As a manager, you want to get the best from your team. In fact, the organisation probably depends on you doing just that. Competitive advantage and the bottom line are boosted by positive, engaged, proactive teams and individuals.
On the other hand, disengaged, passive, demotivated individuals can have the opposite effect, and what’s more, their demeanour and behaviour are often contagious.
It’s commonly accepted that motivating their team is a part of every manager’s role. Models, strategies, and tips abound, indicating how to create a positive environment and implement what individuals need to give their best in the workplace.
But if you accept that it is within your power (or the organisation’s) to motivate the people you work with, it’s also possible to demotivate them.
The power of the demotivated worker
When someone has ‘switched off’ and is doing the bare minimum (or less), it’s not just their personal productivity that takes a hit. Disengaged, laissez-faire colleagues, arriving late to work, distinctly unenthusiastic, easily distracted, generally reluctant yet quick with a negative comment… all of these potential signs of demotivation have a broader effect on their colleagues. It’s always harder to stay ‘up’ when the person next to you is ‘down’, especially when they go home with the same pay and benefits as you. If nothing else, the rest of the team feels the pressure as they pick up the slack.
Demotivating factors
So, what might be contributing to this infectious demotivation? Any one or more of the following factors, some of which are within your control as a manager, some of which may not be. (Note: this is not an exhaustive list!)
- Unmanageable workloads – Trying to achieve too much with too few people or resources will wear down even the most enthusiastic person.
- Unclear priorities – When workloads are high, it’s even more important that a manager gives direction on the importance and urgency of the work.
- Lack of measurable objectives – Imagine being expected to hit a target but not knowing what the target is or where it is.
- Lack of challenge – Maybe this is the opposite of point #1, but it also applies to work that is simply too easy for an individual; boredom is demotivating. People usually appreciate being stretched but not stressed.
- Responsibility without authority – Feeling the pressure of having to get the job done but without the clout to do it.
- Unsuitable working environment – This might be a lack of appropriate tools, technology or resources or simply a dingy, depressing workspace.
- Hostile environment – This one is more about the attitudes and actions of others; it might be office politics, or unequal treatment, or discrimination. People made to feel ‘less than’ don’t tend to be highly motivated to achieve targets.
- A lack of feedback – People appreciate input on how they’re doing; being left to guess for themselves leads to uncertainty, and uncertainty does not breed motivation.
- Public criticism – That said, feedback (especially constructive criticism) should be delivered 1-to-1; nobody responds well to feeling ‘told off’ in front of their peers.
- Favouritism or nepotism – Why even try if you feel the deck is stacked against you because you’re not the ‘chosen one’?
- Lack of career progression – Even people who aren’t looking for promotion or change right now like to feel that the option is there.
- Lack of training – This is the equivalent of teaching someone to swim by throwing them in the deep end. It may work, but they won’t trust you again.
- Lack of confidence in management decisions – Speaking of trust…
- Job insecurity – Why should people work for the organisation’s future if they feel that future doesn’t include them?
- External personal factors – Financial worries, bereavement, caring responsibilities, etc. These are definitely out of your control as a manager, but they will impact motivation.
Motivating your team is a challenge that must be tackled differently by each individual – everybody’s situation and motivational factors are different. The above list shows the factors that can reduce your team’s motivation. To explore the other side of the coin – how you can create a motivational and engaging work environment for your team – check out our Motivation training workshop. Or call us on 01582 463460; we’re here to help.
