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How to stop demotivating people

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Managers of sports organisations - like all managers - are often very focused on how they can motivate their employees and the people working for their organisation on a voluntary basis. Well, they have it all wrong. New research recently published in Harvard Management Update (January 2006) shows that the great majority of employees are very motivated when they start a new job. However, after less than a year, motivation drops dramatically. The main reason sited for this drop is their manager's management style and overall behaviour. So how can managers stop demotivating their people? Many factors come into play but you can start by considering this handful of hints.

Hint no.1: Instill an inspiring purpose

People need more than to be told that their job is important, that they must do their best, etc. They need a purpose - a clear, credible and inspiring organisational purpose for their work. You must provide a strong mission and a "reason for being here" which goes above and beyond profit and other more limited objectives of the organisation.

Hint no.2: Be an expediter for your employees

A command and control style is easy for managers to instil - and it leads directly to demotivation. Instead you must serve as your employees' expediter and thus focus on facilitating how they can get their jobs done. In this way you actually view your employees as another group of customers.

Hint no.3: Provide recognition

Receiving recognition for achievements is one of the most fundamental human needs - so why do we often forget to provide it to the people working with us? Some managers are afraid that too much recognition can make employees complacent but this is a basic misunderstanding because recognition reinforces accomplishments and helps to ensure that there will be more success in the future.

Hint no.4: Communicate clearly

The frustration created by a lack in communication adequate communication can be filed directly in the "demotivation account" of any employee. Managers should not only consider what their employees need to know - but also what they want to know. Full and open communication not only helps your employees do their jobs but is also a powerful tool of respect.

Hint no.5: Face up to poor performance

In many organisations - including yours? - there are people who do not really want to work. It is a small percentage but they are there and their presence is a strong demotivating factor for the large majority who do want to work and are proud of what they do. You have to face up to this poor performance even if it includes dismissal. It can dramatically raise the morale and performance of other team members when they see an obstacle to their performance being removed.

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