Employee motivation can be the deciding factor for organisations that excel and those that do not. Employee motivation can be a lot like a smile, lack of a smile and everyone starts to feel down for one reason or another. This is why a lot of companies include “with pleasing personality” in searching candidates for a job.
Employees are usually self-motivated to perform tasks that they are good at or were trained for. Tasks that they weren’t trained for leave them feeling unsure and can reduce motivation slightly; but this can be overcome as each task become learned and incorporated. Keeping employees at a high motivational level helps companies grow and become more profitable.
Low motivation can have several causes, some of which are personal in nature and others that are strictly work related. Knowing which one is the root cause and how to effectively coach the employee back into their previous standards of working should be the company’s goal.
Here are some common reasons, in no particular order; for a lack of motivation and how to correct them.
It is important to remember that rumours are not always wrong, and typically have some basis in truth, not hearsay. Because of the negative effect of rumours in the workplace, they can severely impact the morale of all the employees. With many businesses outsourcing aspects of their operations, it can lead to lowered morale and motivation department wide if they feel that they will be next. It is important for management to deal with rumours as they arise and not let them flit about unchecked.
Combatting rumours is no simple task because of the underlying truth behind it. Management should approach this situation diligently and be transparent with employees in a timely manner. This should start forming a basis that rumours are untrue in all aspects until the company says otherwise.
If you’re employees have been using the same methods and tools since they first started working for the business, then they’re motivation is likely going to have decreased as there has been no variety in their work. Furthermore, the process they may be following to complete tasks may not be streamlined enough, meaning they’re having to spend unnecessary time and resources trying to get things done.
If you want to increase employee motivation, look at modernising in-house processes. Start by introducing new tools such as an online team planner for collaboration so employees can easily work together on projects, as opposed to them having to directly ask how their co-workers are progressing with certain tasks. If this works successfully, you can look at what other software you can implement to help out employees.
Inadequate Job Skills
Your employees are usually motivated to succeed at their jobs when they feel prepared and properly trained for the position. Before transferring employees into a position of greater responsibility or before allowing changes to an employee’s duties, be certain that they have had the proper training to get started. Placing employees in a position where they feel they don’t have adequate skills will erode their confidence and stifle any motivation to succeed.
Personal feelings of inadequacy are quite easy to change. By having open door policies, two-way feedback, and internal rewards; an employee can be coached to a standard of working in their new assignments. This will supply them with a renewed vigour to succeed.
It is no surprise that employees are not motivated by their company’s owners and executives getting rich or richer. The more internalised a company’s goals sound, the less motivated employees are to fulfil those goals. Companies need to focus on the customer and give employees an opportunity to feel as though they have done something substantial for their customers.
There are several ways to boost morale. In a sales heavy company, enacting a referral program where the customers can direct new customers to the employee that served them. In a service based company, enacting an employee of the week, month, year program can greatly increase employee motivation. Both suggestions allow the employee to feel appreciated and valued.
Employees that feel as though they are overworked are likely to lose motivation, regardless of what they actually receive in monetary compensation. If you know that overtime will be mandatory in the future, give your employees fair warning so that they can be prepared for the impact on their personal lives. Make sure that the schedule still allows employees to spend time outside of the workplace to reduce the stress of working so much.
Companies should reward their employees for their diligent efforts to conform to the company’s needs. This reward should not be solely monetary, however.
Lower Level of Commitment
Employees that are not motivated perform at lower levels than their co-workers. If there is no excitement for the mission of the company, it is difficult for employees to maintain the forward momentum needed to complete their projects or duties. Low commitment and productivity is a direct consequence of not being motivated, and can cause other employees to feel that they must take up the resulting slack. Encouragement helps employees to know that they are indeed appreciated.
However, dealing with poorly performing employees can consume an inordinate amount of time for any business; as well as dealing with the impact of earnings from late or unfinished projects by that employee.
It is often thought that managers can sufficiently dole out reprimands and coach under performing employees. This is an ideology that needs changing. Managers should be just as quick to dole out praise to employees for performing well.
A single employee that lacks motivation can, and probably does; bring down the morale of an entire office. Gossip and complaining among the ranks usually turns the contented employees against the company. Dissatisfaction with their jobs can and will spread, and companies may find their employees are willing to or are quitting.
One way to avoid having this scenario happen is to talk with the unmotivated employees as soon as you notice a change in their behaviour. Reward employees who complete duties on time and early to show that there is no basis for general dissatisfaction in your place of business.
Employees should add value to a business, whether it is indirectly increasing the bottom line or directly supporting the employees that produce sales. An employee that isn’t properly motivated to complete their jobs properly can directly impact a company’s revenue stream. If employees do not generate enough work to cover the expenses of their position, they become an expense instead of being an asset to the company.
It is imperative to financially justify jobs added to the workforce, by balancing the cost of employees against the revenue those positions can generate. Employees with little or no motivation, or the inability to complete tasks; may not be helping your company keep pace with projected earnings.
If the unmotivated employee cannot be coached back into motivation, then the extreme ideology might have to be followed. Companies should fire up their employees with enthusiasm, or fire them with enthusiasm.
Employee motivation plays a large part in every company, no matter their size. A company’s goal should be to foster good motivation among their employees. They should be quick to help employees out of a presumed funk by taking appropriate corrective actions. However, if you noticed the motivation getting low too late and if the corrective action fails, you should consider discharging the employee before the situation spirals out of control.
As described above, failing to keep your employees motivated, can lead to a whole slew of problems for you company which impact your bottom line. Use the tips mentioned in this article to combat and prevent low employee motivation.