For the most part, employee enthusiasm is determined by work culture. And this can often be fostered or hindered by you…the manager! Most employee de-motivators do not jump into your corporate culture overnight, they seep in slowly and take root firmly, so they can often be difficult to eliminate.
Have you ever noticed how a new employee’s enthusiasm eventually wears off? According to a Harvard Management Update survey, in 85% of companies, employees’ morale significantly drops off after their first six months on the job!
Are you stumped as to why?
You pay competitive wages, provide above average benefits and even have an employee recognition program. All great tactics to help retain your A-Players. But something is wrong. Motivating workers to stay isn't enough…you must not motivate them to leave.
Managers have to inspire employees to give their best effort, to think out of the box, take risks, and to unleash their hidden potential for success and achievement.
Look around your company…could YOU be what is sapping employee morale?
The answer might be YES if you are guilty of any of these 8 common employee de-motivators!
Providing little feedback. Feedback is a frequent complaint, and seems especially important to Millennials. However, all employees need constructive feedback and direction to know how they are doing.
Making unnecessary rules. Every workplace needs some rules. Over time, though, rules and regulations stifle creativity and innovation. Morale drops as paperwork increases!
Failing to communicate. If you think keeping employees in the dark helps them focus on their work without worrying about what part it plays, it doesn’t. Instead, it fosters apathy. If people don’t know how their contributions help their team or company, they stop caring and could move on to an agency that will share the big picture with them.
Failing to correlate performance and pay. When slackers receive the same pay as top performers, it sends the message that you don't have to perform to succeed.
Failing to support a work/Iife balance. Everyone wants more in their lives than just work. It’s important to consider.
Failing to lead. Job satisfaction, to a large extent, depends on how employees feel about their manager. More and more companies are abandoning the old command styles of management because they just don't work anymore.
Public Criticism. Pointing out an employee’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.
Micromanagment. Possibly one of the worst de-motivators! Employees need to feel trusted and valued to succeed—and micromanaging communicates the exact opposite.
Avoiding de-motivators is important, but you can also elevate your leadership by tapping into the intrinsic motivators of your agency staff. The Omnia Assessment can tell you about each member of your team, what they like, what they don’t, and how to engage them in a way that is meaningful to them as individuals. It’s like having an employee playbook at your fingertips.
Did You Know?
Members of the American Agents Alliance get one FREE profile with initial package purchase! Be sure you are logged in to our website with your username and password to access our partner link. Try Omnia out today.
Finally, don’t forget to encourage your employees to have fun. When people work in an enjoyable environment, they are apt to be more creative, more productive and remain enthusiastic and motivated in the long run!
About the Author: Carletta Clyatt, SVP, The Omnia Group, Inc. www.OmniaGroup.com
Carletta Clyatt, a popular seminar speaker, is the SVP at The Omnia Group. She offers clients advice on how to manage more effectively and gain insight into employee strengths, challenges, and behaviors. For more information about employee behavioral assessments, call Carletta at 813-280-3026 or email: Carletta@omniagroup.com
