For an organization to solve the low motivation problem, it must establish why employees are demotivated and dissatisfied. The factors contributing to low morale and lack of job satisfaction include:
Lack of development opportunities
Humans are ambitious and seek to work in an environment where there is an opportunity to progress. Individuals are motivated to work hard when their input is rewarded through promotions. Furthermore, regular training boosts employee morale by equipping them with the skills and knowledge required to advance in a specific profession. A stagnant and non-progressive workplace demotivates employees because they see no future in such a company.
People are demotivated to work in a company where they are uncertain about their jobs. Such a situation divides employee’s attention as they work while searching for other opportunities. People work in unstable companies for the paycheck but not to help the company grow. They do not care about their contribution and are reluctant to raise concerns or offer suggestions. Job security motivates employees to increase performance and productivity to help a company grow.
Unpleasant working environment
An unfavorable working environment constitutes different elements. It includes unpleasant coworkers, unrealistic workload, boredom, and inadequate job tools. Unpleasant and rude coworkers undermine an individual’s mental wellbeing and morale; it is challenging to work in an environment where one is not accepted, recognized, or respected. An unrealistic workload causes burnout, stress, disillusion, and low motivation.
On the other hand, employees, especially Gen X and Gen Y workers, prefer a personally fulfilling job and would rather sacrifice a salary than experience boredom. Boredom in the workplace adversely impacts employee esteem and morale. Inadequate job tools demotivate workers because they cannot complete tasks more efficiently. Unequipped workers are likely to find jobs in organizations with better tools and resources to maximize performance and experimentation.
Leadership and management largely influence staff motivation. Ineffective leaders fail to consider workers’ needs and interests, creating a general sense of dissatisfaction and resentment. Poor leadership traits, including lack of communication, reduce morale as employees are unclear about their roles and organizational goals and vision. Poor leadership also constitutes micromanagement, whereby a manager closely monitors the employees, telling them what to do and not to do. Micromanagement demonstrates management’s lack of trust in employees and their judgment. Excessive control and supervision cause disengagement and dissatisfaction.
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