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The 6 Best Practices to Kill Employee Motivation and Engagement

The 6 Best Practices to Kill Employee Motivation and Engagement

I challenge anyone reading this article to find a single organization that wants lower employee motivation and engagement. Yet, you can find hundreds of articles and studies that indicate both are on the downslide. In current times of leaner employment, management continually tries to squeeze more and more out of each employee. This squeezing process can last for a short while, but is not sustainable long-term. Eventually the system, the employee, or both will break. Take this quiz to see if you are excelling at killing employee motivation and engagement. On a regular basis, do you (or your manager) provide:

1. Deficient Communication

According to a study conducted several years ago by Magna Leadership Solutions, the number-one problem recognized by both management and employees is communication. Usually, the communication is insufficient or improper. If you are a good boss, most employees enjoy more face time with you, especially when it is positive. Some employees just want some communication that can be accomplished face-to-face, on the phone, through a note, or even in a short email. A good rule of thumb is that if the communication could elicit emotion (positive or negative) from the receiver, then face-to-face (or at least a phone call) is most appropriate. For communications that are more transactional, the other, less-personal forms of communication may be sufficient.

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2. Insufficient Encouragement

In his book “Breakthrough Performance,” author Bill Daniels stresses the importance of providing encouragement that is specific, pure, positive, immediate, frequent and irregular. One key thing I’ve learned as a manager is that providing insufficient encouragement is among the two top ways to ensure you’re killing your employees’ motivation and engagement. The next section outlines the other one.

3. Inappropriate Advice

These six rules also come from Bill Daniels. Advice should: address the change desired, be current (only focus on now, don’t bring in history), be pure (no “buts”), be delivered just before it can be used (not after, or it will be viewed as punishment), be limited, and ask for feedback. Breaking any one or more of these rules will lessen or negate the impact and results of the advice. In addition, advice and encouragement should always be delivered separately, or it sends a mixed message and will be viewed as punishment.

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4. Inadequate Rewards

I am not telling you that all accomplishments need to be extrinsically rewarded. It is important that well-done accomplishments, which are above and beyond what is expected, do receive the appropriate level of compensation in some form. Learn what you employees want and reward them in a way that they most appreciate.

5. Too Much Team Recognition

This one may seem less intuitive. People like recognition, but when it is blanketed over a team (and individual contributions are minimized), it may be more detrimental than no recognition at all. As work has become more and more complex, getting work or projects accomplished in teams as become the norm. The increased speed of communication — thanks to computers, mobile devices and the increased bandwidth of wired and wireless communications — have made it easier than ever to get anything, from anywhere and from anyone. To combat the team recognition problem, the recognition should be appropriate for the level of individual contribution —which means do your homework up-front on defining expectations, and continuously monitor individual and team performance. If you decide to deliver team recognition and there is an additional level of individual recognition needed, you may want to deliver this privately first.

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6. Rationed Resources

As we reduce our resources (people, funding, equipment, training, etc.), we need to ensure that the short-term financial change is not causing longer-term problems that often cannot be reversed. Downsizing and cost-cutting has been the modus operandi for many organizations for the past 10+ years, if not longer. Today, management continues to try to squeeze that last drop of blood out of every stone until something breaks. One of the primary functions of management is to be a resource, or provide resources, to support the employees’ and the organization’s success. How did you do on the quiz? We are caught up in our day-to-day activities and expect to have employee engagement on autopilot. One manager I coached told me “The employees know what they have to do. They are getting paid aren’t they? And I’m not their mother.” This is a very Machiavellian approach thinking about employees as disposable resources. In times with lean job opportunities, this management approach may survive. As we are seeing hundreds of thousands of new jobs being created each month and unemployment on a steady decline since 2010, it is becoming a seller’s (employee) market. Your unmotivated and disengaged employees are or will be out looking for a better environment to work in. Take the first step by quickly removing one or more of the six practices that kill motivation and engagement from your workplace. The workforce will thank you for it.

Featured photo credit: Photo by Marc Lombardi via marclombardi.zenfolio.com

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More by this author

Dr. Kevin Gazzara

Senior partner at Magna Leadership Solutions

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Last Updated on November 15, 2018

Success In Reaching Goals Is Determined By Mindset

Success In Reaching Goals Is Determined By Mindset

What do you think it takes to achieve your goals? Hard work? Lots of actions? While these are paramount to becoming successful in reaching our goals, neither of these are possible without a positive mindset.

As humans, we naturally tend to lean towards a negative outlook when it comes to our hopes and dreams. We are prone to believing that we have limitations either from within ourselves or from external forces keeping us from truly getting to where we want to be in life. Our tendency to think that we’ll “believe it when we see it” suggests that our mindsets are focused on our goals not really being attainable until they’ve been achieved. The problem with this is that this common mindset fuels our limiting beliefs and shows a lack of faith in ourselves.

The Success Mindset

Success in achieving our goals comes down to a ‘success mindset’. Successful mindsets are those focused on victory, based on positive mental attitudes, empowering inclinations and good habits. Acquiring a success mindset is the sure-fire way to dramatically increase your chance to achieve your goals.

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The idea that achieving our goals comes down to our habits and actions is actually a typical type of mindset that misses a crucial point; that our mindset is, in fact, the determiner of our energy and what actions we take. A negative mindset will tend to create negative actions and similarly if we have a mindset that will only set into action once we see ‘proof’ that our goals are achievable, then the road will be much longer and arduous. This is why, instead of thinking “I’ll believe it when I see it”, a success mindset will think “I’ll see it when I believe it.”

The Placebo Effect and What It Shows Us About The Power of Mindset

The placebo effect is a perfect example of how mindset really can be powerful. In scientific trials, a group of participants were told they received medication that will heal an ailment but were actually given a sugar pill that does nothing (the placebo). Yet after the trial the participants believed it’s had a positive effect – sometimes even cured their ailment even though nothing has changed. This is the power of mindset.

How do we apply this to our goals? Well, when we set goals and dreams how often do we really believe they’ll come to fruition? Have absolute faith that they can be achieved? Have a complete unwavering expectation? Most of us don’t because we hold on to negative mindsets and limiting beliefs about ourselves that stop us from fully believing we are capable or that it’s at all possible. We tend to listen to the opinions of others despite them misaligning with our own or bow to societal pressures that make us believe we should think and act a certain way. There are many reasons why we possess these types of mindsets but a success mindset can be achieved.

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How To Create a Success Mindset

People with success mindsets have a particular way of perceiving things. They have positive outlooks and are able to put faith fully in their ability to succeed. With that in mind, here are a few ways that can turn a negative mindset into a successful one.

1. A Success Mindset Comes From a Growth Mindset

How does a mindset even manifest itself? It comes from the way you talk to yourself in the privacy of your own head. Realising this will go a long way towards noticing how you speak to yourself and others around you. If it’s mainly negative language you use when you talk about your goals and aspirations then this is an example of a fixed mindset.

A negative mindset brings with it a huge number of limiting beliefs. It creates a fixed mindset – one that can’t see beyond it’s own limitations. A growth mindset sees these limitations and looks beyond them – it finds ways to overcome obstacles and believes that this will result in success. When you think of your goal, a fixed mindset may think “what if I fail?” A growth mindset would look at the same goal and think “failures happen but that doesn’t mean I won’t be successful.”

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There’s a lot of power in changing your perspective.

2. Look For The Successes

It’s really important to get your mind focused on positive aspects of your goal. Finding inspiration through others can be really uplifting and keep you on track with developing your success mindset; reinforcing your belief that your dreams can be achieved. Find people that you can talk with about how they achieved their goals and seek out and surround yourself with positive people. This is crucial if you’re learning to develop a positive mindset.

3. Eliminate Negativity

You can come up against a lot of negativity sometimes either through other people or within yourself. Understanding that other people’s negative opinions are created through their own fears and limiting beliefs will go a long way in sustaining your success mindset. But for a lot of us, negative chatter can come from within and these usually manifest as negative words such as can’t, won’t, shouldn’t. Sometimes, when we think of how we’re going to achieve our goals, statements in our minds come out as negative absolutes: ‘It never works out for me’ or ‘I always fail.’

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When you notice these coming up you need to turn them around with ‘It always works out for me!’ and ‘I never fail!’ The trick is to believe it no matter what’s happened in the past. Remember that every new day is a clean slate and for you to adjust your mindset.

4. Create a Vision

Envisioning your end goal and seeing it in your mind is an important trait of a success mindset. Allowing ourselves to imagine our success creates a powerful excitement that shouldn’t be underestimated. When our brain becomes excited at the thought of achieving our goals, we become more committed, work harder towards achieving it and more likely to do whatever it takes to make it happen.

If this involves creating a vision board that you can look at to remind yourself every day then go for it. Small techniques like this go a long way in sustaining your success mindset and shouldn’t be dismissed.

An Inspirational Story…

For centuries experts said that running a mile in under 4 minutes was humanly impossible. On the 6th May 1954, Rodger Bannister did just that. As part of his training, Bannister relentlessly visualised the achievement, believing he could accomplish what everyone said wasn’t possible…and he did it.

What’s more amazing is that, as soon as Bannister achieved the 4-minute mile, more and more people also achieved it. How was this possible after so many years of no one achieving it? Because in people’s minds it was suddenly possible – once people knew that it was achievable it created a mindset of success and now, after over fifty years since Bannister did the ‘impossible’, his record has been lowered by 17 seconds – the power of the success mindset!

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