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have an impact, as could uncertainty due to a merger or restructuring of the employee’s organization, a reduction of pension or other benefits, or an increased workload without additional compensation. Disagreements with coworkers or the presence of less competent coworkers who are known to be paid more can affect morale. So can postponed performance reviews and a poor attitude toward employees on the part of management.

As a manager, you must do your best to create a work environment that limits the number of de-motivating factors. You can lend an ear to your employees and, by being flexible and understanding, help them through difficult times.

You can try to deflect organizational issues that damage motivation and morale, or at least explain them as best you can. Strong working relationships with employees in which you both guide them as individuals and work with them as part of teams also reduce the impact of negative situations.

HIRING TO REDUCE DE-MOTIVATION

Pharmaceuticals entrepreneur Ewing Marion Kauffman once observed that people who are motivated will motivate others. Because it’s difficult to create that level of motivation, it’s imperative to hire people with the capacity to be motivated about the business. If you staff your organization with positive, enthusiastic self-starters, you will have naturally motivated employees.

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POWER POINTS

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WHY DO EMPLOYEES LOSE MOTIVATION?

Both external and internal conditions affect employees and cause them to lose their drive.

Common factors outside the workplace

Financial pressures

Health issues

Relationship problems

Common factors on the job

Employer's financial problems

A merger

A reorganization

Increased workload

Disagreements with coworkers

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Employers who attract such employees tend to have managers who themselves are positive, enthusiastic, and happy to be the company’s employee. Good working conditions, excellent benefits, and a reputation for integrity are motivational, as is the message that the organization is successful, takes good care of its employees, and is a great place to work.

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Dos & Don’ts

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HOW TO KEEP MOTIVATION HIGH

Though you can’t control every issue that affects your staff, you can minimize the impact of those that contribute to loss of motivation.

Do form strong working relationships with your staff.

Do create a work culture that is positive, rewarding, and fun.

Do encourage employees to come to you with their problems.

Do make sure your managers are caring and compassionate.

Don’t attribute all loss of motivation to workplace issues—be aware of personal issues.

Do be on the alert for potentially motivation-killing working conditions, such as long hours and conflict with coworkers.

Do consider a job candidate’s personality and fit with your organization before hiring.

Don’t make a hiring decision without having others in your organization interview the candidates.

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Lively recruitment ads can help attract the right people. Enthusiastic human resources recruiters help draw similar individuals at job fairs. Bonus programs encourage current employees to bring strong potential employees on board. The whole hiring process should focus on bringing you in the right type of worker.

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“People are not your most important asset. The right people are.”

—Jim Collins

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Qualifications

When you make a hiring decision, it can have a strong impact on the morale of the rest of your staff. Make sure that every new hire is qualified for the position. Hiring someone who is under-or over-qualified for a job is sure to affect motivation—the motivation of others on your staff, and eventually that of the new employee who will either lack the skills and experience required to do the job, or, alternatively, be underchallenged.

Study the individual’s resume closely to be sure it matches the requirements of the position. Consider not just the resume, but the cover letter. One that exudes enthusiasm for the position and the company is a good indicator