Brigette Hyacinth* says most employees begin by genuinely wanting to do their best for the organisation they work for, but all too often they are pushed to the point where they no longer care.
Few things are as disruptive and costly as managers who kill morale.
Demotivated employees perform poorly and then walk out the door at the first opportunity.
When employees quit, the top reason for their resignation is their relationship with their manager.
Businesses know how important it is to have motivated and engaged employees, but many fail to hold managers accountable for making this happen.
The biggest concern for any organisation should be when their most passionate people become quiet.
Here are seven ways managers demotivate employees.
Being Inflexible:
They make mountains out of molehills over simple things as an employee needing time off or wanting to take their lunch earlier.
Employees should feel comfortable to approach their manager at all times, but when the managers are inflexible, it creates a wall between them and their team.
Showing favouritism:
We know only too well about office politics.
Always favouring certain employees for promotions and assignments is a sure way to damage team morale.
Employees who are not in the inner circle will always believe that those who are will be favoured — whether this happens or not.
This perception destroys team spirit and undermines engagement.
Quick to blame or punish employees:
Throwing employees under the bus rather than standing up for the team in distressing moments is a sure way to lose points.
Good bosses don’t dwell on mistakes made by others, hold grudges or point fingers.
They take responsibility and focus on solving problems.
Treating employees like robots.
Employees want to work for someone who treats them like a person.
They have emotions and personal lives.
Showing you sincerely care about employees helps to build relationships and loyalty.
If a staff member is dealing with personal issues such as illness or bereavement show empathy.
When an employee gives their all to an employer and they respond with inflexibility during their time of need, at that moment the relationship is lost.
Letting accomplishments go unrecognised:
No one likes to feel ignored or like their efforts to be taken for granted.
As writer and lecturer, Dale Carnegie stated: “People work for money but go the extra mile for recognition, praise and rewards.”
Appreciate employees; show them how much you value their efforts.
Simple things like “thank you” and “well done” go a long way.
Micromanaging:
The manager provides the tools and support an employee needs to effectively perform.
Micromanagement sucks the life out of employees.
Constantly monitoring an employee’s every movement can be disheartening.
Taking no interest in employees’ development:
One of the top reasons employees leave an organisation is a lack of development opportunities.
Employees can interpret an employer’s unwillingness to invest in training as a disregard for their professional development.
You can have all the perks and benefits but if you treat employees poorly, they will still leave.
If a manager has a foundation of truly caring for their people, it becomes easier to lead and retain good employees.
Your staff can tell if you are authentic and want the best for them.
When employees have a boss who truly cares and appreciates them, they are willing to go the extra mile to ensure successful outcomes.
* Brigette Hyacinth founded the MBA Caribbean Organisation which conducts seminars and workshops in leadership, management and education as well as providing motivational speeches. She can be contacted at www.mbacaribbean.org.
This article first appeared on Brigette’s blogsite
