Sure, as employers we wish that all of our employees would be self-motivated. I am sure you agree that this is simply not the case.
The case is, although we can create an environment that fosters motivation, we have to rely upon individuals to embrace such an environment as a means to become motivated. Unfortunately, we do indeed have the potential to de-motivate employees.
Here are three ways (in no particular order) by which as employers we can either knowingly or unknowingly de-motivate our people:
1. Public criticism
At some point, every employee (as well as we ourselves) is going to perform our role in a manner that is less ideal. However, pointing out someone’s mistake in front of others is clearly not the proper way to address the matter.
Instead, do so one on one in private, with the objectives of the discussions being for her/him to:
- Be presented in a positive, non-deflating manner that her/his actions/performance did not meet your expectations
- Be given instruction or coaching as to the right way
- Accept your criticism
- Act upon your instruction and/or coaching in order to improve her/his performance
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2. Lack of praise
When an employee has done something worthy of praise capitalize on it. Your failing to acknowledge a job well done (especially if you routinely fail to praise exceptional work) can lead employees to feel that you only recognize their failures.
In turn, this can lead to their questioning the value of making the extra effort, and thus de-motivate their pursuit of excellence.
- Whereas criticism should always be done in private, public praise can be very powerful.
3. Failing to keep a commitment
It is vitally important for our employees to trust us and our words. Trust can be difficult to attain, but is very easy to be lost—with re-gaining it being even more difficult.
The loss of trust in us by our failing to keep a commitment or fulfill a promise is a surefire way to cause de-motivation.