Few things are as costly and disruptive as managers who kill morale. Demotivated employees underperform and then walk out the door at the first opportunity.

The scariest thing is how prevalent this lack of motivation is. Gallup research shows that 70% of employees consider themselves to be disengaged at work.

Organizations know how important it is to have motivated, engaged employees, but most fail to hold managers accountable for making it happen.

When they don’t, the bottom line suffers.

Research from the University of California found that motivated employees were 31% more productive, had 37% higher sales, and were three times more creative than demotivated employees. They were also 87% less likely to quit, according to a Corporate Leadership Council study on over 50,000 people.

Gallup research shows that a mind-boggling 70% of an employee’s motivation is influenced by his or her manager. It’s no wonder employees don’t leave jobs; they leave managers.

Making Things Worse

Before managers can start creating motivated, engaged employees, there are some critical things that they need to stop doing. What follows are some of the worst behaviors that managers need to eradicate from the workplace.

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With the knowledge gleaned from exit interviews, we have the gift  of  learning why the majority of employees typically  leave their jobs.  

Conversely, we also have all witnessed how certain managers have that innate ability to consistently have teams that over-achieve, and when their team members are quizzed on what their strongest  motivators are, they routinely report that they want to please their boss.

Learning the very specific things that habitually result in either motivating or demotivating employees, is invaluable information.