We take a look at some of the factors that can cause demotivation, with tips to build a happy and motivated team. Some tell-tale signs that an employee has become demotivated include:. Additionally, with increased absenteeism or lateness at work and a lack of focus on daily tasks, other employees can become stressed when trying to pick up the slack. Over time, this can lead to further demotivation in the team, as colleagues feel overworked and under-appreciated.
To keep up to date with industry news and our other areas of expertise, follow us on Facebook and LinkedIn. Ready for your next role? Find your local branch to discover our latest job opportunities. Skip to main content. Share this Page on. What causes employees to lose motivation? A lack of motivation can be caused by many factors, including: Boredom Lack of confidence in management decisions Unmanageable workload Unsuitable working environment Lack of career progression Feeling under-appreciated Issues outside of work such as family illness, bereavement or financial worries How do you recognise demotivation?
Some tell-tale signs that an employee has become demotivated include: Lack of punctuality — arriving late to work, or an increased time to start work after arriving at the office Change in mood towards colleagues Increased absence from work Lack of focus, and a distantness from colleagues Inappropriate or negative comments Lack of input into team meetings Increasing reluctance to take on more responsibility than the 'bare minimum' What is the impact of demotivation?
How to increase employee motivation Get to know your team. Moreover, it can initiate a dangerous vicious circle that impacts negatively overall business performance and work quality. Business management books are filled with recommendations and advices on the subject. Bringing motivation to your team is a long-term job which must be integrated in your management style. Adopting an inclusive and participative management style favours employee motivation.
On the other hand, an authoritarian or coercive style would be the least adapted. Employees who are affiliated to business decisions feel happier in their work. Emotions and feelings are leveraged to create a powerful bond that motivates employees who are in turn more committed to their role. To give their best, employees should be able to evolve in an environment that promotes their wellbeing. Their should simply feel good to come to work and enjoy positive work relationships.
All should be recognised and appreciated according to their level of contribution in the organisation. Rather than making employees complacent, recognition reinforces their accomplishments, helping ensure there will be more of them. A pat on the back, simply saying "good going," a dinner for two, a note about their good work to senior executives, some schedule flexibility, a paid day off, or even a flower on a desk with a thank-you note are a few of the hundreds of ways managers can show their appreciation for good work.
Be an expediter for your employees. Incorporating a command-and-control style is a sure-fire path to demotivation. Instead, redefine your primary role as serving as your employees' expediter: It is your job to facilitate getting their jobs done. Your reports are, in this sense, your "customers. How do you know, beyond what's obvious, what is most important to your employees for getting their jobs done?
Ask them! And if, for whatever reason, you can't immediately address a particular need or request, be open about it and then let your workers know how you're progressing at resolving their problems. This is a great way to build trust. Coach your employees for improvement. A major reason so many managers do not assist subordinates in improving their performance is, simply, that they don't know how to do this without irritating or discouraging them.
A few basic principles will improve this substantially. First and foremost, employees whose overall performance is satisfactory should be made aware of that. It is easier for employees to accept, and welcome, feedback for improvement if they know management is basically pleased with what they do and is helping them do it even better. Space limitations prevent a full treatment of the subject of giving meaningful feedback, of which recognition is a central part, but these key points should be the basis of any feedback plan:.
Equity related 5. Communicate fully. One of the most counterproductive rules in business is to distribute information on the basis of "need to know. A command-and-control style is a sure-fire path to demotivation. Workers' frustration with an absence of adequate communication is one of the most negative findings we see expressed on employee attitude surveys.
What employees need to do their jobs and what makes them feel respected and included dictate that very few restrictions be placed by managers on the flow of information. Hold nothing back of interest to employees except those very few items that are absolutely confidential. Good communication requires managers to be attuned to what employees want and need to know; the best way to do this is to ask them! Most managers must discipline themselves to communicate regularly.
Often it's not a natural instinct. Schedule regular employee meetings that have no purpose other than two-way communication. Meetings among management should conclude with a specific plan for communicating the results of the meetings to employees. And tell it like it is. Many employees are quite skeptical about management's motives and can quickly see through "spin. One of the biggest communication problems is the assumption that a message has been understood.
Follow-up often finds that messages are unclear or misunderstood. Companies and managers that communicate in the ways we describe reap large gains in employee morale.
Full and open communication not only helps employees do their jobs but also is a powerful sign of respect. Face up to poor performance. Identify and deal decisively with the 5 percent of your employees who don't want to work. Most people want to work and be proud of what they do the achievement need. It will raise the morale and performance of other team members to see an obstacle to their performance removed.
Camaraderie related 7. Promote teamwork. Most work requires a team effort in order to be done effectively. Research shows repeatedly that the quality of a group's efforts in areas such as problem solving is usually superior to that of individuals working on their own.
In addition, most workers get a motivation boost from working in teams. Whenever possible, managers should organize employees into self-managed teams, with the teams having authority over matters such as quality control, scheduling, and many work methods.
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