How to stop demotivating people
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.