Are You Sabotaging Your Workers’ Motivation Levels?

Motivation is crucial for a productive and prosperous workforce, and the best supervisors establish a culture that motivates and engages all their employees.

That may sound easy, but many employees say they feel disengaged from their job, around 25 percent in some surveys. Disengagement can result in lower morale, lower productivity and higher turnover.

Occasionally, a manager will drain their staff’s motivation without recognizing what they’re doing wrong. If you’re concerned about worker motivation and you’re able to affect it, consider the following errors you may be making as a manager, as well as suggestions for avoiding these habits.

Not supporting worker development

An accommodating manager can have a massive effect on sustaining employee job satisfaction, so it’s essential to take a real interest in employees’ professional development, not just their job performance. This can be done through regular skills development sessions, cross training opportunities and a mentoring program.

These initiatives and a supportive attitude show employees they are valued as talented professionals, not just for handling their daily duties.

Micromanaging

Very few things crush motivation like micromanagement. If you’re continuously hanging on staff members and second-guessing their decisions, they’re not going be comfortable making any choices on their own.

That’s why, as soon as your workers know what’s expected of them and have the proper training, it’s advisable to just let them do their jobs. Do whatever you can to frame projects so that staff members have more independence and engagement in crucial decisions from start to finish.

Not communicating

It’s critical your workers know they can speak with you when they have a problem or a question, but you should also be regularly getting in touch with them. Regular contact should involve letting your team know what you expect of them, outlining how their roles fit into overall business priorities, and taking an interest in their professional priorities.

It’s also important to be as transparent as possible with your staff. Today’s workers and Millennials in particular say they want to be kept in the loop, not in the dark. For example, employees who know why they are working overtime or taking on a special project are far more likely to be motivated than those who don’t know.

Allowing toxic attitudes to spread

Surveys show many people stick with a job they hate, or leave a job they love, because of the people around them. Managers may not think it is their job to referee interpersonal conflicts or address someone’s sour attitude, but it is in everyone’s best interest to do so.

If you see someone who doesn’t do their share of group responsibilities, who’s always trashing the company, who’s constantly gossiping about other people, or who’s exhibiting any other kind of toxic behavior, you need to address the situation immediately.

At Labor Temps, we assist company leader by providing them with custom staffing solutions and service. Please contact us today to find out how we can help your organization.