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What to do when an employee loses motivation
It’s easy to spot when someone’s switched off. What’s harder is knowing how to respond in a way that’s actually useful.
Good managers don’t rely on pressure or pep talks to get people back on track. They look for the root cause, stay consistent and focus on the daily habits that build motivation over time.
Here are 5 practical tips you can apply today:
1. Run regular one-to-ones
If you’re not meeting your team regularly, you won’t know what’s behind the dip in motivation. Try setting up weekly or fortnightly check-ins where the focus is on them (not the to-do list).
Ask what’s going well, what’s not, and what support they need from you. These meetings aren’t optional. They’re one of your most important tools as a manager.
2. Ask what they need
Don’t guess. Just ask. A simple, “What can I do to support you right now?” opens the door to a much better conversation. Maybe they need help prioritising. Maybe they feel stuck. You won’t know until you ask.
Showing that you care enough to ask goes a long way.
3. Re-clarify goals and expectations
People can’t aim for a target they can’t see. Revisit what success looks like and how their role connects to the bigger picture. Often, a lack of motivation is really just a lack of direction. Get specific about goals, timelines, and how their work matters.
4. Recognise effort consistently
Motivation fades fast when no one notices the effort being made. Look for small wins and acknowledge them. It doesn’t need to be a big speech. Just say thank you, and be specific.
Example: “Thanks for turning that around quickly, I know it wasn’t easy.”
Recognition builds momentum.
5. Follow through on what you promise
If you say you’re going to remove a blocker, do it. If you say you’ll follow up next week, follow up. Motivation thrives in environments where managers are reliable. If people trust that you’ll do what you said you would, they’re more likely to show up with energy and commitment.
Final Thoughts
You don’t fix motivation overnight. But by building trust, removing confusion, and showing your team that you’ve got their back, you give them every reason to re-engage.
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