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Motivation In The Workplace: 7 Signs Your Employees Aren’t Engaged

Employees are your team members within your business. If they are not motivated or engaged to do a certain job done or do certain work within your company, their performance is going to be low and the results you get out of their efforts is going to be poor.

If employees are not engaged, your business is going to suffer.

The average cost of mis-hire is tremendous. If people are not engaged it is a good practice to get rid of them. Change only comes as a result of motivation. If they lack motivation, they are less likely to change.

That’s because, if you try to motivate them or giving them different ways to motivate them, you are going to INVEST valuable time along the way.

Motivation usually has nothing to do with you motivating them, but they have to motivate themselves.

Looking for self-motivated people to work within your business, and filtering out people who are not is key.

You have to be really picky, when it comes to recruiting team members. Keeping them has to do with the level of engagement or motivation they have to be part of your company.

Let’s consider different signs when employees are not motivated or engaged at whatever they are doing within your business:

1) Unwillingness to achieve and acquire – if your team members do not like improvements, to be constantly challenged, and not willing to get involved into different opportunities that are going to help them develop more skills or improve themselves, then that’s a warning sign.

2) The “to do” temptation – if you have to tell them what to do constantly, taking out of your time to give them directions on what activity needs to be done next, it is a danger sign.

It is different when you give them certain perspective on where your company is going, and what action steps, they need to take the get there. That’s because, if they have the perspective, and are motivated to get there, they are going to find the way bu consulting with you or other team members. Doing business is a team sport.

3) Isolating themselves – if they try to isolate themselves from the rest of the team members, making things difficult for you, and they appear to keep things in secret, because of not getting fired. It is a danger sign.

Those people usually are building an artificial structure around your business, and they make things impossible for somebody else to come in and replace them in the work they are doing when needed.

Frequently, they might not communicate as often to other team members or not tell important pieces of the puzzle.

They establish this “it is either me or them” behavior, instead of looking at the business as a team sport.

4) Not knowing “why” they are working within your company – this is often within your control.

If they really do not know why they are part of your company, it is a danger sign. Do not let them figure out for themselves. It is your job as a business owner to let them know, based on the vision you have for the future of your business.

I am not talking about knowing their responsibilities, duties and course of action within the business. These do not represent the “why,” but the “what.”

The “what” is what they need to do within your business?

The “why” is the reason why they are getting involved within your business operations, trying to make things better?

If they do not know why they are doing what they are doing, they are going to be burned out easily, and you are going to lose good subordinates.

5) Too much drama – are they arguing for the smallest detail, problem or a challenge? If they constantly complain about things, attack company’s agenda, without proposing any strategies for improvement, it is a danger sign.

Often, team members can “complain” in a way that’s going to be good for your business. That’s when they suggest different or better alternatives to make the business more efficient, based on personal observations.

That’s why, if they constantly complain, and having the need to make conflicts, it is different and a big danger for your business.

6) Showing little or no results – if you can isolate the performance of each team member, you are going to notice that some produce better results than others. The more motivated, engaged and excited your team members, the higher their performance in getting the job done.

You have to be always result oriented, when it comes to evaluating a person’s engagement within your business.

If they say something that’s pleasing to you, does not mean anything, unless they actually do it.

Most business owners get caught up too much on what team members are saying, rather than what they are doing, and more specifically, what kind of results they are producing as a result of the doing.

7) Finding reasons not to work (that are reasonable to them) – if they constantly come up with excuses for unfinished tasks and assignments, it is a danger sign.

If they try to place demands on you, or try to make excuses for not doing something that has to be done, it is a bad sign.

Good team members strive to finish certain tasks quickly, and get to the next. The pace is everything. Of course, some good performers are slower than others, but when it comes to deliverability, it is usually poor in those who are not engaged or motivated within your business.

In order to find self-motivated people, we have to know what mistakes to avoid so that we do not get mis-hires or not engaged people in the first place.


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