The 2 key reasons for poor employee motivation

Any employee may not feel reasonably motivated at any time to work, for the following reasons: poor leadership at the workplace, poor assessment and remuneration modalities, unclear job objectives, and so on.

The correct assessment of the effort made by the employee must be one of the directives of the HR department. People in any company need to be sure if they do their best, they will be appreciated. Employees are not evaluated solely on the basis of their efforts, they have to do teamwork, have initiative, and more. Job dissatisfaction and poor motivation are very important. But if an employee thinks like: “it does not matter how much I work, my work won’t be compensated objectively,” then everything can be lost.

The feedback received from the manager is very important to an employee. As the feedback is more specific and precise, and generalities are avoided in the assessment of work, the employee understands more clearly why he is being criticized or why he is praised, so we have an effective leadership. An example of a too general feedback is the following: “You have a negative attitude …” – without the concrete mention of the factors that create such a premise. Generalities should be avoided.

The decrease in employee motivation is determined by two key reasons: the faulty way in which the superiors appreciate the efforts and  the mismatch between the reward package wanted and the reward package actually received.

Poor motivation

Employees can become demotivated and if they compare their situation to different points of reference (colleagues, friends, relatives, etc.) and they come to the conclusion that they are poorly rewarded. This conclusion leads to resentment and poor satisfaction, which affects the teamwork and the productivity. They will want to fix this “injustice” by changing jobs, or acting in an unproductive way for a business (for example, slowing down at work, playing games on the computer, wasting precious time on social media etc). That is why one of the biggest challenges is to provide motivations for those who have low wages and also have very few opportunities to increase them.

For a high and sustainable return in a company, the following are required: a continuous investment in employee training and technical specialization, accurately defining posts and relationships between posts, establishing clear hierarchical relationships for effective teamwork and removing any barriers that prevent the employees to do quality work.

The remuneration system must also be tailored to the needs of employees. If employees know with certainty that the company they work for, is rewarding productivity, they will want to receive more recognition, a higher salary or other forms of reward, and all of these are increasing motivation.