Employee motivation is an important factor in every workplace. If you are a leader, regardless of the department and number of people you handle, to motivate your employees should be a basic skill. Motivated employees are a lot more productive and the workplace can feel less stressful for everyone. On the other hand, one negative or Demotivate employee can cause more stress than a lot of workload combined.
As it is, demotivation can spring from many reasons – personal and professional. Employees can lose their interest to work for a number of reasons, and sometimes, this reason could be because of their leader. Are you the type of leader who demotivates your employee? Here are top 10 acts that could demotivate your employees.
- When you hold meetings that are unnecessary
Meetings are done to update employees on pressing matters or new processes. Oftentimes, these meetings are not factored in their work hours and would mean they have to pitch in a few minutes (or hours) of their productivity to attend the meeting. Holding meetings often that are unnecessary or useless can result to employees not paying interest in listening, especially if it is mostly nonsense.
- When you joke about inappropriate topics
Joking around in the workplace can lighten the mood and even relieve stress. But this does not give you a free pass to joke around every chance you get, especially for leaders. For one, this gives your employees the impression that you should not be taken seriously. Also, some jokes may be offensive to other employees who just choose to keep quiet.
- When you do not keep your word
One important trait that a leader should possess is being true to their word and always honor their promises. From small commitments to big ones, a leader should be a picture of someone who always keeps their word and delivers what has been committed.
- When you don’t give credit to where it is due
Employees get inspired when a leader recognizes their work and gives them credit for all the hard work they give. Even just a simple pat on the back can make someone’s day. That said, giving credit also has levels. As a leader, you should know when and how much credit you give someone, enough to motivate them and not overdo it too.
- When you set deadlines that are unrealistic
For many corporate industries, employees live on a deadline. Every task, every project, every turn has a corresponding deadline to meet. Leaders are often the ones giving this deadline. As a leader, you should give your people enough time to produce what is expected from them. Avoid giving unrealistic deadlines especially when you do not have a time table to back them up.
- When you choose personal employee favorites
Picking employee favorites is only favorable to the favorite. What happens to the rest? Often, they would feel left out or not recognized even on their best. This is when demotivation starts. Avoid choosing favorites and always be equal.
- When you make unrealistic promises
Promises like “I will give a 50 percent increase to your salary next year” or “I will promote you to a new position”, knowing very well that these promises do not have feasibility studies and back up, can lead to broken promises. This can lead to employee demotivation and lack of trust on your leadership and on the company in general.
- When you micromanage
Micromanaging people is one of the most common causes of employee demotivation and losing their enthusiasm at work. As a leader, your job is to guide your people, trust them to deliver and coach them should there be any challenges. When you micromanage, it also shows that you do not trust them enough to do their jobs.
- When you ignore ideas and suggestions
Great ideas and suggestions do not always come from the top corporate or executives. Sometimes, great ideas come from the front-liner employees who know the basic like the back of their hands. Listening and acknowledging these suggestions may very well be a great process improvement for your company. Be sure to listen to your people.
- When you focus on their mistakes
A leader should be a perfect balance between recognizing good work and coaching on challenges encountered. Although it is a good trait to call your employee’s attention when a mistake was made (so that it can be corrected), it is not a healthy work environment for them if you only focus on the mistakes all the time.
A motivated employee can work effectively and be more productive. This can be beneficial to both the employee and your company. The alternative is losing your employees one by one, not because of positive movements or promotions, but because they have lost interest in their work. Don’t be a boss. Be a leader and motivate your people well.