5 Things You Do To Kill Your Teams’ Motivation

Being a manager implies setting goals and figuring out steps towards their achievement. One of the greatest obstacles on this way is losing the balance between the amount of freedom your employees use in order to talk about work-related issues and the force field around you.

Here are 5 things happening every day and little by little killing your employees’ motivation:

1. Pushing without thinking

Many executives make the mistake of thinking that they are the most experienced and the wisest person in the room. While the years of working in the industry do have an effect on the overall direction that the company is taking, it’s often the employees that make the biggest impact. Some of the most crucial mistakes that executives can make lead not only to a fall in retention and employee satisfaction but can sometimes result in failed projects and loss of revenue.

  • Listening to employees through proper feedback is important to getting a second opinion on current projects
  • Introducing anything less than a bottom-up culture will kill any motivation your employees have due to negligence on your part
  • Being aggressive towards your employees because they are not performing as well as you hoped can lead to their leaving the company altogether
  • Promising benefits and free days only to back out of the promise at the last minute can have huge consequences for your integrity down the line
  • Favoring employees that you are fond of and ignoring the clear performers in the office will have detrimental effects on employee loyalty and performance
  • Acting like anything less other than an exemplary boss who cares for their employees will have adverse effects on the company culture and the way you are perceived

What many people fail to grasp is the fact that company cultures are built from top to bottom. If you come to work in slippers and wear an unbuttoned shirt, you can be sure that your employees will follow suit shortly. You can’t act however you like just because you are the one signing those paychecks. Don’t push your employees by acting out of the ordinary for someone in a position of power and they will return the courtesy in spades.

2. No personal time

Working on projects can sometimes be stressful and make everyone nervous. Giving your employees and team members some free time every now and then won’t kill your project. It will have beneficial effects for their productivity and overall motivation, ensuring that everything gets done in time.

Ordering your coworkers or subordinates to work overtime without paying them extra or compensating for their efforts in some way will have huge consequences. You might think that you can just hire new employees once these ones quit, but remember that every successful business has a strong team having its back.

Employee retention records are public knowledge and if people see that you fire workers on a regular basis, they will think twice about approaching your company. Ensure that your team members are satisfied by allowing them to take time off whenever they need to, as long as their part of the work is done in time.

3. Don’t succumb to pressure

As a company executive or a team leader, your job is to make sure that everyone is focused and productive. This means that you will often feel the majority of the pressure on your skin instead of letting that affect your team members. This also brings about a number of issues concerning your own productivity and the way people see you.

You might not be aware of it, but you are looked up to whenever you walk through the door and talk about what you are going to do next as a team. This means that you have a huge responsibility not only to lead your team but to stay calm while doing so. Losing control and succumbing to pressure can have lasting effects on your team and company overall.

You might be called to the CEO’s office for a chat if you shout at your employees for no reason or act uncivilized in your offices. Act like a professional and put a smile on your face, just like you would in a written resume. If you do so, you will inspire your people to successfully do their jobs and give it their best, no matter what the outcome may be. Failing to do so and acting on impulse will have consequences for the team as well as the project you are working on.

4. Don’t avoid responsibility

Many team leaders tend to blame their teams for an unsuccessful project. Remember that you are the leader of your team and that anything you say goes without question. This means that you have the power to succeed or fail, and your team will never do anything to disobey you.

If you have failed, it means that the entire team failed, you included. A good team leader takes responsibility for the majority of the error caused by their leadership and faces the consequences of those choices. Executives are far more lenient towards leaders who take a bullet for their team than for those who blame others for their mistakes. Facing your team again after accusing them of doing a poor job can have dire effects for your future collaboration, and you should do everything you can to take up the majority of the responsibility for your project.

5. Don’t be stubborn

Being open to new ideas is what makes you a leader. Even if you have more experience than the collective of your team, you can still learn a few new things from young and bright minds. This means that you should always hear what others have to say no matter how absurd it may sound at first.

New ideas are hard to come by in the corporate world, and giving your team members a chance to shine is all it takes to become their favorite team leader. Imposing your ideas on the team without consulting anyone and just doing this your way might get the job done or it might make the entire thing fall apart.

What happens when the project fails and you have only yourself and your pride to blame? Be bigger than that and always consult those around you. Even interns and bystanders might give you groundbreaking ideas that can change everything about the project you are working on.

Motivating a team and coordinating their operations is a difficult task, even for seasoned team leaders. Don’t fall into the trap of indulging in your self-respect and authority without a reason to do so. The way people perceive you will resonate through their work as your team members and employees. Fixing a broken internal culture is much harder than it looks, so do everything you can to avoid such things from happening.

Author Bio

Brand developer in the past. Mom, educational blogger, writer for topwritersreview.com in the present. My mission is to help beginner entrepreneurs in finding their own way to a balanced lifestyle and cope with everyday assignments with success. Find out more at Facebook, Twitter, LinkedIn.

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Robin Khokhar

I agree with all the above-mentioned points. I really appreciate your effort in writing these things.
Thanks for sharing.
Have a good week ahead.

md rimon

Greetings! Very helpful advice in this particular post! It’s
the little changes that produce the biggest changes.
Many thanks for sharing!


Performance is based on each individuals capacity. However if you do not encourage your employees they will not get motivated. Especially, if you do not reward their achievements they will get demotivated. Listening to them while providing them with the solutions for their problems would probably work.

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