10 ways to kill motivation as a manager
Number one – ask your people to do things, then do not check whether they did them.
2022-05-11 by Luca Dellanna
-
Ask your people to do things, then do not check whether they did them.
-
Ask your people to do things more carefully, then punish them for being slow.
-
Do not explain your decisions. Let your team think you didn’t have valid reasons.
-
When someone shows motivation, do not give them opportunities to put it to use.
-
When choosing goals, be conservative. This way, even if your people achieve them, there won’t be enough windfall to reward them.
-
When someone does something good, wait a few days before acknowledging them. Make them wonder whether their efforts went to waste.
-
When someone notices a problem, make it their problem. Make them work overtime to solve it. They will learn to keep their mouth shut next time.
-
When someone underperforms, do not let them know until the yearly performance review. Let them believe they’re on track for a raise until it’s too late.
-
When delegating a task, do not check in with them early. If they misunderstood something, let them spend effort in the wrong direction before letting them know.
-
When delegating a task, only reveal part of your requirements. Then, when they deliver on them, be disappointed because they didn’t deliver on the rest of your requirements.
