Demotivation is ... Demotivation: definition, causes, factors and examples

Demotivation of employees is just as effective in the process of personnel management, as is motivation. However, with its application, a certain tact and systematicity is needed.

Demotivation is a system of methods for influencing personnel

Along with such a well-known and for many familiar concepts as "motivation" (encouragement, encouragement, setting of actual goals), there is a demotivation - the complete opposite.

Demotivation is in the broadest sense of the word any reproach, complaint or discontent, expressed as a reaction to words, actions or omissions. Most often this term is used by specialists working with the personnel of companies and organizations. In their circles, it is customary to call dematerialization material and disciplinary punishments, as well as individual emotional stresses, combined into a system. Their goal is to push the employee to the idea that his actions do not meet the expectations of the leader, as well as indicating the way to correct the situation. True, it is not uncommon for an employee to leave after applying these techniques.

Principles of demotivation

Given the effectiveness of such a powerful lever of personnel management, as demotivation, a large number of executives are accepted for the rapid implementation of the new policy. 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 dosed, competent and timely.

Demotivation of the staff is designed to encourage the employee to review his attitude towards the performance of his 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 up the employee and stimulating his efficiency.

The main condition of all applied methods 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 the accrued premium (other incentive payments) or its complete cancellation. However, the employer in no case has the right to resort to a reduction in the employee's rate. The exception is the materially responsible workers.

As material demotivation can be used:

• Deprivation of bonus or commission, which serve as a reward for a quality work done.
• Reducing the amount of commission, bonus or premium.
• Reducing the privileges of the social package.

The Psychological Aspect

Such concepts as "motivation", "demotivation", "employee involvement" and others, are closely related to various psychological nuances. As you know, an employee interested in the work process performs his functions much better than the one who considers himself forced to be in the workplace.

To reveal the potential of each member of the collective or to return zeal to work, you can apply not only material, but also moral impact (remarks, reprimands, severe reprimands). Of course, here the requirements for tactfulness, timeliness and moderation of demotivation measures are more relevant than ever.

Concepts of lawful and unlawful demotivation

Illegal means cutting or refusal to pay those sums of money that the employer is obliged to give to the employee in full (indexing of wages, hospitality).

Legitimate demotivation are those measures of punishment that are dictated by the law (remarks, reprimands, dismissal). If it is a question of applying the initial stages of demotivation, then the explanatory note has the best effect. It is made in an arbitrary form and is put into the personal file of the employee.

Factors of demotivation

The head takes a decision on the application of demotivational measures, based on an assessment of the state and mood of his employees. Also, the choice of means and types of punishment depends on it. Analyzing the situation in the team, the employer draws attention to the following factors:

• The situation of the business environment;
• Internal situation in the company;
• A list of goals set for the sales department;
• Specific skills of workers within their professions;
• Individual characteristics of employees.

Errors allowed by the manager

Overstating the stick, applying too strict and inappropriate demotivating measures, the employer often achieves the opposite effect: it sets up employees against themselves, loses their loyalty and trust.

The main distortions occur when the manager resorts to non-standard methods of moral punishment:

• Restriction for the employee of access to stimulating factors.
• Hints or open conversations that employees receive more than they deserve.
• The statement of criticism is both constructive and excessive.
• The use of tactics of ignoring workers, in which the manager does not communicate directly with his subordinates, but sets tasks and solves problems with the help of an intermediary.
• Loss of merit, initiatives and contributions of employees.
• The formulation of inconsistent and fuzzy tasks.

It should be noted that this behavior is difficult to call professional.

Why might you need demotivation?

Employees may show a decreased interest in the work for a number of completely different reasons. This can be both personal problems and dissatisfaction with the intra-organizational environment.

The most common reasons for demotivation are:

• Accidental or deliberate non-fulfillment by the employer of unspoken agreements.
• The lack of opportunities for employees to take the initiative and make full use of all their abilities.
• The situation in which employees do not feel themselves involved in the organization.
• Lack of advancement on the career ladder.
• Insufficiently developed system of rewards, as a result of which employees feel undervalued.

The emergence of problems of a family nature is the most common personal motive for reducing enthusiasm among workers. The task of colleagues and the head becomes tactful psychological support of such employees. Also it is necessary to take into account the possibility of emotional exhaustion of a person. Restore his zeal for work can be by providing a short-term rest or vacation.

The weighty reason for the decrease in the loyalty of the team is the behavior and management methods used by the manager. Workers lose interest in work because of incorrect motivation or ignoring their internal motives.

A good manager or manager must clearly understand what drives his subordinates, what criteria they use to make decisions and what is the dominant incentive for them in their work.