Employee Motivation

Employee motivation is the core of workplace productivity. If your employees are not motivated enough, there’s a high chance that they won’t meet deadlines. According to Gallup, demotivated and disengaged employees damage US economic performance by an estimated $300 Billion. This amount equals an approximate total of their annual defense budget.

The real question here is, “why an employee, who sounded so passionate in her interview, is now so unproductive and demotivated?”

While most of it depends upon the culture and human resource management strategy of an organization, there are many emotional aspects to this as well. Sometimes, the employees feel detached from their jobs for various sentimental reasons that can be personal or work-related. The list for those reasons can go on and on, but here are the prime emotions that most employees feel before they get entirely demotivated to do their jobs.

I don’t get paid enough for this:

A common phrase that we all hear these days is that: 

I don’t get compensated enough for what I do at my job.

An employee motivation red flag for any organization is hearing one of their employees say that their remuneration is not enough. However usual it may seem, this feeling can cost big time to the managers and business owners. As per the statistics, 49% of US employees seek switching opportunities to attain better compensation and benefits. 

Moreover, when an employee feels such a way, it means that the organization is falling behind in its compensation strategy.


Better compensation doesn’t specifically mean a higher salary. Bright managers know how to keep their employees fulfilled. For organizations facing compensation-related problems, coming up with a good employee benefits program is essential. Devise interesting employee engagement and rewards strategies that can help them feel acknowledged and recognized for their hard work.

I don’t know if I can do this:

Nelson Mandela once said, “Everything seems impossible until it’s done.” Likewise, for employees, whenever a new project comes up which is slightly different than the usual tasks, anxiety kicks in. It can be due to many reasons including, self-doubt regarding required skills, level of responsibility associated, short deadlines, etc. 

These things make an employee believe that he/she is not capable enough to carry out the required tasks. Ultimately, making the level of your employee motivation squeeze down.


This emotion can be constrained by boosting the morale of your employees. As a manager, you can do so by;

  • Pointing out their previous achievements in similar scenarios
  • Sharing successful case studies for look-alike projects/tasks
  • Breaking down their duties into more achievable and manageable activities
  • Providing timely and relevant on-site/off-site training
Employee Motivation

I don’t feel happy enough to do this:

Being mentally stressed or depressed can disturb an employee’s motivation to a great extent. If an employee is constantly consumed with negative feelings and thoughts like anger, depression, and anxiety, they become unable to deliver. These feelings can arise from a lot of external and internal sources. Internal sources can be an argument between colleagues, bad behavior of the manager, or both the mentioned factors. On the other hand, external factors can be anything unpleasant happening in their personal life. 


As a manager, the simplest way you can help them is via listening. All you need to do is to engage with them in active listening, where you can show honest empathy. Because as per experts, the best way to cope with depression is to sit with someone good at active listening. More so, if you think that the problem is out of your hands, connect them with some experienced counselor. 


Employee Motivation is a delicate matter that requires constant supervision of the managers. That is so because human emotions are not persistent, and change occurs in them quite often. Organizations can help their employees from falling into these emotional traps by timely identifying their drivers. Furthermore, applying just the right exclusive intervention strategy for them.

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