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What do you do if your employees lack motivation and engagement?

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If your employees lack motivation and engagement, you may face challenges such as low productivity, high turnover, poor customer service, and low morale. How can you address this issue and help your employees find meaning and purpose in their work? One possible approach is to use motivational interviewing (MI), a communication technique that helps people explore and resolve their ambivalence about change. MI can help you foster a positive and supportive work environment, where your employees feel valued, respected, and empowered. Here are some tips on how to use MI with your employees.

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1 What is MI?

MI is a collaborative, goal-oriented, and person-centered method of communication that focuses on the present rather than the past. MI is based on four principles: expressing empathy, developing discrepancy, rolling with resistance, and supporting self-efficacy. MI helps you elicit and strengthen your employees' own motivation for change, rather than imposing it on them. MI can be used for various types of change, such as improving performance, learning new skills, adopting healthy habits, or coping with stress.

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2 How to use MI?

MI is not a one-size-fits-all technique, but rather a flexible and adaptable approach that can be tailored to each employee's situation and needs. However, there are some general guidelines that can help you use MI effectively. First, you need to establish rapport and trust with your employees, by listening actively, reflecting their feelings and thoughts, and showing genuine interest and curiosity. Second, you need to help your employees identify and explore their own reasons for change, by asking open-ended questions, affirming their strengths and values, and summarizing their main points. Third, you need to help your employees resolve their ambivalence and commit to change, by using scaling questions, providing information and feedback, offering choices and options, and eliciting change talk.

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Lemma Bemnet T.

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Follow up / One to One meetings are important to check on the status of the employees and discuss the various ongoings. In line with that, it is important to discuss the strengths and challenges they are experiencing, in addition to hearing their yearly or quarterly plan. Which in return creates space to build on it and provide support and guidance for the employee to attain their goals.

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3 What are the benefits of MI?

MI can have many benefits for both you and your employees. MI can help you improve your communication skills, build stronger relationships, and increase your influence and credibility. MI can help your employees increase their self-awareness, confidence, and autonomy, as well as their satisfaction and engagement with their work. MI can also help you and your employees achieve better outcomes, such as higher quality, efficiency, and innovation.

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Lemma Bemnet T.

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In my experience, it is very important, as it ensures inclusion and provides a sense of community/belonging. By drawing up expected outcomes and the means to attain them with, in collaboration with employees, helps them build confidence and become a more productive member. Thus enabling the employees and providing a safe space for innovation to take place.

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4 What are the challenges of MI?

MI is not a magic bullet, and it may not work for everyone or every situation. MI requires practice, patience, and perseverance, as well as a willingness to learn from feedback and mistakes. MI may also face some barriers, such as time constraints, organizational culture, or employee resistance. To overcome these challenges, you need to be flexible, creative, and respectful, and to seek support and guidance from others who use MI.

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Lemma Bemnet T.

Freelancer
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As MI is not a one fits all based approach, it is important to provide room for flexibility and guidance. Some might require a certain push to express themselves, while others avoid challenging conversations. In return, the MI approach helps them work on their communication and accountability. Lastly, MI with it’s own limitations, lays the foundation for a productive and close knit community.

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5 How to learn MI?

MI is a skill that can be learned and improved over time. There are many resources available to help you learn MI, such as books, articles, podcasts, videos, online courses, or workshops. However, the best way to learn MI is to apply it in your own work setting, and to receive feedback and coaching from an experienced MI practitioner or trainer. You can also join a network or community of practice of MI users, where you can share your experiences, challenges, and successes.

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6 How to get started with MI?

If you're interested in using MI with your employees, you should start by assessing your motivation and readiness for change. Ask yourself why you want to use MI and consider the associated benefits and costs. Additionally, it's important to learn the basics of MI, like the principles, skills, and techniques. Adapt them to your work context and goals. After that, practice MI with willing employees by explaining what it is and how it works. Ask for their permission and feedback. Finally, evaluate and improve your MI sessions by reflecting on them and seeking feedback from an expert or peer. Celebrate your achievements and learn from your challenges.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your employees lack motivation and engagement?

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2

3

4

5

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1 What is MI?

2 How to use MI?

3 What are the benefits of MI?

4 What are the challenges of MI?

5 How to learn MI?

6 How to get started with MI?

7 Here’s what else to consider

Motivational Interviewing

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What do you do if your employees lack motivation and engagement?

1

2

3

4

5

6

7

1 What is MI?

2 How to use MI?

3 What are the benefits of MI?

4 What are the challenges of MI?

5 How to learn MI?

6 How to get started with MI?

7 Here’s what else to consider

Motivational Interviewing

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