The critically-acclaimed HR and Workforce Analytics Summit is to be held in Chicago on October 22 and 23. In this year’s agenda some of the world’s…
How to Deal with Employees Who Quit Trying and Give Up Easily?Employee Relations GENERAL Leadership Management People Development Productivity RETAIN September 9, 2016
Some employees are able to work under pressure and survive according to the rules laid by strict management. These employees are willing to level up their expertise to meet company expectations and thrive under any given environment.
While there are some others, especially the young millennials, who lack mental strength, commitment and sustained efforts to thrive in a competitive organisational set-up. They tend to easily give up and quit trying, when they find it difficult to catch up with the pace of employer demands and industry expectations.
Unreasonable workloads, demanding deadlines and increasing work pressures make these employees quit jobs, since they are not willing to go the extra mile to compete, lead and excel.
Employees who quit trying and give up easily doesn’t always mean that they lack competence, capability and expertise in executing their job roles. Rather, the blame of leading these employees to quit are poor leadership traits, bad governance by the senior management, toxic workplace culture, lack of cordial relationships with coworkers, dampen the morale and spirits of the once excited workforce. They feel unmotivated to perform and are unwilling to take up challenging projects.
When HR managers notice these signs from an employee lacking motivation to perform or frequent absenteeism from duties, they should address concerns through a one-on-one conversation with the employee and delve on strategies to increase employee engagement at work.
Further, this is a warning for HR managers to conduct a check on the workplace culture and notice if there are any signs of toxicity exuded to demotivate the top performers. Here are some ways by which HR managers can deal with demotivated workforce, who quit easily:
Have a better communication
A great communication between employers and employees would only foster creation of a culture of transparency and trust. Employees who are low on self-motivation should be encouraged to perform, ideate, innovate and come up with solutions to overcome challenges. They should further be provided with opportunities to nurture talent, hone skills and grow with the company.
Probing and carefully understanding employees’ issues and concerns, employers can initiate necessary actions that would resolve issues, enhance trust and thus motivate the workforce.
One of the best ways to increase employee motivation levels and enthusiasm at work is by providing them with more responsibility, sense of ownership in the job role and entrust them with decision-making powers.
As employees exercise their realm of control towards executing the given tasks on time, they tend to become more confident and deliver performance to set new standards of excellence.
Further, they do not fear to innovate, try and learn, this helps seek growth prospects within the organisation. Empowering employees with a sense of ownership, accountability and trust towards their job functions reaps profitable returns for businesses.
Offer flexible work options
Employees quit trying and give up easily because they are highly stressed at work; some employees fail to deliver under pressure, they need a relaxed calm environment to thrive.
While there are others on whom strict working hours do not imply. Since these employees like freedom to learn and explore, offering flexi work hours would help them to deliver quality productive performance. This further reduces the stress levels experienced by certain parts of the workforce and builds trustworthiness with the employer brand.
A survey released in 2012 found that 45 percent of working adults are willing to relinquish 8.6 percent of their salary for more flexibility at work.
Offer opportunities for advancement
A dead-end job will make employees feel demotivated to grow and through time they reach the altar of stagnation.
On the contrary, if adequate career advancement opportunities are provided by an organisation, it drives employees to perform, learn and scale the ladders of success through effective performance delivery.
They feel empowered and encouraged to excel at work, they are more willing to experiment with new ideas, take on new challenges and set new benchmarks of company excellence.
Encourage innovation and creativity
Allowing creativity and innovation to flow as a part of the workplace culture, makes employees feel valued and wanted at work. These two quintessentials increase the self-confidence and self-esteem of employees to thrive and compete in any given environment.
When employees quit trying, seem disinterested in their job role and give up easily – these are clear indications that the employee is low on self-esteem, lacks motivation, feeling of empowerment and enthusiasm to deliver the best at work.
HR managers should be observant about employee behaviours, normally showcased in the form of slack attitude at work, shrugging off responsibilities and frequent absenteeism. They should attend to these demotivated workforce immediately and address their concerns through a one-on-one conversation with guidance from the top management on time.
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