Emerging reasons of de-motivation at work place

De-motivation at work place: Reasons & Possible Solutions

Employees are not treated well

1. People feel like slaves
Solutions:
1. Respect employee privacy.
2. Treat employees as valued business partners
3. Be honest with employees
4. Encourage employee independence
5. Provide more opportunities for employees to control their work hours
6. Provide more opportunities for employees to control their work space
7. Support professional development

2. Too much interference in the job
Solutions:
1. Make certain the senior executives delegate
2. Provide delegation training for managers.
3. Share best practises
4. Ask managers to put themselves in their employees' shoes.
5. Rate supervisors on how well they delegate.
6. Ask employees what decision-making authority they really need.
7. Encourage employees to push back.
8. Train employees how to exercise more decision-making authority.

3. people afraid to speak up
Solutions:
1. Foster a spirit of openness.
2. Catch people in the act and use positive reinforcement.
3. Improve your listening skills.
4. Get in the habit of making self-disclosures

4. No appreciation for hard work and commitment
Solutions:
1. Use individual-based recognition instead of group recognition.
2. Accompany individual bonuses with an appropriate personal message.
3. Provide immediate rather than after-the-fact recognition
4. Train supervisors how to provide positive feedback
5. Make positive feedback part of the performance review process.
6. Provide feedback about feedback.
7. Senior management must serve as role models.

5. Different rule for different people
Solutions:
1. Promote flexibility rather than rigid rules
2. Communicate a philosophy of flexibility
3. Avoid the union mentality


Employees are not respected

6. Management does not ready to listen
Solutions:
1. Circumvent the hierarchy.
2. Get rid of the "suggestion box."
3. Set realistic expectations
4. Proactively promote the proliferation of suggestions.
5. Close the loop of communication


7. Management do not respect the people genuine problem
Solutions:
1. Respect employee privacy
2. Get to know your employees as people
3. Communicate with employees individually
4. Apply discipline to individuals, not teams.
5. Recognise that employees have lives outside of work.
6. Treat employees as adults
7. Remember the Golden Rule-“Management should give employees the same level of respect and dignity that they would want to be shown themselves.”

8. No trust on management for the information received from themSolutions:1. Bypass the middlemen
2. Differentiate between "nice-to-know" and "need-to-know”
3. Communicate "don't-knows" as well as "do-knows."
4. Never communicate important information so frequently
5. Use multiple communication channels
6. Produce the results
7. Share the wealth
8. Recognise that you are accountable to employees
9. Be honest with your employees

9. Boss is a terrible manager
Solutions:
1. Treat employees with respect and dignity.
2. Involve employees in decisions.
3. Empower employees.
4. Clearly communicate assignments.
5. Listen, listen and listen.
6. Recognise that your job includes solving "people problems."
7. Provide personal recognition.


Employees Aren't Receiving What They Really Need

10. Too much of work is carried out by less number of people
Solutions:
1. Set realistic expectations.
2. Ask employees about the workload.
3. Conduct periodic staffing audits.
4. Retrain staff.
5. Use relief employees

11. Little training and less opportunity for continuous learning
Solutions:
1. Communicate the importance of learning.
2. Show the personnel development fund
3. Provide opportunities to visit customers
4. Institute a job rotation program.
5. Institute a shadowing program
6. Provide a reading and learning resource centre
7. Systematically assess training needs.
8. Evaluate training programs
9. Invest in training during down periods
10. Encourage employees to be honest about their needs
11. Use methods other than classroom instruction
12. Make certain that supervisors support the transfer of training

12. Serious concern about quality of products and servicesSolutions:
Legitimate concern
1. Investigate the problem
2. Communicate and demonstrate a commitment to quality.
3. Admit that there is a problem

Unwarranted concern4. Provide employees with customer satisfaction data.
5. Identify what is important to customers
6. Track trends in customer satisfaction
7. Provide competitive intelligence
8. Provide an appropriately balanced picture

13. Too many meetings
Solutions:
1. Put a time limit on meetings.
2. Use a process facilitator
3. Pay special attention to the end of the meeting


Employees feel unappreciated

14. Not paid fairly
Solutions:
1. Clearly state your pay philosophy.
2. Avoid paying by the hour
3. Use bonuses rather than pay increases
4. Train supervisors how to talk about pay
5. Weed out ineffective performers
6. Set clear expectations for applicants
7. Offer additional responsibilities to top-of-the-range employees
8. Widen pay ranges
9. Offer longevity bonuses
10. Promote your best performers
11. Encourage those unhappy with their pay to leave

15. Performance review systems is useless
Solutions:
1. Provide continuous feedback
2. Adopt a developmental mindset
3. Skip the money part
4. Involve employees in setting goals
5. Focus on behaviours, not traits
6. Conduct performance discussions, not lectures
7. Conduct annual performance reviews on time
8. Train supervisors

16. No link between job performance and pay
Solutions:
1. Make your pay-for-performance philosophy clear to employees
2. Rate supervisors on how well they rate their subordinates
3. Use objective performance measures
4. Be cautious when using 360-degree feedback
5. Use multiple measures

17. Cost of benefit is eating up paycheck
Solutions:1. Communicate how much the organisation is paying for cost increases
2. Produce total compensation statements
3. Increase deductibles and co-payments rather than premiums
4. Provide choices
5. Establish flexible medical spending accounts
6. Help make employees better health-care consumers

18. Promotion seems impossible
Solutions:
1. Set realistic expectations for employees
2. Be sure to point out opportunities for improvement
3. Promote the best
4. Create new positions
5. Offer technical track promotions
6. Promote from within
7. Move people around


Employees feel not interested in his work

19. Monotonous job
Solutions:
1. Help employees see the light
2. Enrich jobs
3. Provide other opportunities
4. Let your people go if very unhappy

20. No job security
Solutions:
1. Promote ideals and values rather than company goals
2. Don't deny the reality of the situation
3. Help employees grow
4. Provide portable benefits

21. Not getting much time for personal life
Solutions:
1. Provide flexibility in working time
2. Educate supervisors
3. Become known as an organisation where balance is valued
4. Reduce organisational inefficiencies
5. Provide senior management role models

22. Feeling trapped in a vicious cycle
Solutions:
1. Begin an intrapreneurship program
2. Allow employees to work part-time