How can you motivate team members who are struggling with personal issues?

The personal issues are called personal for a reason. One of the most important things we should be careful about is to not intrude in their personal space. We are not therapists. If ppl don’t wish to talk about what they are going through, we should let them be. Their performance at work is important but more important is their mental and emotional peace. Give them space to deal with whatever they are dealing with. They may be more comfortable in confiding in their peers or fellow team members. From losing a pet to losing a blood relative or breakup with their partner, only they can decide their gravity of stress and pain. Be empathetic without crossing the line.

Menschen streben nach Zugeh?rigkeit zu einer Gruppe. Teammitglieder, die mit pers?nlichen Problemen zu k?mpfen haben, reagieren besonders stark auf entgegengebrachte oder eben fehlende Empathie und Mitgefühl. Wichtig dabei ist allerdings die Aufrichtigkeit und Authentizit?t. Dieses Vorgehen als reine Führungs-Methode einzusetzen sehe ich jedoch als kritisch an.

One thing as a leader I have found helpful is to let your team know that you are there for them and that they can come to you in times of crises. Listen to them and be empathetic, but at the same time remind them their sense of duty towards their work. Because you cannot have the former without the later. This builds a balanced and respectful relationship.

Mostrar empatía con un colaborador que ha sido honesto con su situación personal, ayuda a que pueda resolverla. Dependiendo de la complejidad de la situación deberá tomarse acciones con el equipo para que el colaborador pueda gestionarla y salir de la misma.

Considero que como líderes, en lugar de simplemente centrarnos en la productividad, es necesario comenzar por reconocer y comprender las dificultades personales que pueden afectar a los miembros del equipo. Es momento que empecemos a adoptar el enfoque de liderazgo compasivo e inteligente, donde implique no solo ofrecer apoyo emocional, sino también buscar soluciones flexibles para el grupo, como ajustar la carga de trabajo, las funciones o los plazos, con el objetivo de aliviar momentáneamente la presión, al mismo tiempo que buscamos darle un apoyo solucionador más efectivo y duradero.

I do in first place always ask the employee about their preference on how to be supportive with regards of individuality: for some it might be the best to take a break from high responsibility tasks to “breath” a bit, while the same could be the worse for someone, who for example needs a broad range of meaningful tasks to distract oneself from the private situation.

Tenemos que entender que la flexibilidad y la adaptabilidad van más allá de simplemente ajustar expectativas y plazos. Como líderes, es necesario promover un diálogo abierto con los miembros del equipo, invitándolos a compartir sus necesidades y limitaciones de manera proactiva. Considero que la adaptabilidad, en este contexto, implica una comprensión profunda de las circunstancias individuales y la disposición para explorar soluciones personalizadas.

Once you have listened and understood what's happening, set out how you can and will help, and agree this with your team member. Every situation is just like the person, unique, so you have to flex accordingly. Some things are easy fixes, where your support and flexibility are enough. Some things require support and input from other people / resources. You have to think outside the box and assist accordingly, suggesting as you go. Agree with the team member the steps and outcomes you want to help be achieved. Document in a plan and share accordingly. Get the okay from the team member to let other key individuals within the team know what's going on and has been agreed.

Nobody disagrees that businesses need to be agile and adapt to the changing competitive landscape. The same happens with our teams; we need to be understanding and adapt to the situation of each team member and motivate them. If you have a team member struggling with something, we must give them room to be open and discuss it. We need to be understanding and supportive. And we need to adapt to the role that members need.

Flexibility and adaptability go beyond just work arrangements. It's about approaching the situation with compassion, understanding, and a willingness to make adjustments that benefit both the individual and the team. By doing so, you can not only motivate your team member but also build a stronger, more supportive work environment for everyone.

Being present means staying there in the process, letting your team explore, avoiding micromanagement but letting them ask if anything is needed, and making them feel there are no stupid questions. In addition, you need to provide continuous feedback to help them improve in every iteration, and you may also learn with them.

Feedback is the key. Let Your team know, that their work is good and important. Also ask Your team members frequently how they go along with the workload and if they are content with their situation.

In addition, consider tailoring feedback to align with individual preferences, recognizing that different team members may respond differently to various forms of acknowledgment. Personalizing feedback to highlight specific strengths and linking it to their personal and professional growth can be particularly impactful. Establishing a culture of peer recognition, where team members acknowledge each other's accomplishments, fosters a positive and collaborative atmosphere. Publicly highlighting achievements during team meetings or through internal communication channels can further amplify the impact of recognition efforts.

People tend to open up to people who they are comfortable with or already have an existing relationship with. Be open minded and try to put yourself in the shoes of the person. Ensure follow up and frequent checkups. Encourage methods to cheers the person up, like gift giving, hugs, a text or anything to make them feel better.

Regular feedback and recognition are essential in motivating team members during challenging times. Offer constructive feedback to help them improve and stay on track. Recognize their efforts and accomplishments, no matter how small, to boost morale and motivation. Publicly acknowledge their contributions to the team's success. By highlighting their value and progress, you not only motivate them but also create a positive work environment that can help them navigate personal issues more effectively.

Tratemos de fomentar un entorno laboral que promueva la apertura y la comunicación, para que los miembros del equipo se sientan respaldados y comprendidos. Este enfoque no solo fortalece las relaciones laborales, sino que también contribuye significativamente al bienestar general y al rendimiento del equipo, creando un equilibrio fundamental entre la empatía y la eficiencia.

El trabajo grupal es enriquecedor ya que compartir conocimiento con un objetivo común, fomenta la colaboración y maximiza el diálogo. Los diferentes participantes se enriquecen con la experiencia, el conocimiento y la lluvia de ideas.

There is a fine line between collaboration and offer privacy and space for someone that is facing personal issues. In the past, I had good outcomes when established clear check points, and shared different resources options. By having check points, you push the person to move. The timing of those check points will vary depending on the individual and the issues. Offering resources work better when you have to choose one option, even if the option is to not to use any resource. It is important because brings a sense of action.

Furthermore, fostering a sense of belonging within the team is essential. Encourage team members to share their experiences, both professionally and personally, creating a supportive environment where they can empathize with each other. Implementing team-building activities, whether virtual or in-person, can strengthen relationships and enhance collaboration. Establishing clear roles and responsibilities ensures that everyone understands their contributions, reducing uncertainty and potential stress. Emphasize the importance of active listening, allowing team members to feel heard and understood. Promoting a culture of flexibility in communication styles accommodates diverse preferences and working styles.

Desenvolver um ambiente seguro e colaborativo, bem como promover a escuta ativa, que está t?o desafiadora de ocorrer neste mundo repleto de distra??es, é uma maneira de apoiar os funcionários que est?o enfrentando quest?es pessoais.

When someone is struggling with personal issues, referrals can be a lifeline, connecting them with specialized support, advice, or assistance. few examples like Professional referrals: These could be to therapists, counselors, social workers, or other mental health professionals who can provide therapy, counseling, or other forms of treatment. Organizational referrals: These could be to non-profit organizations, support groups, or community programs that offer resources and support for people facing specific challenges, such as grief, addiction, or domestic violence. Program referrals: These could be to government programs, educational programs, or job training programs that can provide financial assistance, skills development

Additionally, offering flexibility in work arrangements, such as remote work options or adjusted schedules, can ease the burden on team members dealing with personal challenges. Creating a confidential and supportive space for them to discuss their needs and concerns encourages open communication. Establishing a central repository of resources, including self-help materials, online courses, and support groups, enables team members to access information at their convenience. Regularly updating and expanding this resource hub ensures its relevance and usefulness. Collaborating with human resources to stay informed about available benefits, such as health and wellness programs, can aid in providing comprehensive support.

Este punto me parece muy relevante, todos los seres humanos pasamos por situaciones complicadas que nos dejan ense?anzas, ayudar a otros con conocimiento adquirido, tips que aportan, ideas sobre como solucionar cosas o incentivar la motivación y positivismo, o guiarlos hacia quien pueda dar soliciones. Todo aporte le suma a alguien que lo puede necesitar.

A mi me resulta muy útil realizar ferias de desarrollo e inteligencia emocional para tener un acercamiento más íntimo con mis colaboradores y así tener una visión más acertada de las necesidades con las que cuentan y como la empresa THERMUS puede apoyarlos.

Proporcionar aos membros da equipe recursos e referências n?o é apenas uma prática solidária, mas uma estratégia eficaz para promover o bem-estar e a motiva??o. As organiza??es e lideran?as podem contribuir n?o só fornecendo materiais, ferramentas e servi?os que capacitem os membros da equipe a lidar com seus desafios pessoais mas também conectar os membros da equipe a redes de aconselhamento, assistência a funcionários ou servi?os de saúde mental, proporcionando uma rota clara para obter ajuda especializada.

Make sure you follow up more regularly than normal with anyone whose facing a personal challenge. Every day can bring significant changes to the situation, you need to make sure you stay appraised so you understand and support accordingly. Don't let time slip by and something go unnoticed in these scenarios. Your support can be game changing, and ultimately you want your team member to get through this time and back to themselves as quickly and easily as possible.

Souplesse et adaptabilité sont l’empathie mise en action. C’est impossible sans une communication ouverte. Et mettre en place cette communication ouverte repose sur la perception de la confiance, du non jugement et du potentiel d’aide de l’équipe par le sujet touché. Il est donc nécessaire d’avoir créé ce climat auparavant. Il repose sur l’exemplarité du manager, l’existence d’expériences similaires, et en particulier sur l’existence de frontières externes à l’équipe (passage d’information de l’intérieur de l’équipe vers l’extérieur) suffisamment étanche pour que la parole soit ouverte et fluide à l’intérieur et qu’il y ait une confiance sur la préservation de la confidentialité à l’intérieur vis à vis de l’extérieur.

creo que el interés se demuestra continuamente, no solo en el momento que un colaborador se acerca con nosotros, entender como evoluciona el problema y en su caso saber de la solución del mismo o de como se pudo mitigar es muy importante

Es ist wichtig, dass ein Follow-Up gemacht wird. Dieser wird vorzugsweise immer bereits beim Gespr?ch abgemacht, dass alle Parteien wissen, wann man sich wieder sieht und offene Punkte wieder angesprochen werden. Es ist auch wichtig, dass man über die Monate eine Ver?nderung erkennen kann. Denn ein "an Ort und Stelle treten" wird nicht zielführend sein - für alle Parteien.

éste punto para mi es de fundamental importancia, aplicar los procesos con mediciones y verificación bimestral, aplicar los procesos por metas y objetivos. El colaborador deberá estar al tanto del alcance de sus objetivos en forma mensual. Para este tipo de liderazgo, el líder deberá brindar apoyo y transmitir conocimientos en todo momento.

Para que un equipo funcione tiene que existir una buena comunicación y una buena relación entre los componentes del mismo y con el líder. Cuando un trabajador tiene un problema personal necesita el apoyo de su responsable, tener la confianza para expresarse y tal vez la flexibilidad que requiera la situación. Para ello, el líder, debe ser una persona empática, orientada a las personas y capaz de organizarse según los imprevistos. Que sea apoyo es fundamental, puesto que de esa manera, el trabajador también estará más orientado a las tareas y también arrimará el hombro cuando sea necesario. La reciprocidad es muy importante en todas las relaciones, al igual que saber establecer las prioridades y reorganizarse según imprevistos.

It is really needed in an organizational environment to treat our colleagues with respect, empathy and consideration, irrespective of their personal circumstances or family background. Engaging in exploitative behavior can damage the reputation, spoil the work environment leading to emotional harm to the colleagues. Whenever we notice a colleague is struggling with personal issues, needles to say its important to offer support and assistance in a respectful and appropriate way. Situations were there, people tend to misuse such incidents for one's own selfish motives. By being a good or supportive listener itself would be a huge help for those.

Me ha resultado muy interesante y en cualquier caso, cuando las personas saben lo que tienen que hacer, para qué lo hacen, saben hacerlo y les dejamos la autonomía suficiente para que lo hagan, ayudamos a mantener su motivación. Si además empleamos el feedback positivo y constructivo, utilizando los errores cómo fuente de aprendizaje, entonces además les ayudamos a crecer y se establece una cultura de confianza, exigencia razonable y transparencia.

Creo que el mejor apoyo es el interés sincero y el ofrecimiento de nuestro tiempo y nuestro esfuerzo para descargar, en lo que podamos, a la persona que lo está pasando mal

There are scenarios / situations where you have a responsibility and legal obligation (based on country of operation), it's horrible to say but true. These tend to be situations that aren't the nicest or easiest to deal with, and can have significant implications to the team member, the workplace and the outcomes. You must make sure you are both appraised and act accordingly as well as with compassion and care. You must not ignore anything here, at anytime. If situations such as Domestic Abuse / Domestic Violence you categorically must involve your HR/People team immediately. Waiting even a day can cost you the loss of a team member, and even a life. Sombre though this may be, every life matters. Don't wait to act. Ever.