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Feeling hopeless and alone at work
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I would start with a conversation with each individual on your team. What motivates them? Do they understand the team goals and how they should be contributing to them? What are their goals/aspirations? It’s also possible some are dealing with personal things outside of work, and in today’s environment, many people right now are only there for a paycheck. Start with the conversation, strive for collaboration, and hold people accountable.
You need to ask yourself why they came to work for the company/job to begin with, and start to put that vision as something they can do again. Think Maslow’s hierarchy of needs…
Are they getting what they thought they would out of the company? It’s a two way street, employers just think they can take, take, take, but at some point they have to give back.
As said above, figure out what motivates them and make sure they understand how their role is vital to the team/company. And be human with them-not spill your emotional baggage, but make sure they know you and them aren’t robots
Team cheerleader is a tough job when you’re not getting anything back. I’ve been there for sure. For my team, it came down to building bonds. A few things I tried:
1. Every other week we had a 30 min game (as long as bandwidth allowed). We phased this down as the team bond strengthened, but still try to do a few a quarter
2. Team tended to be more open through polls/chats so we leaned into their communication style. If I needed team feedback on a change, I sent a poll. Turns out they were engaged, just shy
3. The team structure was kinda siloed so when we had breakouts I’d structure the smaller teams to be people who didn’t normally work together so they had a reason to connect.
Once people started working with each other instead of working through me, morale jumped (as reported in some anonymous surveys). Good luck 😊
It's no easy job to be the source of energy and enthusiasm, but don't stop being that person, and don't let their lack of energy affect yours. Always be the infectious energy you are. Their lack is a reflection of how they live their life, not a reflection of what you're not doing for them.
I definitely recommend a proper conversation with them. A honest, open one where they feel safe to tell you what exactly is their reason for being so uninterested in work. It could open up a lot for you as their boss on what to work on.
Do they own any of their projects? If they see opportunity for growth and recognition maybe that would help, if they are being micromanaged without being offered a voice on their projects, that might contribute to it.
Really seconding this!
Instead of guessing what their motives are, (and if you can get the budget for this covered) I'd have them all take an assessment like the one over at MotivesMet.com and then have chat about it together after. I did it for myself and it opened my eyes quite a bit.
I like how this assessment gives multiple motives so that, if you are using the results to help manage & motivate your team, you'll have multiple options or see if one category is really strong for each employee. I feel that people know when a manager is doing the fake cheerleader act and don't respect it or respond well to it. Not all team members have the same motives, so if you've approached it as a one-sized fits all scenario, the results will vary.
Also, look into employee recognition programs - like Nectar or Motivosity - so that there can be peer to peer recognition as well. Sometimes, having a coworker give a public shoutout and thanks can provide a shift in company culture to help acknowledge each other.