Motivation mistakes that many managers make

by Bhavin Gandhi

There are many motivation techniques that a manager can use to motivate his/her
employees. Unfortunately, managers are so busy in managing tasks than managing
people that they would rather concentrate on making their employees happy than dealing
with real issues and guiding them to success. Thus, in this blog I will talk about some of
the common mistakes that managers make while motivating their employees.
Give them more money: Most managers and leaders think that if we pay enough money, we can find people who
will do almost any job. And hence, most managers believe that when they give bonuses to reward their employee's
past performance, they will usually become very happy, unless they were expecting a larger bonus. Money is
definitely a motivating factors for some, however, this happiness is short-lived. Within few months, your employees
will have difficulty in recalling that bonus and it might not have the same impact that it did within the first few weeks
of receiving it.
Ignore conflicts: Most of the managers are concerned about being liked by their employees. Though it is a good
thing to be liked by your workforce, it is not always going to be possible. People have differences, and hence, you
will also have conflicts with your employees at some point in time. Unfortunately, many managers try to ignore these
kind of conflicts at any cost, because they don't want to ruin their relationships with their employees. Some
managers would rather "let something go" or "sweep under the rug" than make an issue out of it. This practice is not
going to lead you anywhere. If you keep on avoiding conflicts for long time, your employees will think that you don't
have any power, and they can do whatever they feel like, and it will eventually poison your relationship with your
employees anyways.
Keep them happy: I have seen many managers, who will often go to great lengths to keep their employees happy.
As a manager, you should always be invested in your employees, its your job. But that doesn't mean that you have
to go through great pain just to make your employees happy. I have seen many managers, who offer game rooms
for their employees, or an early day off on every second Friday, or company paid lunches every other week. The
theory behind all of these actions is - if you keep your employees happy, it will translate into increased motivation
and productivity. Unfortunately, this is not very effective in practice. If you provide frequent benefits like these, your
employees might get used to it, and this practice will become the accepted culture within your team, where some of
your employees will continuously abuse these benefits.
Some are not motivated: Most managers believe that their poor performers are just lazy, and not motivated
enough to do the job. This is a very common misconception that most managers have. As a human being, we are all
motivated to do something, but our reasons for motivation can differ. Walking through the offices, the manager may
see someone playing computer games or sending personal e-mail, this could be seen as the individual is not
motivated because hes not attending to the job tasks. But that may not be entirely correct. At that moment, the

Author: Bhavin Gandhi

Contact information: http://BhavinGandhi.com

aimless employee is motivated, perhaps even highly motivated. But that motivation is not work directed, nor is it
productive for the company.
No motivation for smartest: Some managers believe that their top performers dont need to be motivated; since
they are very quick to learn new things, and adapt to new technologies, they don't require any other motivation.
Unfortunately, these managers are completely wrong. Intelligence and self-motivation do not necessarily go hand-inhand. You might have a smart employee who hasnt been able to find out just what motivates her personally, and
hence, she might get bored or frustrated easily. As a result she might lose her interest in her work, which will reduce
her productivity eventually.
I hope, my blog can help you find out some of the ineffective motivational techniques that you might be using,
unknowingly. Let me know, if you can think of any other motivational techniques, which are hurting your employees
rather than helping them. Thanks - Bhavin Gandhi

Bhavin Gandhi | September 2, 2015 at 9:00 AM | Tags: 21st century, Confront your employees,Ineffective
employee engagement, Keep employees happy, Leadership of tomorrow, Manage people not
tasks, Management, Money doesn't motivate, Motivation mistakes | Categories: 21st
Century, Leadership, Management | URL: http://wp.me/p103Cm-eg

Author: Bhavin Gandhi

Contact information: http://BhavinGandhi.com