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People fall out of love with their job. It happens all the time, even when you think you’re doing everything you can as an employer. It might be because they don’t get on with colleagues, they want to try a new career or they don’t feel valued as employees.

As the boss, you need to keep on your toes. Stay aware of how employees feel about the business and nip any feelings of being undervalued or neglected in the bud.

If one of your employees is starting to lose interest, there’s a number of things you can do. This can be a learning curve for you as much as for them, so take time to understand what’s happened and why.

Recognise the signs

There are several tell-tale signs that point to employees who are losing interest in their role. In fact, they may as well have ‘I AM LOSING INTEREST IN THIS JOB’ Sharpied on their forehead, while being accompanied by a marching brass band as they traipse into the office on a Monday morning.

Some symptoms of an employee falling out of love with their job include; being less productive, carelessness at work, disinterest in the future of the business, lack of focus and making less effort with colleagues.

Sound familiar? Don’t start preparing the ‘You’re fired’ routine just yet. Approach your employee and see what they have to say about it before you start pointing the finger.

Speak to them

Communicating with your employees is rule number one when hiring. So why would you stop when they want to leave? If anything, this is the time when you need most communication with staff, as you could change their decision just with a conversation.

Pinpointing exactly why they want to leave is a vital step if you want to be able to learn from the experience as an employer. Regardless of if they leave or stay, talking about exactly what the issue is will open up a whole new idea for working that could change your entire staff’s attitude to work.

Sometimes the reason an employee wants to leave won’t be related to you or the way the business is run. Often the change of heart can lead to a career change or a relocation – or both.

Keep up morale

When one employee is feeling glum, it can easily spread through the rest of the workforce and ultimately end up affecting general productivity.

After speaking to the employee, the obvious step is to speak to the rest of the staff and see if they have any concerns about the way the business is run, or even if they have any suggestions that could make the business run more smoothly.  Of course, we don’t expect you to take all suggestions seriously, as much as you want to host a monthly ‘Puppy Visit Day’.

Organising regular out of work activities can help strengthen communication and team building, as well as give your staff the social boost they need to improve their work-life balance. Regular events can also lower the turnover of your company, as employees will feel more valued. Consider arranging events in order to boost office morale.

Consider their personal life

It’s possible that a change in performance could be down to a change in home life. If you think this is the case with any of your employees, act cautiously. Sensitive subjects can be tough to handle at work, and bear in mind they may not feel comfortable discussing it with you.

Discreetly manage employees’ personal issues in private conversations. Encourage an open line of communication and demonstrate that they’re valued members of the team. This could help them manage personal issues and will encourage them to speak up if they feel it’s affecting their work.

If an employee is struggling to juggle work and personal life, consider trying to accommodate flexible working. This is becoming more common, with the new regulations introduced in 2014 that every employee with 26 weeks service has the right to request flexible working from their employer.

There are eight accepted reasons for rejecting an application for flexible working, which include; extra costs that will damage the business, it will affect quality and performance and the business is planning to change the workforce.

Rather than dismissing any application, consider the effect on employees’ health and welfare as well as how it may renew interest in their job, particularly if they aren’t wasting time on commuting.

Encourage them

Of course, sometimes an employee loses faith in their job because they want a career change. In cases like these the best thing you can do is wish them well on their future career path and look for a new employee.

Whether they want to try and find a renewed interest in their current job, or they feel their path is being led in a different direction, try to encourage your employees as much as possible. They will thank you for it, and current employees will respect your understanding.

Have your employees fallen out of love with their job? Or are you employee who’s looking for something more? Leave your experiences in the comment section below!

About The Author

Karl Bilby

We work very closely with our expert accountants to bring you the latest factually correct tax and accounting news. We also enjoy writing about small business news that we hope you find useful!

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