Motivation is within oneself
 The value of motivation, as we all know, is very high and it has a
direct impact on business. But do you know how to measure it? Some may
say yes, but have you ever measured it? You have heard the phrase "what
gets measured - gets done". This aspect has to be measured critically as
a potential solution to overcome the never ending challenges and
competitive pressures.
There are many reasons for employees to be de-motivated, such as
business or market related issues mainly at the middle and senior level,
organisational culture, work condition or policy issues, personal
factors or leadership gaps covering all levels.
De-motivating factors
As a leader, no matter how hard you try to prevent your staff from
being de-motivated, you will not always succeed. Causes for some
de-motivating factors are external and theoretically your business
cannot provide solutions to it. It's not possible for leaders to be
behind each and every employee every time there is an issue.
In the real world, your role should be to create conditions where
people motivate themselves. The most effective leaders create conditions
for high performance through support and challenge.
Assess the reasons for de-motivation before considering any action.
This is no easy management task. Expert HR support is needed to
ascertain and analyse this for potential action.
Best sanctuary
Factors outside the workplace can lead to de-motivation. Remember
though, that it is always a good thing to deal with it positively. If it
is work related you can get to the bottom of it and solve it together.
If it is outside work, you can make the work place the best sanctuary
for them. May be guiding them to specialist help and finally
demonstrating that you care about them.
Either way, a de-motivated employee can, like a wounded animal,
sometimes be wild, emotionally driven, out of focus and most times
direct energy towards unproductive activities. The cost of
de-motivation, in short, is huge.
Support
The effective leader uses support and challenge with team members.
One without the other is ineffective. Dealing with people's motivation
is not about being a counsellor or tyrant.
The most inspirational leaders offer support and challenge to become
a role model leader.
Seek expert support on this issue externally if the expertise is not
available internally. You may be surprised with the results and thus the
opportunity for improvement.
A single differentiator when knowledge and skills are at the same
level would be the level of motivation.
The level of motivation dictates the rate of execution success. You
know what that means to a business. |
