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Motivating your employees is not an easy task but it is doable. There are factors that need to be taken into consideration. Many employees fear the wrath of their managers. (Ryan 2016), hostility and fear are two sides of the same coin. Naturally a manager will blame his employees if he or she cannot figure out how to unleash the natural motivation that his or her team members would bring to work if they could. If an employee is given a chance to perform and show their aptitude, then this can motivate them. (Ryan 2016), people will amaze you with their commitment and output when you give them a safe space to bring themselves to the job. Complaining about employees performances can also make them feel un-motivated. Managers who complain about unmotivated employees don’t see how they are personally getting in the way of their team’s performance. When a team’s forward motion is blocked, it is always a leadership problem—no exceptions.
According to research they are different types of Lazy employees. (Boitnott 2016), someone who is lazy is a disastrously bad employee. It is impossible to motivate someone who just doesn’t want to work, leaving a business owner with no other choice but to discipline and dismiss. You have the Vanisher who seems to be nowhere in sight or takes a lengthy break. The Victim is the “my dog ate my work” type of victim. The Procrastinator which is given a project with a deadline but seems to never reach the intended goal. The Delegator is the type that avoids work and pushes it off to someone else. The Troublemaker finds way to avoid work and stir drama within the office. A few years ago, our “temporary” administrator decided to move some of his employees over to different departments but this ended as a disaster. Our area was given six employees that were part of a department that was dissolved. They were brought over as advisors. As the senior advisor, I was given the task of helping with training them. They were given lists of students in which they had to contact them and get them to come to the school and register. These lists were not long and they were given about 2 weeks to start a process of contact. They were supposed to make contact through email or phone calls. When we met at the end of the second week, each one made contact with about five students! They had enough time but were always looking for an excuse to do something else or they had to go to another department or talk to someone in HR or whatever the excuse, it wasn’t to complete the work. After three months, they were all moved to several other departments and I was so happy because it was unbearable.
Daisy’s dilemma can be easily solvable. I suggest her leader sit with her and discuss a plan to help her feel motivated. Perhaps the issue is not based on work; it could be a personal dilemma. Daisy needs to be motivated by a leader that encourages employees to help with ideas and give her a role to help her feel useful. A Transformational Leadership Style would definitely be the right leader. (Brehse 2017), the transformational leader motivates followers with the promise of tangible reward, intrinsic motivation-a sense of purpose and excitement about getting the job done. These leaders have a clear vision and are skilled at conveying this vision to their followers. With this type of motivation, Daisy will definitely get out of her rut and progress and feel she is a part of a group.
Antoni, C. H., Baeten, X., Perkins, S. J., Shaw, J. D., & Vartiainen, M. (2017). Reward management: Linking employee motivation and organizational performance. Journal of Personnel Psychology, 16(2), 57–60. https://doi-org.proxy-library.ashford.edu/10.1027/…