What do you do if your team members are not motivated during an interview?

Keep it simple Take a deep breath and if you can add some humor—do so. A good laugh will change the atmosphere quicker than anything. It is human to laugh and there can be nothing more authentic if you approach it sincerely.

If the team members are not motivated during an interview- it's necessary to inquire about their interests and concerns. Offer insights into the company culture, growth opportunities. By Assessing, if the role is truly suitable for them and if not, can explore an alternative position.

If they are not motivated during the interview already, probably they won’t be that motivated at the job as well. Ask yourself if you even want them in your team if you’ll have to motivate them constantly. I’d finish the interview with the candidate and look for another one.

Assess Concerns: Observe the body language and engagement levels of your team members. If they appear disinterested or distracted, try to understand the underlying reasons. It could be due to factors like stress, lack of preparation, or discomfort with the interview format. Addressing their specific concerns can help re-engage them.

Dealing with a team member feeling demotivated before an interview can be worrying, but there are ways to help them feel better. First, talk to them privately to find out why they feel this way. Are they nervous, unsure about what's expected, or dealing with personal issues? Addressing these problems directly builds trust and lets you give them specific help. Next, encourage them to think positively about the interview. Instead of seeing it as a test, remind them it's a chance to show off their skills and learn. Practice interviews or role-playing can boost their confidence and improve their answers.

Reflect Values: Remind your team members of the company's core values and how their role contributes to the overall mission and success. Emphasize the importance of presenting a united front and showcasing the team's strengths and capabilities.

Assess the situation: Take a moment to observe the body language and verbal cues of your team members to gauge their level of motivation. Are they displaying signs of disinterest, boredom, or apathy? Create a positive environment: Set the tone for the interview by creating a positive and welcoming atmosphere. Begin with a friendly greeting and express appreciation for their participation. Clarify expectations: Clearly communicate the purpose and objectives of the interview to your team members. Let them know why their input is valuable and how it will contribute to decision-making or problem-solving processes.

Create a positive and supportive work environment where team members feel valued and motivated to perform their best and as a leader, demonstrate enthusiasm and motivation yourself. Your team members are more likely to be motivated if they see you leading by example.

Offer Support: Provide reassurance and offer to assist your team members in areas where they may need additional support or clarification. Encourage them to voice their concerns or questions, and address them constructively.

Offering continuous support builds trust and work as a catalyst for motivating team. When we work as mentor for our team we build the culture of learning and development. Identifying strength and challenges helps defining required support. Be open in sharing feedback and aligning their plans in accordance to their aspirations. Give them platforms to show case their strengths as this fosters growth n trust.

Set Expectations: Clearly communicate the expectations for the interview, including the desired level of engagement, professionalism, and teamwork. Remind them of the importance of making a positive impression on the interviewer(s) and representing the team effectively.

Having clear view of organisation goals or ask from the role gives opportunity to candidate to align their career roadmap with organisation. Having clear expectation helps working on strengths and challenges. Candidate finds it easy to set personal goals in accordance to bigger goals. Also this helps in working on challenges to overcome them in long run.

This indicator means the department interview process is not working. Redesign the process. The candidate's and hiring participants' experiences are equally important. The hiring process is an exciting time for the candidates and the department. Any issue with the hiring process has a more significant impact beyond filling an empty seat. Dive in and review their perspective and improve the process and experience. The big question to answer is, why is the process not working?

Encourage Questions: Encourage your team members to ask questions and actively participate in the interview process. This not only demonstrates their interest and engagement but also allows them to showcase their knowledge and expertise.

Inspire Vision: Remind your team members of the bigger picture and the potential opportunities or achievements that could result from a successful interview. Inspire them by highlighting the team's accomplishments and the exciting challenges that lie ahead.

Engage with questions: Encourage active participation by asking open-ended questions that invite thoughtful responses. Provide opportunities for each team member to share their thoughts, ideas, and concerns. Listen actively: Practice active listening to demonstrate that you value and respect the perspectives of your team members. Give them your full attention, maintain eye contact, and refrain from interrupting while they are speaking. Provide context: Provide context for the topics being discussed and explain how they relate to broader organizational goals or challenges. Help your team members understand the relevance and importance of their contributions.

Lead by example: Maintain a positive and enthusiastic demeanor throughout the interview, setting the tone for your team members to follow. Provide positive reinforcement: Acknowledge and praise instances where team members demonstrate engagement, enthusiasm, and teamwork during the interview. Debrief and reflect: After the interview, have an open discussion with your team members. Identify areas for improvement and celebrate successes. Use this experience as a learning opportunity for future interviews.

The context and environment is important here. For example, if the interview was set up as part of a redeployment or restructuring exercise, then the individual may not be feeling at their best and their driver may be just to secure a role rather than be made redundant In similar circumstances, I have paused the interview and suggested we take 5 to get some refreshments. In the break, I would speak privately with the individual to gently enquire how they are, how they’re finding the interview and if appropriate, share my observations. Their response would determine my next steps

1. Compreens?o da Causa Raiz: ? Inicie conversas individuais para entender as raz?es por trás da falta de motiva??o. ? Identifique possíveis fatores, como sobrecarga de trabalho ou problemas pessoais. 2. Feedback Construtivo: ? Reforce a importancia do trabalho dos membros da equipe para o grupo. ? Ofere?a oportunidades de desenvolvimento profissional para revitalizar a motiva??o. - EN: 1. Understanding the Root Cause: ? Initiate individual conversations to understand the reasons behind the lack of motivation. ? Identify potential factors such as workload or personal issues. 2. Constructive Feedback: . ? Reinforce the importance of team members’ work to the group. ? Offer professional development opportunities to revitalize motivation.

Candidate should also ask questions which are triggering any doubts for them. Ask questions to know about organisations future roadmap as this helps aligning personal road map too. Seek clarity on work hours / organisation s culture to avoid any conflict in later stages.

Ser creativos, buscar una manera distinta para que la gente no solo aporte sino se sienta motivada, el juego serio es una excelente opción, en gamificación podemos incentivar la participación de la gente de una manera distinta o simple, creamos tarjetas donde tenemos preguntas, casos y situaciones que llevan a las personas a pensar y salirse del molde, con pocos recursos pero con grandes ideas podemos salirnos de lo convencional.