What most companies get wrong about employee motivation

You are very enthusiastic when you begin a new job anywhere. After six months of work, your morale will start declining. The trend continues as it deteriorates for years to come. The problem lies in management and the procedures and policies used in a company. It also results from the relationship between individual managers with their direct juniors. The manager’s style and behavior will affect the working of the junior staff. Motivated teams will exist if you provide appropriate resources and encouragement. Your staff will always have the bad and good ways. You need to ensure that the bad does not outweigh the good, even on off days.

The main goals of employees in a company

To uphold employee enthusiasm, you must understand these three main goals. You need to meet these three goals for their enthusiasm to grow:


Respect and treat everyone fairly regarding job benefits, job security, and salary.


Recognize individual efforts of employees and their accomplishments.


Have excellent and productive relationships with your employees and encourage them.

You need to meet all three goals to maintain an enthusiastic workforce in your company. If your employees miss any three goals, they will get demotivated to work. It is hard to substitute any of these goals with another. You cannot replace good pay with improved recognition.

Problems companies make in managing performance

It’s critical to have the ability to manage employee performance successfully. It’s easy to execute performance management clumsily. It will affect employees’ motivation, engagement, and performance. Here are the mistakes companies make in managing performance.

Not ensuring employees understand the bigger picture

Most companies don’t give employees space to understand the bigger picture. They don’t permit employees to understand how their performance will affect the company. Employees need to understand the company’s direction and its goals. If you communicate the goals to employees, you will foster a sense of working smart. They will toil to achieve a common mission. You need to communicate essential messages about your company’s future. Connect individual, group, or department work to that future.

Setting vague targets

Goals need to be SMART: Specific, Measurable, Achievable, Relevant and Timebound. It won’t help if you keep on changing employees in teams with the goal of improving client service. You need to explain what it means. Explain how client service will promote the company’s general performance.

Not handling underperformers

It’s a hard task to manage underperformers. Many managers assume this role. They give manipulated metrics to bring an impression that everything is okay. Employees need to learn and grow. You need to spot underperformers and those with issues in communication. Help them overcome their problems.

Not celebrating, rewarding, and even recognizing good performance

Some managers overlook good performance the same way underperformers get overlooked. This situation demotivates and disconnects the employees from your business’s goal. You need to search for ways to celebrate and recognize the best performers and teams. It’s not a must you give monetary rewards as a way to recognize these groups of employees. Your employees will always cherish growth opportunities, praise, and flexibility more than money.

Chasing targets instead of improved performance

Building systems of incentives and targets is dangerous for a business. When employees become focused on hitting targets, they become pretty creative. Setting benchmarks and targets should be in a wider scope when setting places for benchmarks and targets. It will create a high-performance culture.

What you can do as a manager

A manager has to meet all the three goals of work seen above. It’s easy for a manager to undermine a solid talent management approach. You can’t control all leadership decisions, but you have a key influence on motivation. You need to do the following:

Inspire purpose

State a strong purpose for your unit. Communicate and explain to your juniors the mission’s aim.

Provide recognition

Make sure all employee contributions, both small and large, get recognized. Receiving recognition awards is a fundamental human need. It will foster motivation to work.

Coach employees how to improve

Assist your juniors in their hard tasks without making them irritated or discouraged. Give basic principles that will improve them.

Communicate well

Open and full communication motivates employees to do their jobs. It’s also a powerful sign of respect for them.

Management affects how employees do their work. Excessive paperwork, insufficient training, frustrations, and harsh working conditions will demotivate workers. You need to avoid the above mistakes to get the best from your employees.

Ethan More

Hello , I am college Student and part time blogger . I think blogging and social media is good away to take Knowledge

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