MOTIVATING EXHAUSTED EMPLOYEES AT THE TIME OF CRISIS
Crisis is a turning point in any situation which is very abrupt and sudden that create a decisive moment or immediate response, otherwise it magnify in multiple way making impossible to rein in. when crisis emerged, the need to manage comes first. Crisis Management means to avoid crisis and chaos when possible and when it is not possible, you have to react appropriately to overcome the drastic effects of crisis.
At the time of crisis, lack of motivation & apathy can mars the ability to respond well. It’s a crucial time when we have to put forth all energy in a compound way to minimize the effect of crisis. But it will become so arduous when employee are no more belief in you and don’t want to give energy you want them to put forward. Following are the measures to motivate employees during the face of acute crisis in order to keep on business wheel.
1. EMOTIONAL INTELLIGENCE:
It’s an ability to understand your own emotions and the emotions of others. When we understand the emotions of others, we will be able to gauge behaviors of others. How they will behave under certain circumstances because behavior are the reflection of our emotions and motives.
It is important to notice that In-efficiency doesn’t mean lack of knowledge it’s mean an employee is not performing to chase desired goal due to any reasons, one could be lack of interest. To make employees behave in the manner as we desired is an on job task, we try to understand other’s verbal and non-verbal communication and understand and try to comprehend that. It is necessary to control your own behavior and the others.
2. GIVE VALUE AND RECOGNIZE INDIVIDUAL EMPLOYEE WORK.
Recognize your employees individually that how amazing job they are performing. Give compliments to employees at the different occasion, Praise them in staff meeting but don’t out right praise them or reject them. Make them realize that whatever they are doing, it is being noticed. Different companies declare “employee of the month in notice board” to boost the morale of employee and leave the impact that good work is always appreciated.
3. DISCUSS EMPLOYEE ABOUT THE PHENOMENON:
The problem must be disclosed with workforce and ask them to provide their ideas and input to overcome obstacles. This does not mean, their input is required by us to forge a new policy, it’s just about to unearth employee feeling and issues. Issues could be any issue which may relates to employee working or personal matter. Discuss with the employees and try to resolve their problems.
4. GIVE EMPLOYEES RESPONSIBILITY
Giving responsibility and power make them feel a part of your group and organization. When you give employee substantial responsibility, they started working hard.
5. BE TRANSPARENT
Leadership demands sacrifice, thinking more about other, persuade other to do desired goal. But the quality of leadership can’t be possessed without maintaining trust and sow hope. The conduct of the leader should be open and transparent. Don’t forget, when start observing high code of standards, other starts copying it.
6. CONDUCT VULNERABILITY ANALYSIS:
Engage a third party to conduct vulnerability analysis in order to look the organization with fresh eyes for discovering weakness and strength in your organization. Being a supervisor, you also need to conduct different analysis for finding potential weakness of in your group and working.
7. Mindful listening:
The more you pay attention to minor issues of employee, the more you will be able to make them face futuristic challenges. All employees are not same, some are extraordinary some are darn. They need proper guidance. every employee is not productive, employees have minor issues which interrupt them and deviate them from efficient delivery of job. We have to be open to listen employees personal and workplace issues and address them one by one.
8. ADD FEW PERKS
Employee are always happy to receive financial benefits and try to focus more on work to get more and more financial reward.