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Motivation mistakes that many managers make

02 Sep

Motivation MistakesThere are many motivation techniques that a manager can use to motivate his/her employees. Unfortunately, managers are so busy in managing tasks than managing people that they would rather concentrate on making their employees happy than dealing with real issues and guiding them to success. Thus, in this blog I will talk about some of the common mistakes that managers make while motivating their employees.

Give them more money: Most managers and leaders think that if we pay enough money, we can find people who will do almost any job. And hence, most managers believe that when they give bonuses to reward their employee’s past performance, they will usually become very happy, unless they were expecting a larger bonus. Money is definitely a motivating factors for some, however, this happiness is short-lived. Within few months, your employees will have difficulty in recalling that bonus and it might not have the same impact that it did within the first few weeks of receiving it.

Ignore conflicts: Most of the managers are concerned about being liked by their employees. Though it is a good thing to be liked by your workforce, it is not always going to be possible. People have differences, and hence, you will also have conflicts with your employees at some point in time. Unfortunately, many managers try to ignore these kind of conflicts at any cost, because they don’t want to ruin their relationships with their employees. Some managers would rather “let something go” or “sweep under the rug” than make an issue out of it. This practice is not going to lead you anywhere. If you keep on avoiding conflicts for long time, your employees will think that you don’t have any power, and they can do whatever they feel like, and it will eventually poison your relationship with your employees anyways.

Keep them happy: I have seen many managers, who will often go to great lengths to keep their employees happy. As a manager, you should always be invested in your employees, its your job. But that doesn’t mean that you have to go through great pain just to make your employees happy. I have seen many managers, who offer game rooms for their employees, or an early day off on every second Friday, or company paid lunches every other week. The theory behind all of these actions is – if you keep your employees happy, it will translate into increased motivation and productivity. Unfortunately, this is not very effective in practice. If you provide frequent benefits like these, your employees might get used to it, and this practice will become the accepted culture within your team, where some of your employees will continuously abuse these benefits.

Some are not motivated: Most managers believe that their poor performers are just lazy, and not motivated enough to do the job. This is a very common misconception that most managers have. As a human being, we are all motivated to do something, but our reasons for motivation can differ. Walking through the offices, the manager may see someone playing computer games or sending personal e-mail, this could be seen as the individual is not motivated because he’s not attending to the job tasks. But that may not be entirely correct. At that moment, the “aimless” employee is motivated, perhaps even highly motivated. But that motivation is not work directed, nor is it productive for the company.

No motivation for smartest: Some managers believe that their top performers don’t need to be motivated; since they are very quick to learn new things, and adapt to new technologies, they don’t require any other motivation. Unfortunately, these managers are completely wrong. Intelligence and self-motivation do not necessarily go hand-in-hand. You might have a smart employee who hasn’t been able to find out just what motivates her personally, and hence, she might get bored or frustrated easily. As a result she might lose her interest in her work, which will reduce her productivity eventually.

I hope, my blog can help you find out some of the ineffective motivational techniques that you might be using, unknowingly. Let me know, if you can think of any other motivational techniques, which are hurting your employees rather than helping them. Thanks – Bhavin Gandhi

 
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Posted by on September 2, 2015 in 21st Century, Leadership, Management

 

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