10 mistakes in management will 'kill' the motivation of the group

"Employee Motivation" is a topic that many people care about. The idea of ​​hiring a mentor to motivate employees is ridiculous. There are no team building exercises, adventures in remote forests or any field trip that can motivate staff if the members do not trust each other and do not trust you.

Belief is a topic that we have not yet discussed much in the workplace. We pretend that belief is not important but in fact, it is the only important thing in business that anyone needs to know.

If your employees do not trust you and you do not trust them, you will have to think hard to find out why you are not achieving your goals. If the working environment is aimed at people and trust, you rarely have to talk about goals except: "Hey guys, a challenge has been achieved! You are awesome! We will have to move right away. to achieve the goal of the second quarter ".

We pretend that we can motivate employees with rewards and penalties but everyone knows it's a lie. The biggest result you can achieve by making people feel scared when not satisfied with you is: You can get their reluctant compliance . When was the last time you saw Team fulfilling an important task through such reluctant compliance?

You can give staff rewards but if there is any mistake in motivation, it will also make their effect not last long. You know what will happen: in a short time, they will believe that the rewards make them indebted. It is an insult to treat talented people like other normal members in the group, just like they are donkeys created to carry out experiments with "stick and a carrot".

The "X" theory of Sigmund Freud - the famous Austrian psychoanalyst - assumes: "People are lazy, hate work and therefore always seek to avoid working". So, "people need: to be rewarded, forced, warned and punished".

The relationship between the boss and the employee is associated with the image of the stick and the carrot. In general, the boss is the one who assigns the stick and the carrot, and the staff only quietly accepts from the beginning.

This is the "stick and carrot" philosophy in management. Accordingly, "carrot" implies reward when employees achieve good results and "stick" is a straightforward criticism when employees make mistakes.

We are not donkeys. We have unlimited expertise, passion and inspiration to solve corporate problems, but we can't bring our talents to work until we are treated like real people. organization.

Here are 10 easy ways for managers who don't think - or for the whole team to think less - if they want to "kill" the motivation of their team members . Sadly, these management mistakes are happening every day that anyone can easily find out.

1. When talking to team members, you tell them about your goals but don't ask them what they are doing, what they need from you and how they want to set priorities for projects. The best way to destroy an employee's enthusiasm is to treat him or her as part of a production tool instead of an excellent collaborator.

2. Do not allow team members to understand the vision of a room or company plan. How can employees be interested in their work when they do not know what they do will contribute to achieving the organization's goals?

3. Divide and dominate groups by being biased and constantly changing the list of "biased" subjects so no one knows whether they will get the best job or are on the verge of being fired. When employees don't know where they are, they can't shine.

4. Use penalties as a tool for people to work harder. Tell them, "If you don't want to do this job, I will find another replacement."

5. When the group wins a victory, you never mention it. Instead, you tell them what they need to do better in the next project.

6. Stay in the office with a closed door and ignore the employee's emails or voice mail messages. When employees do not receive management attention, they will stop trying and who can blame them? In the end, everyone will give up that job.

7. Do not allow team members to build relationships outside the office. When people are isolated from social interactions and daily events - things that make work more interesting and rewarding, they lose focus and work less effectively.

8. Increasing work for employees makes them have no idle moments. If you know that no matter how much work you complete, you will always work, try harder and nurture your attitude. "I will finish this job and today is enough. Why do I have to destroy myself while no one recognizes or cares?"

9. Set up rules and policies for your management philosophy. Look at employee errors whenever you have the opportunity and always try to make the staff make the most mistakes.

10. Finally, telling employees that they are easily replaced so none of them will be allowed to be conceited. When employees are not admitted after the hard work process, they will do less to reduce output. This is a predictable reaction. Are you allowed to expect them to try a little more while you don't pay attention to what they do?

It is a change when managers around the world are learning to lead their team the way they want through trust. They are eliminating nonsense policies and unnecessary approval requirements for normal activities.

They are spending time with staff meetings to talk about factors that interfere with the spirit of work such as poor communication, wrong strategies or confusion in roles rather than always talking about output targets. of the week. Managers are starting some important things. They know that culture will become "king" and you cannot force employees to work harder by rating or scolding them.

You can't get employees interested in their work by setting up motivational programs and luckily, you're not. You just need to be a "person" and let your talented employees be themselves at work.

About the author : Liz Ryan is the CEO and founder of Human Workplace . Readers can follow her other posts on Twitter or Forbes.com here.