How To Ditch Employee Motivation. Demotivation Is Our Everything

2024 Author: Harry Day | [email protected]. Last modified: 2024-01-31 14:10

About the motivation of a human employee to work…

A person is such a living substance that, according to the observations of various specialists, is capable of self-motivation and the main task of a company or a leader is not to spoil (not to violate) this self-motivation process.

Since there are many recommendations on how to motivate, I decided to describe how to ditch the motivation of employees. We were encouraged by the stories of my clients and participants of my trainings, how they are motivated.

To motivate a person to work, it is important not to demotivate him.! (Someone's wisdom.)

A story from life

We decided to motivate the employees and organized team building, like a motivating thing, only for 1 motivational gesture, super prizes for demotivation. (They fined half of the team, detained the salary and did not warn them, carried out selective control by department, found many inaccuracies, and just before the team building they arranged a meeting at which, each employee was smashed into the format of a handshake and a brainless vegetable that was not able to cope with simple tasks, threatened if in the process of teambuilding they will misbehave and disgrace the company they will be fired … You think “what a wildness”, no, reality, I will not name the company).

Solution…

You can estimate, "Well, they are demotivated, and" f … "with them, we will find new ones."

And here is the answer itself, how much does a new employee cost?

Find, train, find again and train again, plus the amount of harm caused to the demotivated (reduced efficiency and quality of his work, loss of customers, non-return of customers, decrease in the average check, shortage of profit from sales, etc.) here on the face, financial damage For the company. The image of the company suffers.

So…Practical recommendations on how to ditch employee motivation:

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• Each employee has 2 chiefs (and if there are 3 per employee, then the process is accelerated).
• One leader should give instructions, and the second should control, then the effect is stronger.
• The instruction of 2 leaders should contradict each other. (For example: "1. The layout must be bright" and "2. The layout must be beautiful. Remove this bright inscription, I do not like red".)
• Job descriptions "Vaughn". (You can carry out a rite of expelling instructions, competencies and people who implement them).
• Responsibilities should be vague and incomprehensible so that you can demand more and always be guilty (and how without guilty ones).
• It is imperative to load the employee with tasks that are not interesting to him. (For example, an active manager who is executing a plan can add responsibilities, sort documents, and organize them into folders in the accounting store.)
• Setting tasks is not precise and specific. (“Task: Watering the flowers,” while in no case say how often, how much water is needed; flowers have a lot of water”,“you generally look after flowers”, there are many variations). It is important to set a lot of tasks, vague, and control with a claim.
• It is imperative to set a sales plan from the "lantern" and the task of growth by 50% this month. At the same time, forget that the current plan has not been fulfilled for several months. Do nothing for the slightest opportunity to fulfill the plan (promotions, enticements and advertising campaigns, the introduction of a new assortment are prohibited). Let the employees do it on their own.
• To set tasks for experienced employees to sell "not popular" (not seasonal) and unnecessary goods for customers. It is imperative to remind you every day that the problem is not in the product, but that the sellers are selling poorly.
• Distribute losses and costs in the company for compensation at the expense of employees.
• Remove lunch break. (In case of indignation, there is a useful saying, you can use "He who does not work, he does not eat").
• Prohibit going out to lunch and making you eat in front of the computer.(There is nothing to rest, you have to work).
• Reduce the number of employees by distributing responsibilities for the rest. Let 5 work instead of 8.
• Make a lot of inadequate penalties. For example, 5 minutes late - 50 ye. (Euro or USD, whichever you prefer).
• Prevent employees from asking management to improve their workflow.
• Make them work seven days a week, and if weekends appear in the morning to call and clarify work issues, it is advisable to do this throughout the day.
• The work schedule should contain few days off.
• On rare weekends, schedule trainings and team building (from the idea that you also need to motivate).
• Ignore the initiative of the employee, because there is no need to stick out.
• Gather meetings often and for long periods. And each employee in front of everyone to understand where he is to blame and how poorly he works.
• Repeat phrases often: “I told you what you have to do! How much can you explain."
• Supervise, selectively and in short order, starting: “What can't you clean at the workplace”, or “What is difficult to call a client and ask”. "Don't you understand", "So, why didn't you clarify?" "I told you so", "Why didn't you?"
• It is imperative to compare an employee with the most horrible animals (you can also compare them with useful ones, "dung beetle", "worm").
• Make a lot of promises and don't follow through. For example, promises work well for this: “After some time we will raise the salary”, “We will increase the bonuses”, “We will officially register for work this year”, “Career growth”, “Subscription to the sports club”.
• If an employee is efficient at work, be sure to look for errors and remind them at every opportunity, preferably in front of other employees.
• Do not praise, because nefig, still relax.
• Do not support.
• In case of any mistake, start a conversation with the words "You constantly make mistakes", "It's your fault that …", "After you, you always have to redo."
• Tasks for employees should be monotonous, boring, without variety.
• Working conditions must be unbearable. Air conditioning or fan is prohibited in summer. In winter, it is important to save on heating and electricity costs. Tea, coffee, cookies, only at the expense of the staff. Dirty toilet, lack of water - at the expense of the company. There are many variations. Savings on cleaner and detergents.
• The office should be bought by employees at their own expense.
• Forget bonuses, gifts, holidays. Only punishment!
• Yelling at an employee. Frequently and loudly. You can use the argument "It is you who bring me to the point that I have to shout."
• Change department heads frequently.
• Do not promote employees.
• Give additional tasks that are not part of the employee's immediate responsibilities.
• Train new employees to force experienced, demotivated people to do it (there is a direct jackpot at the entrance, if a new employee does not run away and stays, then his demotivation will accelerate in "turbo" mode).
• Leaders are not trained to manage personnel, department, company. Trainings are taboo! You already know everything.

These practical recommendations are a guarantee of employee demotivation!

And, a "pleasant" bonus to demotivated employees is the lack of profit for the company.