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LEGAL FORMS BLOG

April 15, 2015

How to Kill Your Employees’ Will to Work

Filed under: Business Practices — Aric Mitchell @ 8:52 am

only 13 percent of employees workBusiness owners can often feel put-upon by lazy and ineffectual employees, and many times they’re right. But there are also cases where otherwise good employees burn out and lose the will to work. When this happens, there is usually something wrong at the top. Here’s how you or your managers may be killing your will to work.

1. You don’t value their time.

While you pay them well and make them feel appreciated for the job they’re doing, that seldom translates into a respect for their time. For employees who are always willing to come in when they’re not supposed to or who always take a little extra time to do things right, the best thing you can do is show that you appreciate them by honoring their time. Employees are often willing to forgive lower wages if they have a good quality of life where they are. Consider giving them a paid personal day to show your appreciation from time to time. Make it come from out of nowhere, and you’ll encourage loyalty rather than burnout.

2. You group them in with bad employees.

Maybe you appreciate the employee and assume that they know you’re not talking about them when you reprimand the company as a whole, but that’s not always the case. If the employee is doing everything right, then why would you want to bring them in to a public gripe session with employees who need to hear it, simply because you’re afraid of directly confronting the guilty parties. Good employees don’t have the luxury of being inside your head 24/7, so when they’re a part of something like that, they tend to feel like you included them for a reason.

3. You value lower level hourly employees more than trusted salaried professionals.

I’ve worked with bosses before who expected me to do 60 hours of work and only get paid for 40 hours of it. Before long, I started looking for something else. Even though an employee may be salaried and it may be “expected” of them, it will only kill their will to work if their final hourly rate translates to lower than someone further down the totem pole. If you insist on doing salaried positions and you value those salaried positions, don’t pay them like they’re 40-hour employees. This requires greater attentiveness to just how much your employees are working for you throughout the year during the easy times and the more hectic times.

What are some business practices that you think should be avoided in order to make employees feel better about their jobs? Sound off in the comments section.

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