Posted : January 2011
Author : Christina Galoozis
Ever notice how a new employee’s enthusiasm eventually wears
off? In 85% of companies, employees’ morale significantly drops off after their
first six months on the job, according to a survey from Harvard Management
Update. For the most part, enthusiasm is determined by work
environment, and it can be fostered or hindered by you - the boss. Employee
motivation experts say the best way to keep employee enthusiasm moving forward
is to “first, do no harm.” At a minimum, don’t do anything that demotivates
your workers.
Check out eight demotivators below.
Check out eight demotivators below.
Pointing out a worker’s mistake in front of others rarely
yields a good response. Though some managers think public reproach keeps
everyone else from making the same mistake - it usually just makes everyone feel
bad.
2. Failing to provide praise.
If employees feel like their hard work goes unnoticed,
they’ll start to wonder why they’re working so hard in the first place. Be sure
to offer praise, both privately and publicly. Even small things, like a
thank-you card or a “good job” email work.
3. Not following up.
Have you ever solicited ideas, asked what employees think
about a policy, or asked your team to draft a proposal? If so, be sure to relay
the results, even if the ideas or proposals don’t go anywhere. Asking employees
for input without acknowledging it shows a lack of respect.
4. Give unachievable goals or deadlines.
Once employees realize they won’t be able to get something
done, they’ll think, “What’s the point? I’m going to fail.” Provide goals and
deadlines that are challenging, but not impossible.
5. Not explaining your actions or sharing company data.
Just because you hold the cards doesn’t mean you should hide
them. Explaining the big management decisions will help employees understand
your perspective - and they’ll respect you for it. Likewise, sharing key company
data such as revenue and profits validates staff contributions.
6. Implied threats.
If an employee is producing sub-par work, it’s OK to let
them know your expectations. But it’s not OK to threaten their job - especially
if you’re threatening the entire team in a public setting. A “do this or else”
attitude often has the opposite effect when it comes to motivation.
7. Not honoring creative thinking and problem solving.
When employees take initiative to improve something - a
company process or an individual task, for instance - don’t blow it off. Instead,
take a good, hard look at their suggestion. Don’t ignore it, or you risk losing
that employee’s creativity in the future.
8. Micromanagement
Perhaps the worst demotivator is micromanaging. Employees
need to feel trusted and valued to succeed - and micromanaging communicates the
opposite.
~Blog Admin~
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