it's easy for employees to disengage from their jobs. Learn how to...

Keep Employees Motivated During a Recession -

With widespread layoffs and budget cuts, it's easy for employees to disengage from their jobs. Learn how to keep your team motivated during these uncertain times.

Added: 3/1/10

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Keep Employees Motivated During a Recession BNET employee management tips how employers should motivate employees how to build team motivation how to keep employees happy how to manage employees how to motivate business team How To Motivate Employees how to motivate team members

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How to Keep Employees Motivated During a Recession

Sumi Das: With layoffs and budgets tightening we're all being asked to do more with less. I'm seeing people disengaging. So what can I do to keep my team motivated and engaged? Caty Everett: It's a great question. It is so challenging when people are asked to do more with far fewer resources. I think the statistics today are something like 2/3 of employees is disengaged. Meaning they're really not giving the best to the organization. The thing to do is to really figure out individually what motivates each member of your team. So asking them various questions that will help draw them out, help you get a sense of what truly is going to engage them. Sumi Das: That sounds like it might be easier said than done. What are the questions I need to ask in order to truly understand what motivates a person, what will engage them? Caty Everett: Well it's as basic as, as having one on one with each person and saying, so tell me what truly motivates you? What do you wish you were doing more of? What do you really enjoy about your job? What are your professional values? Open ended questions like that. Be a coach. You'd be amazed at what an employee can come up with if they're given the opportunity to talk about what they love doing. So really, focusing on that and starting a dialog is the key to helping them feel more engaged? Sumi Das: So let's say I do that. I ask the questions, I get the answers. But what if my hands are tied and I can't immediately give them what they're seeking? Caty Everett: So it's about starting a dialog, you can still manage expectation. You can say, okay well that's great. I hear you. I'm not sure if we'll be able to focus on that now, but I've got my feelers out for you. I understand what you're saying and I'm going to look for opportunities or projects that you may be able to work on. You don't have to give them an immediate solution, but it's about having the conversation and making them feel heard. Sumi Das: In summary? Caty Everett: In summary the best thing to do as a manager is to be a coach. Ask your employees open-ended questions. Sit down with each one of them individually. Understand them. That'll go a long way toward making them feel more engaged in their work.

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Sumi Das: With layoffs and budgets tightening we're all being asked to do more with less. I'm seeing people disengaging. So what can I do to keep my team motivated and engaged?

Caty Everett: It's a great question. It is so challenging when people are asked to do more with far fewer resources. I think the statistics today are something like 2/3 of employees is disengaged. Meaning they're really not giving the best to the organization. The thing to do is to really figure out individually what motivates each member of your team. So asking them various questions that will help draw them out, help you get a sense of what truly is going to engage them.

Sumi Das: That sounds like it might be easier said than done. What are the questions I need to ask in order to truly understand what motivates a person, what will engage them?

Caty Everett: Well it's as basic as, as having one on one with each person and saying, so tell me what truly motivates you? What do you wish you were doing more of? What do you really enjoy about your job? What are your professional values? Open ended questions like that. Be a coach. You'd be amazed at what an employee can come up with if they're given the opportunity to talk about what they love doing. So really, focusing on that and starting a dialog is the key to helping them feel more engaged?

Sumi Das: So let's say I do that. I ask the questions, I get the answers. But what if my hands are tied and I can't immediately give them what they're seeking?

Caty Everett: So it's about starting a dialog, you can still manage expectation. You can say, okay well that's great. I hear you. I'm not sure if we'll be able to focus on that now, but I've got my feelers out for you. I understand what you're saying and I'm going to look for opportunities or projects that you may be able to work on. You don't have to give them an immediate solution, but it's about having the conversation and making them feel heard.

Sumi Das: In summary?

Caty Everett: In summary the best thing to do as a manager is to be a coach. Ask your employees open-ended questions. Sit down with each one of them individually. Understand them. That'll go a long way toward making them feel more engaged in their work.

Transcription by: Scribe4you Transcription Services