Employee motivation is as effective in the personnel management process as motivation is. However, its application requires a certain tact and systematic nature.
Demotivation is a system of methods for influencing personnel
Along with such a well-known and for many familiar concept as “motivation” (encouragement, encouragement, setting actual goals), there is demotivation - the exact opposite.
Demotivation is, in the broad sense of the word, any reproach, complaint, or discontent expressed as a reaction to words, actions, or inaction. Most often, this term is used by specialists working with personnel of companies and organizations. In their circles, material and disciplinary punishments, as well as individual emotional stresses combined into a system, are usually called demotivation. Their goal is to push the employee to the idea that his actions do not meet the expectations of the leader, as well as an indication of the way to rectify the situation. True, it is not uncommon for an employee to quit after applying these techniques.
Principles of Demotivation
Given the efficiency that such a powerful personnel management lever as demotivation has, a large number of managers are taking for the rapid implementation of new policies. However, it is important to adhere to certain rules, then the techniques used will bring the greatest benefit. Demotivation is a phenomenon accompanied by penalties, punishments, reprimands and warnings, which seriously affects the self-esteem of employees. Therefore, the use of such techniques should be metered, competent and timely.
Personnel motivation is designed to encourage the employee to review his attitude to the performance of work duties. He is expected to adequately assess his role and benefits in the organization. Thus, the purpose of demotivation techniques is a kind of sobering of the employee and stimulation of his performance.
The main condition for all the methods used should be compliance with labor legislation.
What measures of material punishment can be applied?
An example of demotivation can be a reduction in the amount of accrued bonus (other incentive payments) or its complete abolition. However, the employer in no case has the right to resort to lower employee rates. The exceptions are financially responsible employees.
As material demotivation can be used:
- Deprivation of bonuses or commissions that serve as a reward for quality work.
- Reduction in commission, bonus or bonus.
- Reduction of privileges on a social package.
Psychological aspect
Such concepts as “motivation”, “demotivation”, “employee involvement” and others are closely related to various psychological nuances. As you know, an employee who is interested in the work process performs his functions much better than one who considers himself forced to be at the workplace.
To unleash the potential of each member of the team or to return zeal to work, you can apply not only material, but also moral influence (comments, reprimands, severe reprimands). Of course, here the requirements for tact, timeliness and moderation of demotivation measures are more relevant than ever.
The concepts of legitimate and unlawful demotivation
Illegal is called a reduction or denial of payment of those sums of money that the employer is obliged to give to the employee in full (indexation of wages, hospitality).
Legitimate demotivation - these are punitive measures that are dictated by law (comments, reprimands, dismissal). If we are talking about the application of the initial stages of demotivation, then the explanatory note has the best effect. It is compiled in any form and invested in the personal file of the employee.
Demotivation factors
The head decides on the use of demotivation measures, based on an assessment of the state and mood of his employees. Also, the choice of means and types of punishment depends on him. Analyzing the situation in the team, the employer draws attention to the following factors:
- business environment situation;
- internal situation in the company;
- a list of goals set for the sales department;
- specific skills of workers within their professions;
- individual characteristics of workers.
Mistakes made by the manager
Having gone too far, applying too strict and inappropriate demotivation measures, the employer often achieves the exact opposite effect: sets employees against themselves, loses their loyalty and trust.
The main distortions occur when the head resorts to non-standard methods of moral punishment:
- Restriction of employee access to incentive factors.
- Hints or open conversations that employees get more than they deserve.
- Expressing criticism both constructive and excessive.
- The use of tactics of ignoring employees, in which the manager does not communicate directly with subordinates, but sets tasks and solves issues with the help of an intermediary.
- Depreciation of the merits, initiatives and contributions of employees.
- Setting inconsistent and fuzzy problems.
It should be noted that such behavior is hardly professional.
Why may you need demotivation?
Employees may show reduced interest in work for a number of completely different reasons. These can be both personal problems and dissatisfaction with the internal organizational situation.
The most common causes of demotivation:
- Accidental or intentional non-fulfillment by the employer of tacit agreements.
- The inability of employees to take the initiative and make full use of all their abilities.
- A situation in which employees do not feel involved in the organization.
- Lack of career opportunities.
- Underdeveloped reward system, as a result of which employees feel underestimated.
The emergence of family problems is the most common personal motive for reducing enthusiasm among employees. The task of colleagues and the head becomes tactful psychological support for such employees. It is also worth considering the possibility of emotional exhaustion of a person. You can restore his zeal for work by providing a short rest or vacation.
A significant reason for the decline in team loyalty is the behavior and management methodology used by the leader. Workers lose interest in work due to incorrect motivation or ignoring their internal motives.
A good leader or manager should clearly understand what drives his subordinates, what criteria they use to make decisions, and what acts as the dominant incentive for them to work.