03 Aug 2023
We've collected a few examples over the years of practices we've seen in organisations which have led to some really disgruntled staff. (Please be assured - we aren't suggesting you do any of these: it's more that you have a read and hope that you aren't already putting any of these into practice...)
1. Take away their voice
We aren't referring to surgical vocal cord removal here. We are referring to the practice of not allowing staff to have access to senior colleagues in the organisation, for times when they have an issue, a complaint, or even a positive suggestion to make. This can be frustrating and demoralising, especially if they feel that they have a problem with their line manager and would like to go over their head about something.
2. Make changes without consulting them
Managers will probably have an idea of what they want to change, and why. But employees will usually be able to provide valuable input to any proposal for change. Involving employees in these processes keeps them on board, and much more positive about the changes that lie ahead.
3. Control every aspect of their job
It's commonly known that if a manager is a control freak, they typically want to have direct supervision of every task their teams perform, which to an outsider looks like a distinct lack of trust. Micromanagement engenders frustration in employees as constantly having to update someone on every tiny aspect of a task can take them away from actually completing the task in a timely manner.
4. Don’t provide any support or guidance
Be unavailable or unapproachable to answer questions. Don’t let employees waste time on learning and development activities, and make sure they’re denied access to the information they need to do their job.
5. Criticise them publicly
Making sure employees, and all of their colleagues are fully aware of someone's failings is a sure fire way to make them want to leave. It will probably have the same demotivating impact on any witnesses to this sort of behaviour as well.
6. Keep praise to a minimum
Praise, either public or private, is seen as a real motivating factor for any employee who is doing well. Failing to give positive feedback will have the exact opposite effect.
7. Give unachievable goals
Great, you have someone who is fantastic at what they do. So, you decide you'll give them all the projects you've been storing up for ages and ask them to complete everything by a week on Tuesday. We were thinking this could also be added to the '8 ways to stress your team out' blog (to come later). Unachievable goals will be a huge point of stress and demotivation. Being set up to fail is abusive and is really bad working practice.
And finally:
8. Take away any sense of reward for a job well done
Back to that old chestnut - no pay rises, no incentives, no performance related pay. Why should they really make the effort if they aren't given some form of recognition?
