Factors That Are Demotivating Employees

Companies are demotivating employees increasingly today, though unknowingly. And there must exist some underlying factors that are leading organizations to have demotivated workforce. So, learning them becomes essential for having a rather motivated workforce.

What are the three factors that can motivate employees?

Types of Employee Motivation

The three factors that can contribute to the motivation of your employees are impartiality, work recognition, and meaningful work.

When a workplace is based on the values of fairness and equity, it thrives by paving for itself employee dedication and loyalty. Additionally, when employees learn that their work holds value for the company and contributes to its success and organizational goals, it motivates them to get and stay on the course of good work.

Employee recognition is a powerful factor in motivating employees. When the hard work of employees gets its due credit and acknowledgment, it motivates them to work past their limits, or at the least keep putting the same efforts, to get a recognition of their contributions.

What are the demotivating factors for employees?

Workload without respective priorities

Prioritizing the important work

Another factor that is demotivating employees today is giving them a number of tasks without mentioning their priority. It makes them buried with a list of assignments without the knowledge of which one of them should be completed first.

When employees are surrounded by a workload that has the priority order unspecified, it gives them no motivation to achieve any of their tasks. Also, at the same time, it makes them burned out.

Besides assigning an employee an extensive list of to-dos, what is demotivating employees of today is the assignment of such tasks that are beyond their skill and capability.

A company may expect its employees to accomplish a chore that is not within their skillset. Thus, by providing them with such a task, the employees are compelled to spend a large number of their working hours on something that is past their existing skill.

After spending a considerable amount of their time on a task they cannot achieve, it takes away the employees’ motivation on the achievable tasks and the ones that are well within their expertise.

Lack of work-life balance

Many companies today are, unknowingly, demotivating employees by depriving them of having a balance between their professional and non-professional lives.

In simpler words, companies, in order to make their employees more productive and engaging, may introduce such a working culture that makes it difficult for their workforce to have a work-life balance.

A company culture that deprives employees of maintaining a healthy balance between their professional and private lives only makes them less productive and efficient at the workplace. And this results when employees reach a level of exhaustion due to a constant workload, reducing their motivation for completing their routine-based tasks, let alone outshining others by their performance.

Work at the disinterested roles

One of the biggest factors today that are demotivating employees is working at such positions the employees are dispassionate about. On the contrary, working at the desired positions (the one’s employees have passion for) makes the employees motivated.

When employees are working at the positions they have little to no passion for, it demotivates them. As a result, their productivity and, therefore, the performance remains unsatisfactory. Also, by working in dispassionate roles, the employee performance does not exceed the company expectations.

Not only the disinterested roles can cost a company employee motivation, but they also cost it extra expenses. A company to induce motivation in its employees may have to bring to use the monetary benefits, which adds to its organizational expenses.

For a company to not have its employees demotivated, it is important that most of its employees are working at their desired positions/ roles. Since when employees take on their favorite roles, they may not require any external motivation in the form of monetary incentives and benefits, which in return saves a company an added expense.

Read More: A Comprehensive Guide To Employee Motivation

Lack of flexible work hours

Passion for the role

Organizations and their workforce are more familiar with the terms such as remote working and work-from-home than ever. It is, however, due to the pandemic Covid-19 that made working remotely a new normal.

Nevertheless, it is not the remote work, but the flexibility that comes with it gives employees peace of mind and the ability to become better and innovate in their performance. Therefore, an organization not allowing its employees to have flexible hours to work, whether through remote or non-remote work, demotivates its employees.

The reason why the absence of flexible work hours in companies is demotivating employees is that with employees having to work within the eight-hour window, they have little to no time to freshen their minds and replenish their depleted energies. It, so, can naturally demotivate any employee.

On the other side, companies offering flexible work hours enable their employees to have a rather long work window (24 hours). So, within it, the employees are able to live their personal lives besides performing their professional duties, resulting in a better employee work-life balance and motivation to work.

Conclusion: Why do some employees become unmotivated?

It is normal for your employees to become demotivated during their work tenure at a company. However, a company should make sure that this demotivation is not the result of some of its policies or a culture intended to maximize employee performance, which ends up making employees less productive and so proving to be counterproductive.

The leading underlying factors that are demotivating employees in the contemporary business world are the absence of work-life balance, depriving employees of flexible work hours, working at the dispassionate roles, assigning work beyond employee expertise, and a workload without the respective priorities.

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