Which leads to a lack of motivation among employees

Lack of motivation

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Topic: motivation

Bring wind to the sails

It will happen to you again and again that an employee is immune to motivation. It's a delicate situation. Because under certain circumstances he may succeed in infecting other employees. You should therefore intervene in good time. First try to appeal to his insight and explain to him what it means for the overall project if he lets his workspace slide.

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Promote and challenge motivation

If his lack of motivation is not due to his job, it often helps to carefully consider whether there are perhaps private reasons for his behavior. All attempts to get him to understand are of no use and you have the feeling that his behavior borders on refusal to work or is meant to be provocative - then at the latest it is time to redeem the second part of the motivation slogan "encourage and demand".

After all, you are the supervisor and you have the right and also the duty to demand adequate work performance. Because your employee is obliged to do this by contract and you, in turn, ensure compliance with it. In addition, your other employees expect that you will exercise your management position in this case. If you do not do it, you are threatened with "mass demotivation". If you do not have a clear attitude towards this behavior, everyone will ask why they should try so hard. In an extreme emergency, make the person concerned aware of the necessary consequences. If there is a legitimate reason, do not shy away from a warning just so as not to shake the peace of the company.

Just as your employees have an obligation towards you, so are you towards your company. If you let your leadership position be disregarded, albeit indirectly, for too long, you can run into an authority problem.


Also think of the committed ones

It would be a real mistake to forget the committed colleagues while trying in vain to recruit demotivated employees. The mistake is that there is no need for action with you. It does not (yet) do that in this sense. However, it is important to at least register what these employees are doing and to recognize that in whatever form. Everyone is only most committed where they have their needs and where they can also be satisfied. If he is no longer satisfied at work, he will look for another occupation - in his free time, for example - and only work according to regulations. Too much care for the demotivated can also mean that motivation is a long time coming, because one would rather have the boss’s care than work.

Motivate only where motivation is necessary. Otherwise you will achieve the exact opposite, because your employees think they are not yet working well and effectively enough for you.

A cause of demotivation can also be a constant conflict of competence - be it among the departments or among colleagues. You can avoid this by including other departments or colleagues in the planning from the outset and justifying this to your employees. This strengthens the sense of community that is still very important to many employees. You can also achieve this by making it clear to your employees that the focus is not on the performance of an individual, but that of the entire company, and that success is often only really significant if the forces work together.

Greater success also means greater motivation. Show your employees the advantages of such a sensible distribution of competencies: If everyone has their task that they can cope with without any problems due to their skills, everyone has less stress and external success too.

Last but not least: With all this good advice, don't forget yourself. As a manager, you are always in the spotlight. That is why it is advisable for you to always have a reason to be motivated yourself. Radiate self-motivation and show a good mood that doesn't seem fake. This creates one of the best conditions for your employees to take your attitude as a role model, to allow themselves to be infected and, in turn, to motivate themselves.