How NOT to Kill Employee Motivation

New Jersey business owners who get to hire hard working

and trustworthy employees are lucky. They not only have people who can supply a steady stream of revenue for the company, but they people who can also be great sources of business ideas. Hiring the right people can be very difficult but losing them can be very easy.

Below are 7 mistakes you need to avoid to avoid killing employee motivation:

#1: “I have no idea” 
So you don’t have any idea why your employees lack motivation in your workplace. Why don’t you ask them or hire Matthew Steffen to figure it out for you? Surely there are reasons that I, you or your employees may not be conscious about. There’s a way to get to the bottom of this and it all starts with you approaching them.

#2: Bad Image 
A company with a bad image makes employees feel uncomfortable in the same way that someone’s dating a serial killer. Unfortunately, things may get out of hand and the press could get their noses on it but a good way to avoid this is to ensure that you establish good communication with the press. Frequently send them press releases and try to be on a first name basis with key editors. If you’re a long-term advertiser of theirs, they might just brush the story under the rug—this is Matthew Steffen’s advice as someone who’s an experienced reputation management consultant.

#3: Inconsistency 
Studies show that inconsistency is one of the most undesirable traits in a company. Employees rely on a certain degree of safety and security while they are working for you. This means that they would like to avoid any situation that could bring in fear and anxiety. Matt Steffen warns New Jersey business owners to NEVER operate in a culture where rewards, promotions, raises and bonuses are not delivered under terms which were previously agreed upon.

#4: Casual Fridays 
Your employees can be casual at work. The bottom line is that you, as the boss, have the interest of maintaining a superior status. Don’t do anything unprofessional to bring down your company’s reputation or demoralize your employees.

#5: Public Scrutiny 
Matthew Steffen believes that there’s a proper time and place for an employee and his boss to talk about poor performance. And doing it in public is not one of them. Never confront, much less scream at an employee for poor performance where customers and other staff members can see what you’re doing. The employee will never forgive and never forget you.

#6: No feedback 
Even the US Army knows the importance of performance evaluations. It lets both you and your employees know where you are regarding your expectations and performance.

#7: Hiring outsiders 
Matt Steffen sees this as a way of indirectly insulting your employees. Imagine the feeling of climbing up a mountain only to be beaten by people who didn’t start from the bottom… that’s how it feels. It’s better to first consider people to promote from within your existing talent pool before even considering people who are aliens to your culture and to the workplace. Never forget that a little caffeine, a little desire and a lot of passion can increase your sales and build you that bigger ship.