Below, you will find suggested next steps and guidance on what would be best to do next with your insights.
Schedule a 1on1 dedicated time with your direct report. Invite them for a meaningful conversation.
Identify a clear goal for the meeting (1) - mainly, you should focus on the goal of LEARNING THE INFORMATION.
Collect all the facts that indicate to you that the person may be demotivated (information you received, feedback observed, performance KPIs, other behavioral indicators).
Understand and note somewhere how you interpret this data - what story do you create for yourself with these facts?
Your conversation will be meaningful if you follow these main guidelines (detailed step-by-step guide provided below)
Know and stay focused on your goal
Create safe conversation by showing the other person you value their opinion:
Listening actively
Avoiding (un)conscious biases
Use the STATE method of resolve conflict when/if it arises
Prepare for the meeting by doing the following:
Guide the meeting as follows:
At the beginning of the meeting, have a soft check-in with your direct report. Ask, 'How are they doing?'
Share your goal for the meeting.
Gather what expectations your direct report holds for this meeting.
Proceed the conversation by following the STATE model:
By using active listening, ensure that the clear reason for demotivation (if it exists) is verbalized.
Write down commitments for both sides (yourself as a leader and your direct report)
Schedule a 2-week & 1-month follow-ups
If the reason for demotivation is not identified ... try out the tool again and enter a different answer to the 2nd question.
