In any typical year, offices and workspaces would be full of conversation about upcoming summer getaways and planned family days out. Chats about festivals and the best places to go camping would bubble around the coffee machine. But this year, like last year, is promising less of that. With ‘Freedom Day’ tantalisingly on the horizon, but the likelihood of foreign holidays curtailed (and with the cost of a UK break looking eyewatering), it’s easy to see why some leaders and managers are reporting that their staff may be losing their mojo.  

It isn’t just the lack of something tangible to look forward to that is to blame for dips in productivity. As John Connor so aptly puts it in Terminator Genisys when he says, “I’m a man, not a machine…I’m more”, it’s impossible to expect staff to perform at consistently high levels. Even the most toughened and well-trained athletes suffer burnout. Serena Williams’ tirade at an umpire at the US Open is a perfect example. After years of outstanding achievement, the hard work and expectation took their toll. A typical tennis grandstand tournament requires seven peak performance matches over the space of two weeks, for anyone that would require extreme physical and mental fortitude.  

So, if an internationally renowned sportsperson can suffer from burnout, it stands to reason that your team could easily suffer something similar. Maybe the demands of homeworking have taken their toll? It could be that they have experienced a more intense workload, or perhaps their home life isn’t so good at the moment, and it’s impacting on their work-life? Whatever the reason, it’s crucial that leaders and managers have the skills and resources available to support staff through a plateau period and get them back on track. 

Start a conversation 

In any work environment, one of the first things you need to do when a staff member appears to suddenly be underperforming is to have a meaningful discussion with them. When we say ‘meaningful discussion’, we don’t mean pointing at a bunch of figures and demanding a reason, but instead, a quality conversation that allows the staff member to explain (without feeling uncomfortable) what the problem is.  

You may have noticed that one of the key themes of many of our recent blogs has been communication. Talking to and listening to your team gives them the confidence to come to you when they have a problem and provides you with the feedback and insight you need to provide valid and worthwhile training and assistance.  

Act on their responses 

The first step is asking and listening; the second is following up with something that is tangibly helpful. Not acting on what you’re told can be more detrimental than not asking in the first place. There are obviously going to be a multitude of reasons why an employee may have lost their spark (Serena Williams gave the reason that she was working eighteen-hour days and had a small child to look after as the reason for her meltdown), but they will typically fit into four categories.  

Burnout 

It could be that your team member literally just needs a break from work. When was the last time they took annual leave or had more than just a couple of days away from work? Business owners, take note, this applies to you too.  

They may also have more than their normal workload or may need extra training, which has been difficult to source during the pandemic.   

Frustration 

Another reason for a lost spark is frustration at the tools, systems, and processes connected to their job. If things don’t work properly or staff find themselves constantly firefighting instead of being proactive, it can significantly impact morale. Listen to their feedback and their suggestions; after all, they’re the ones working with the systems, so they will know them best.  

Personal Issues 

It will come as no surprise to read that divorces and breakdowns of relationships have spiked due to lockdown. No matter how much we try to keep the personal and the professional separate, trouble at home will always impact our mood and our ability to remain focussed at work. By showing support and empathy, you can make the team member feel valued at work. Asking how you can support them may also relieve some of their stress. For example, they may have suddenly found themselves in charge of school pick-ups and drop-offs and may need flexible working hours.  

Mental Health 

Alongside the spike in divorce rates (and maybe walking hand in hand with them) is a spike in mental health referrals. Lockdown and Covid-19 have taken their toll on our minds. As managers and leaders, it is a good idea to make sure that you have excellent HR Support that you can point staff in the direction of. Dakota Blue has a network of therapists who we recommend to our clients. Aside from being reasonably priced, they can also offer the specialised and personalised support that an Employee Assistance Programme can’t.  

If you’re worried that your workforce may have lost their motivation or are concerned that your team are frustrated, get in touch with us for some professional HR advice.