5 methods from managers to help workers overcome the psychology of being at half-time

Ms. Thanh Nguyen - Director of Anphabe Company believes that KPI, sales, indicators... are jobs that "half-stage psychology" can occur.

At the beginning of a work cycle, whether it is the beginning of the month, the beginning of the quarter or the beginning of the year, most workers enter with an excited spirit.

However, when the journey was halfway through, many people began to fall into a state of disappointment. If the results are not as expected, a feeling of discouragement will quickly appear. The popular mentality is: "This month is considered a given, wait until next month to start over". This is a typical manifestation of half-stage psychology.

To help employees and workers overcome "half-stage psychology", human resources workers and managers can apply the following 5 ways:

Dividing goals and roadmaps

Instead of just issuing overall KPI by month, quarter or year, divide it into shorter-term milestones (weekly, even daily). Seeing gradual progress will help employees feel their achievements sooner, reducing the pressure of "the road is still too far".

Create a continuous recording mechanism

The final results do not always come quickly, but the efforts on the road need to be recognized. A compliments, an email of encouragement, or a quick meeting to share progress can help employees regain motivation in the down period.

Training personal energy management skills

Most of the employees are hetining their endurance because they do not know how to allocate energy. Managers can train them on how to plan work according to the energy level of the day, interspersing between tasks that require creativity and repetitive tasks to avoid burnout.

Encourage regular action instead of sprinting

Instead of letting employees work in a tight schedule at the end of the term, train them to maintain regular actions every day. Some persistent actions every day are often much more effective than explosive efforts but are easily exhausting.

Building a culture of "not giving up halfway"

The organization needs to spread the message that "half-stage" is just a psychological hallucination, not the truth. This culture can be reinforced through experience sharing sessions, internal case studies, or inviting those who have "hit the finish line" to inspire the team.

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