According to research done on the University of California, motivated workers are about 30% more effective than other employees. They are also 90% less likely to leave the company. Another study, by Gallup, has found that managers effect 70% of the motivation that workers experience. As some management experts state, employees don’t quit their jobs; rather, they quit their managers. Here is what managers do incorrect motivating their employees.
Making Meaningless Guidelines
Companies need rules. However, rules have to be designed with respect for the individual, and not be a quick attempt at generating order. From overzealous rule-making concerning attendance, to cutting down on employee benefits, there are many rules with which the supervisors annoy their staff. When workers feel the need to check their six, they begin to look for another place to function.
Letting Great Work Go Unrecognized
Rewarding achievements is more than making someone feel good. It’s also about demonstrating that you pay attention to who works well and who doesn’t. Recognition, in one type or another, can help create a better atmosphere for success. When you make recognition difficult to find, you send away your best employees.
Employing Mediocre Employees
To many people, the opportunity to work together with intelligent and competent co-workers is a crucial part of the satisfaction that comes with their work. This means that when managers hire thoughtlessly, they take away a good part of the reason existing employees come into work. Cautious, well-planned hiring is an important part of the manager’s job.
Treating Everyone exactly the same
Kids need to be treated the same as everyone else. This works for children because they aren’t graded on performance. The grownup workplace is different. Here workers are usually ranked based on how well they execute their duties. Bringing the equality rule from the planet of children to the grown-up world can cause problems. Adults who work hard and are talented need to be graded on the quality of their work. Grading everyone exactly the same only results in loss of motivation. Supervisors need to be willing to reward quality.
Being Lax with Poor Performers
People don’t always perform at their best and need a little slack every now and then. Laxity all the time, however, can make it seem as though poor performance is acceptable. Best performers anywhere can begin to really feel unappreciated when others at work have the ability to slow down without consequence. It’s important to reward those who perform and use discipline on those who don’t.
Getting Trustworthy
Whether it is a promotion or a chance to create a speech before the CEO, promises to employees need to be kept. When promises are kept, you begin to appear reliable. When promises are not kept, you can’t be relied upon. Since trust is an important part of the work that managers do, it’s important they never do something that erodes this quality.
Managers often stroll a thin line; they need to become the voice of the management and also from the workers. The difficulty of this position, nevertheless , disappears when you realize that all it requires to do well is to be trustworthy and honest.
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