As most managers who’ve been around a while know, managing employees means you have to deal with all kinds of different people. Some are highly self-motivated, while many aren’t. Dealing with employees who lack motivation can be frustrating, especially when you know that they are capable of doing a better job.
Sometimes this lack of motivation is external or caused by personal issues that the employee is going through, and other times it can be work-related. Perhaps even directly related to the things you are doing as a manager, either knowingly or not. Here are five mistakes managers make that can stifle motivation.
1. Not Empowering Employees
It’s imperative managers empower their employees and give them the opportunity to make suggestions about how to be more efficient or solve a specific problem. But don’t stop there: You need to implement their suggestions. You might not be able to do this every time, or you might have to make adjustments to their ideas, but take what they say and turn it into something actionable. It will give employees confidence and make them feel more valued, which can increase motivation.
2. Not Being Transparent
Transparency is the key to developing trust between leadership and employees and helps lead to:
- Better relationships
- Better solutions
- Better engagement
Managers who aren’t transparent enough ultimately erode the trust between themselves and their employees. Be open with your employees (as much as possible) on company matters.
2. Poor Communication
Bad communication skills on part of a manager can lead to misunderstandings. You need to be clear and concise in your communications with your team for it to be effective and to ensure what is being communicated is not taken the wrong way.
Listening is equally as important. Many studies show that the average person remembers only 25% to 50% of what they hear. Become an active listener to show your employees that what they say–their concerns and ideas–has value.
3. Not Providing Room for Growth
Employees perform best when the work environment is conducive to growth. This doesn’t necessarily mean advancement within the company, although that is a motivating factor for many people. There can be personal, or professional growth. As a manager, it’s important to help groom employees to become exceptional at their jobs, so when new opportunities arise, they will have the skills and confidence to pursue them.
4. Not offering recognition
7 out of 10 employees who received recognition for their good work are happy with their jobs. Employees who are happy are more engaged and motivated, so managers would be remiss not to show appreciation to their employees (especially top performers) for their work. There are many ways you can do this. Gift cards, free lunches, or a free day off are some good places to start.
5. Not Leading by Example
Personalities are infectious. You can’t possibly expect your employees to get excited about a new strategy or task the company takes if you’re not excited about it yourself. Show them your enthusiasm and they will likely follow suit.