Seven Causes Of Motivation In Employees

Article 4 explains seven causes of demotivation in staff. If you feel that an employee or a team is lacking in motivation, you need to understand the underlying reasons. Spotting warning signs early and taking action to rectify any issues will prevent talent loss and a reduction in productivity and performance. Seven causes of demotivation in staff are:

1. No Career Vision: it is key to inform employees about the organization’s goals. Clueless of what they are working towards will result in demotivation. A Lack of Security: It’s hard to feel motivated if you’re not sure how long you will be needed in your current role or where you will be in a year or two’s time. Employees shouldn’t feel unease t work thinking managers will get rid

Conflict Stress: staff will definitely feel demotivated if they feel they are being bullied or facing harassment whether from management or other staff. Managers should try to create an environment where conflict management is practiced. What management can do is carry out an employment survey, where staff can express concerns anonymously, this way management may be aware of some issues taking place in the workplace. A Lack of Good Leadership: poor leadership is a recipe for demotivation. Staff prefers to have a manger who doesn’t control but leads them, one who is approachable and can encourage them to work harder without putting too much pressure on them. A Lack of Development Opportunities: On-going development and training is proven to both boost and maintain morale. Engage your workforce further by asking them where they think development opportunities or training would be most beneficial. Not Feeling Valued or Appreciated: employees love when their work is being recognized and

Companies need to have rules -- that’s a given -- but they don’t have to be short sighted and lazy attempts at creating order. Whether it’s an overzealous attendance policy or taking employees’ frequent flier miles, even a couple of unnecessary rules can drive people crazy. When good employees feel like big brother is watching, they’ll find someplace else to work. Letting accomplishments go unrecognized: in many studies it shows this as one of the leading causes of demotivation in staff. Everybody loves being recognized for the good work they have done. Managers should reward those who have been working good consistently, or those who work about average, and appreciate the hard work staff shows. A small “thank you” goes a long way. It’s easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Especially giving public recognition, in front of guests, tell your staff “great