7 Tips To Ensure You Don't Unwittingly Demotivate Your Best Employees

If they stay, the quality of some of their work deteriorates.We fail to recognize that we've overloaded them and doubt their ability of commitment. We blame them instead of ourselves.We cease to encourage them. Over time the once outstanding employee become just another worker.Other Employees. When we give all or most of our most demanding work to one or two people, other employees can't develop. We'll never know how good they could be.We accept average performance from them and they expect it of themselves. If we make demands on them in a crisis they won't respond. They see unusual work as someone else's work. We don't expect much from them nor do they from themselves: a self fulfilling prophecy. Everyone loses.Our best people, overloaded and overworked,see their workmates taking it easy while they push themselves. We've sown the seeds of discontent in the minds of our most valuable people.We don't notice any of this. We're simply delighted with the efforts of our best people. And we feel they'll thank us for the opportunity we're giving them.A 7 Step Alternative Approach. It's a bleak picture. But it does happen. If you want to avoid the effects of performance punishing ?distribute work evenly among employees ? have clear performance standards for each employee ? give all employees the opportunity to do more demanding work ? if possible, structure jobs so that employees must work together to complete them ? have a job rotation plan using more experienced employees to teach less experienced ? spread "crisis" or tedious work across groups of employees ? always seek employee input on improving systems for better performance.Conclusion.

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19.06.2010

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