De-Motivate
Sometimes i feel demotivate to finish my thesis quickly.
i dedicated this articles to every person who always feel demotivated
Based on : www.leadershipfreak.wordpress.com by Dan Rockwell
Young leaders frequently ask me to explain motivation techniques because they work with unmotivated employees or volunteers. We discuss carrots (rewards) and sticks (punishments) as motivational tools. In addition, we discuss the power of progress and advancement opportunities as motivational techniques. However, I’m taking a different path today. Let’s take a stroll down the dark side of motivation by exploring de-motivators.
Actions without why’s de-motivate. Humans need higher purpose. For example, higher purpose motivates parents to work long hours in order to provide for their children. Without purpose long hours are meaningless. Furthermore, employees who don’t understand the greater significance of their job lose passion.
Distrust de-motivates. I’ve heard people complain they were promised an opportunity that never materialized. Or, consider this complaint “The boss took credit for my work.” Unethical leaders quickly let the steam out of motivated employees.
Moving targets de-motivate. Employees working to achieve performance objectives that unexpectedly shift may feel their motivational fire cooling.
Ambiguous or unattainable goals de-motivate. It’s true that setting goals that are just out of reach can fan an employee’s enthusiasm. But if you set the goal too far out of reach they’ll give up.
Favoritism de-motivates. This ugly problem can emerge in any situation. However, employees who are promoted to positions where they manage teams that include personal friends may experience the negative impact of perceived favoritism.
Under appreciation de-motivates. Employees who don’t feel understood and appreciated for their efforts gradually lose fervor.
One-way communication de-motivates. Receiving messages from on high without participation in the process makes people feel they don’t matter. When we don’t matter our performance doesn’t matter either.
It’s too easy to de-motivate people. One powerful motivation technique is eliminating de-motivators.
i dedicated this articles to every person who always feel demotivated
Based on : www.leadershipfreak.wordpress.com by Dan Rockwell
Young leaders frequently ask me to explain motivation techniques because they work with unmotivated employees or volunteers. We discuss carrots (rewards) and sticks (punishments) as motivational tools. In addition, we discuss the power of progress and advancement opportunities as motivational techniques. However, I’m taking a different path today. Let’s take a stroll down the dark side of motivation by exploring de-motivators.
Actions without why’s de-motivate. Humans need higher purpose. For example, higher purpose motivates parents to work long hours in order to provide for their children. Without purpose long hours are meaningless. Furthermore, employees who don’t understand the greater significance of their job lose passion.
Distrust de-motivates. I’ve heard people complain they were promised an opportunity that never materialized. Or, consider this complaint “The boss took credit for my work.” Unethical leaders quickly let the steam out of motivated employees.
Moving targets de-motivate. Employees working to achieve performance objectives that unexpectedly shift may feel their motivational fire cooling.
Ambiguous or unattainable goals de-motivate. It’s true that setting goals that are just out of reach can fan an employee’s enthusiasm. But if you set the goal too far out of reach they’ll give up.
Favoritism de-motivates. This ugly problem can emerge in any situation. However, employees who are promoted to positions where they manage teams that include personal friends may experience the negative impact of perceived favoritism.
Under appreciation de-motivates. Employees who don’t feel understood and appreciated for their efforts gradually lose fervor.
One-way communication de-motivates. Receiving messages from on high without participation in the process makes people feel they don’t matter. When we don’t matter our performance doesn’t matter either.
It’s too easy to de-motivate people. One powerful motivation technique is eliminating de-motivators.
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What de-motivators can you add to this list? Have you experienced de-motivation?
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Leadership Freak
Dan Rockwell
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