What Causes Low Morale And Low Motivation In Your Team?
There are few things are as costly and disruptive as managers who kill morale and who seem to work tirelessly to lower motivation levels. Staff that are then disengaged and de motivated leave in large numbers, creating extra costs in terms of getting their posts filled and a huge loss in terms of expertise and knowledge. For the average employee, around 70% of their motivation is influenced by their manager.
Staff seldom leave organisations, they leave managers!
What things are guaranteed to demotivate and create low morale, commitment and application to the job?
- Using an authoritarian approach by designing and then implementing working rules or procedures that are unnecessary and which get in the way of actually getting the job done. This is not about creating some form of order it is control that is just not needed.
- Not recognising accomplishments or successes. It is easy to ignore the use of the common touches that mean a lot to staff where their efforts have delivered strong results and progress for the organisation. Showing that you recognise good effort and application goes a long way to improving performance – in just the same way ignoring this creates mistrust and low morale. Always remember public recognition goes a very long way for a very long time.
- Making poor recruitment decisions. Employing staff that are poor performers, have little in common with their colleagues and are not willing to work collectively are all ways in which application and effort will slide downhill. This is often made worse by the decisions to promote the wrong people for the wrong reasons at the wrong point in time.
- Not identifying top performers from mediocre or poor performers. Treating all staff equally is a poor managerial approach as is shows that however hard you work you will not be recognised for this or acknowledged as an important and exemplary team member – this is a major cause of dissatisfaction and frustration.
- Not challenging poor performance. Poor performers will lower the quality of your product or service and not dealing with them appropriately will demotivate the wider team. Weak links in the team will always be a problem in any scenario and will create huge resentment and demotivation.
- Not keeping your word. Making promises and being true to what you say are key parts of a successful manager’s toolkit – not following through on this is a major cause of dissatisfaction and unrest, regardless of the nature and type of your business. If you commit to action you are committed to delivery!
- A managerial culture that is apathetic. If the leader is apathetic then they will always get an apathetic response – why should your team bother if you do not bother yourself?
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