According to Cambridge Dictionary, motivation can be defined as “enthusiasm for doing something, or willingness to do something, or something that causes such willingness”. However, demotivation is defined as “the condition of being without motivation”. This way, work demotivation is the lack or loss of personal motivation, internal or external, which affects positively the professional results of an employee. We have already mentioned in another post<\/a> that the lack of employee motivation is the rule rather than something unusual. A study carried out by Gallup Research shows that 80% of the international workforce is not motivated at work.<\/p>\n\n\n\n The first signs of lack of\nemployee motivation are continuous tiredness and complaints to carry out new\ntasks or face new challenges. Other negative signs are recurring conflicts\nbetween co-workers, lack of proactive behaviour and initiative, unwillingness\nto increase knowledge, delays in finishing projects, and poor performance.\nUnsatisfied employees do not pay enough attention when working, therefore the\nresults obtained are worse than expected. <\/p>\n\n\n\n First of all, we need to analyse the current situation in terms of employee motivation. To do so, it is necessary to measure objectively the current levels of employee motivation. The first step to change this situation is talking with the demotivated employees, listening them, and offering them the chance to express their point of view. If we take their opinions into account, we will reinforce their emotional bonds with the company. This can be achieved through:<\/p>\n\n\n\n – Personal interviews, which\nwill offer qualitative data.<\/p>\n\n\n\n – Anonymous surveys, which\nwill offer direct and honest information from the employees. <\/p>\n\n\n\n – Comparative measurements of\ndata of previous years.<\/p>\n\n\n\n – Personalised tests to evaluate the different motivational areas, such as the Maslach Burnout Inventory (MBI)<\/a>.<\/p>\n\n\n\n All these procedures will help\nus to obtain precise information in order to improve the areas affected by the\nemployee demotivation. The situations of lack of employee motivation can only\nbe reversed if we know where the problems are located, so we can apply\neffective solutions.<\/p>\n\n\n\n In addition, we need to put in writing the employee motivation strategy that we are going to use. Besides, we need to describe the motivational dynamics that we are going to implement, and explain how they will help teams to reach their established goals. It is not just about offering economic incentives. We must change our employees\u2019 perception about the company and their own role in it. They have to feel motivated to compete against themselves in order to do their best at work.<\/p>\n\n\n\n Overcoming employee demotivation implies innovation and changes in the culture of our company. A new employee motivation strategy is the only effective way to keep our teams motivated. Below you will find some simple and effective examples:<\/p>\n\n\n\n – Workplace improvement:\nproper lightning, comfortable chairs, or having an appropriate break room\nincrease the well-being of our employees, and consequently their attitude at\nwork improves too.<\/p>\n\n\n\n – Team-building activities:\nemployees can socialise with their co-workers in an informal environment, so\ncommunication is improved and their emotional bonds are strengthened. <\/p>\n\n\n\n – Flexible working hours:\nreconciling personal and family life with work is one of the key elements in\nthe well-being of our employees and their commitment with their job position.\nFlexible schedules or telecommuting can be very important in order to keep\nteams motivated. <\/p>\n\n\n\n – Incentive plans: rewarding\nwell-done work with money, prizes or rewards can also increase employees\u2019 motivation\nonly if used properly. <\/p>\n\n\n\n – Gamification: this valuable\nand effective motivational tool can increase sales up to 16%, according to\nPlaymotiv’s clients. Thanks to our gamifications, we can keep employees’\nmotivation and interest over time while their engagement with the company is\nimproved. This is because we establish short-term challenges, specific and\nachievable professional goals, and we give weekly feedback of employee\nperformance in a fair and objective way through an app. <\/p>\n\n\n\n If you want to know how to develop gamification dynamics, please check “How does Playmotiv organise motivational dynamics?<\/a>“<\/p><\/blockquote>\n\n\n\nHow to develop an employee motivation strategy<\/h2>\n\n\n\n
Some examples of employee motivation dynamics<\/h2>\n\n\n\n