To an HR prospective, how can you motivate an employee in a most uncertain situation?

Administrators should be concerned in particular by three factors:1. cooperation with the institution: Employees feel more impulsively to work when they realize the importance of cooperation with the institution they are dealing with.2. conviction: when workers realize that what they are doing the work of an addition to the quality of the work of the organization feel motivated to continue the same diligence.3. Selection: Feel workers motivation to work more seriously when they give them the authority to make the decision at work, however, he tried to inspect all other appropriate methods to encourage: like giving them bonuses, or the provision of a new office, or give them a day, or two days extra holiday and so on. But in any case, it must focus on the factors that affect the enthusiasm of employees at work; and especially the underlying factors within each one of them.

Hi,

Is it an uncertain situation for the employee or the company. In both situations the supervisor ,manager or super boss who ever he may be should be honest to his junior employee. Only then he can expect full commitment from his junior. 

Praising his hardwork and sincerity and impressing stating you are working in the company's interest and goal, your promotion is delayed and not denied,

definitely you will be well posted at the earliest, a pat on the back.

M.Srinivasan

should be check his career and performance and know why he didn't get through this year then i make m recommendation about him

First step would be to make the employee know that his/ her services are valued through an Email. Next, educate the employee about the economic uncertainty surrounding the company which may hold up increments for some time. Third, drive home the point that increments aren't the only way to motivate an employee during uncertainty. You may reward him/ her by handing out an Appreciation Letter, offering a one-time bonus/ reward, giving out a dry promotion (if it is warranted) or atleast by enrolling him to a useful Training course. Lastly, a commitment may be made fairly about when they can expect the long-awaited increment. 

I am a bit sceptical about why an employee has not got an increment for the last 05 years. Is it because that employee had the bad luck of being set with a negative boss , or is it because of his performance? It is very important that as an HR you appear fair - to both the boss and the employee. Ask the reporting manager to appraise the employee in your presence and take notes. Note his strengths and weaknesses and inquire from the boss about the deliverables. If deliverables have not been met , design a performance improvement plan and agree upon the timelines with the reporting manager. Also agree upon the next evaluation and be observant and mention all improvements and short comings. 

From my experience, an employee is happier if given a fair chance to represent than an undeserved increment.