Stop dreaming about your ideal employee and take action!

Do you too have this dream as a patron? That optimistic utopia that all your employees are involved to1000% in their work, truly invested in their missions. In short, an ideal employee.

2019 has come to an end, you've taken a step back over the past year and a primordial axis for improvement has come to the fore: the implication of some of your employees.

How can you get an employee more involved?

It's urgent.

You've noticed that your team isn't ebalancedin its involvement at work. It annoys, saddens or even disappoints you. But the company life is like that: some employees become morally disengaged with the company. You don't always understand why, when you're trying to make your company a good place to work.

Let's decipher together the method for reengaging an employeelosing motivation and speed within his company.

The essential first phase is to define with your employee whether there is a specific problemconcerning his or her work of which you are not aware - or aware. For example, if the workload is suddenly too heavy due to a seasonality related to your business. Ask the question simply, and be ready to gather your employee's professional confessions.

Then you'll be attentive to the motivations of your employee. Today, is there anything in particular that's undermining him at work? Does he have other ambitions(internal or external) that are bothering him? What does he really like about his job at the moment, etc...

Practical solutions

You now know the reason for the demotivation of your employee, this information is valuable. No, you're not a psychologist, you're a business leader. But knowing how your employee feels will help you better understandand - ultimately - better motivate.

What now?

It's time to take action for your employee (and your company). Your objective is threefold: give meaning to your employee, motivate and invest in training as needed . The 3 objectives are complementary and vital.

The quest for meaning is the key to remotivating your teams. It's up to you to show creativity to bring out the meaning of the missions you entrust, just as identifying the purpose of the actions(also essential). It's up to you to highlight the meaning of its workat home!

The motivation comes after the quest for meaning, but is complementary. It's up to you to see how you can motivate your teams: challenges, competitions... Or anything else: let the ideas flow!

Finally, some employees need to feel accompanied by la formation. To improve a skillcommercial, deepen a technique, increase competence, or simply continue learning and not get bored.

You get the idea: remotivating certain employees is essential to avoid turn-over (tragic for a company). There are a number of keys you can use to support your teams. But, if that's not enough, it will be crucial to your strategy to find a solution with the employee, or ultimately consider a recruitment.

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