How do you motivate a seasoned employee that is declining?

Answer 1

That's a tough one. Often, if a veteran employee is starting to decline (while others are maintaining or excelling) it's an indication of burnout. Unfortunately, if you have to ask what motivates the employee at this point, it may be too late; each employees' specific, individualized motivators should generally be uncovered by a manager within the first 60 days. But don't give up!

Without knowing the employee or job type, it's hard to offer much advice, but I'll offer some generic tips after posing a few questions that may provide insight (my apologies if they sound condescending)...

Have their been any recent changes to compensation, strategy, priorities, etc.? If so, were your employees kept "in the loop," or were changes sprung on them? Have there been any major changes, losses, or problems outside of work? Have they expressed fears or concerns that haven't been addressed? Do they know what performance indicators are being measured and have they been notified that they are falling short? Are they working long hours/taking work home more than usual?

Tips:

1. At first, don't isolate this particular employee, this can add an additional stress burden. Instead, focus on the team as a whole. As mentioned above, it may be too late for this seasoned individual already, but losing a veteran co-worker can be an extreme demotivator for others on the team.
2. Smile and have fun. Build/maintain a strong company/team culture where people feel needed, challenged, and valued. Make sure they are using vacation days, taking enough breaks during the day, drinking enough water, and engaging with team members.
3. Set a challenge for the team. Even if you don't have budget for a fancy reward, bragging rights or a creative prize (like choosing a goofy outfit the manager has to wear, naming the ficus, or getting the boss' office for a day) can be enough to get people engaged and motivated. If the decliner doesn't appear to be stepping up for the contest/game, don't give up.
4. Enlist the seasoned slacker to help with a project. Don't have something appropriate, enlist them to help brainstorm on ideas to help motivate the team, or mentor a newer employee. This and other ways to show that you appreciate and respect them can go a long way. Just make sure you're not piling on too much more work without some kind of carrot to dangle.
5. Bring the team in one-by-one to talk about goal setting. Not your goals for them, theirs. Help them visualize their ideal future and have them write down and share their goals with the team, who can in turn help motivate them. Help maintain a healthy perspective on their goals, the timeframe, and what they need to do in the meantime to not only get closer to the goals, but make sure they keep healthy and happy on the journey.
6. Ask for their input and expectations for you and the team. In turn, help them see the big picture and how their activities tie in with long-term success of they company, the industry, the world.
7. Listen and speak up. Hopefully the above and other opportunities to sincerly listen and be empathetic can get the employee to open up. Even if not, sometimes having someone to talk to can be helpful in itself. Give lots of constructive feedback on recent observable work (don't bring up old garbage) -- a good balance of positive and otherwise -- and share information candidly.

If changes towards a happier, more productive employee aren't manifesting after a reasonable time period, go back to their written goals, and discuss how their current job as well as other jobs away from your team can help them meet those goals. Then clearly communicate to them what your expectations are for improvement, along with a timeline. Write it down and both of you sign it. Report the results in writing along with constant candid feedback. This will help you cover yourself legally when you motivate them out the door.