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Unconsciously, Unintentionally, and Unknowingly Demotivating your Employees (cont.)
Here are some additional demotivators that we unconsciously,
unintentionally or unknowingly do, including a few suggestions
on how to remedy the impact.
| Cause |
Employee Impact |
Resolution |
| Lack of Appreciation |
Feels unappreciated for their efforts |
Appreciate, acknowledge, praise, and encourage.
Simply expressing words of encouragement for a task
well done are inputs of positive morale boosters.
Acknowledge the efforts made by your employees regardless of
how big or small it may be. |
| Heavy Workload |
Feels overburdened and unable to perform their duties
to the best of their ability |
Acknowledge, show concern, and extend help whenever
possible. Being aware of workload management shows that
you care about an employee's work/life balance, making it easier
for both parties. Check-in occasionally to ensure you're in the
know of how your employees are managing their tasks/workload. |
| Lack of Clarity |
Finds difficulty managing their work and various tasks |
Listen and get involved. Listen to not only what's being said,
but consider body language as this speaks volumes in determining
how well an employee understands specific instructions. Make it a habit
to ask employees to reiterate the parameters of what needs to be done. |
| Favoritism |
Acknowledges unfair practices that favor one worker over another |
Promote Teamwork. As pitting one employee against another can
only be counterproductive, teamwork is the best way to resolve favoritism
concerns in the work place. |
| Mistrust & Miscommunication |
Information is withheld, or provided on a "need-to-know" basis, proving
that the organization does not fully trust their employees. |
Give Information - Freely. Allowing people to grasp the big picture as
opposed to specific contributions can have a much more positive impact than
you think. Advise people of your plans and be sure to communicate any
changes if any. |
| Rewarding Poor Performers |
- Avoid giving tasks because you know they won't be done effectively
- Avoid giving tasks because they don't know how to do it correctly
- Avoid giving additional work because they can't complete their normal workload
- Avoid coaching and teaching how to do the task because you don't have time and
it's easier to give it to someone else
|
Tackle the Performance Issue Head On. Avoiding the issue does not solve
the problem. The employee usually knows they are not performing well. So do their
co-workers. This not only further demotivates the employee but will also demotivate the
rest of your employees as well. |
| Punishing Good Performers |
- Giving extra workload because you know they will find a way to get it done
- Expecting that going above and beyond is the 'norm' and workloads start to
reflect that
|
Avoid Burnout. Make sure you understand the true capacity of the role and employee.
Have open discussion with the employee, and show true appreciation of the amount of
workload they have and can handle. Be conscious of work/life balance. Before just
assuming they can take on more, see if there is something that you can take off their workload
that is less productive or redundant. They will feel that their work is important and they are valued. |
Productive employees are the key essentials of any
organization, which stems from the quality of Leadership
received from their direct reports. As a leader, it's always
important to stay conscience of how our actions can
impact our employees - both negatively and positively.
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