Some would say that motivation is employee’s own responsibility. That is true to some level. When employees work together with other people, they are affected by each other. However, the relationships with their supervisor is imperative to the team’s progress.
Ok, but why is it so important to have motivated employees and colleagues at work? Well, a motivated employee usually brings higher efficiency, focus and productivity which in the end is a benefit not just for the employee, but also for the company they works for.
Below you can check 5 tips for motivating and demotivating employees at work from a supervisor’s perspective.
How to motivate:
- Align individual economic interests with company performance. Employees at all levels should have the chance to benefit when a company has an increased profit. This gesture can increase one’s motivation naturally. Of course, the benefits should be based on individual performance rather than giving the same benefits to all.
- Be interested in employee’s career growth. Trainings, courses and mentoring can boost motivation too as these would help the employee to improve their skills and grow professionally.
- Work-life balance is really important. Flexible work time and understanding when the employee needs family or personal commitments such as going to a dentist, will be highly appreciated by the employee.
- Employees should be listened to. Supervisors should listen to their employees when it comes to professional challenges, concerns, suggestions for workflow improvement and so on. It is the manager’s job to separate the wheat from the chaff. It may be a bit frustrating for the manager to do that often, but the employee should get a chance to speak up.
- Treat others the way you would like to be treated. This is highly valid when it comes to treatment of subordinates. The employee would feel respected and appreciated if they can see the human in their manager.
How to demotivate:
- Disrespect. When managers use their position to show superiority over subordinates, the latter can easily get demotivated. As a Manager you can be late every time for meetings, ignore employee’s ideas for improvement, don’t even bother to answer their messages or questions and you will achieve the goal to demotivate your colleagues. As a Manager with lots of other responsibilities that is always “more important”, these things may sound not that important, but your subordinates will resent them. Very often, small things can make a big difference, both in a negative or a positive way.
- Lack of credit. Good managers give full credit where needed, while bad managers take all the applauses for projects where some other employee did most of the work. This will definitely make people depreciated.
- Bad attitude. Managers losing temper usually provoke their employees to forget about loyalty. It is human nature to dislike to be mistreated.
- No protection. In bigger organizations, sometimes there are attacks between departments or simply between employees from different departments. If you don’t back up your employees when needed, they will remember that and won’t respect you as a Manager.
- Lack of praise. People are emotional beings. They want to know they are doing well at work and being praised from times to times will keep the motivation level high enough, of course, assuming they are doing well and deserve to be praised. Contrary to that, lack of any appreciation will start slowly, but securely, to demotivate them. And you as a Manager don’t have to do that much. Simple words of appreciation don’t cost much, but can be encouraging and motivating.
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Article source: http://www.forbes.com