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Optimal leadership: Please do not be a motivational speaker!
// By Roland Jäger

Employee motivation is important for successful companies. However, those who in the long term have dissatisfied employees, instead of making it clear that employees have to do something, are in the wrong place as chief entertainers.

Discontent at the coffee machine

Mr. Bräsig and Mr. Lazarus are at the coffee machine. Both are dissatisfied. The motivation boost they had three months ago from raising their salary was long gone. Mr. Bräsig nails: â € œIf this goes on like this, then everyone can do it.â €

Mr. Lazarus goes one better: â € œI bet every typist here gets more net than I do. I torture myself here every day and no thanks! And what the Fips tapped again the other day ... 'meant Doctor Philipps, and he is the boss, mind you.

Careful, boss is listening!

He happens to be walking down the hall at this moment and listening to everything. His first reflex is to escape the embarrassing situation by pretending to have heard nothing. But then he tells himself that good services are only provided by satisfied employees - and grabs the bull by the horns. Well, that's about right.

Doctor Philipps also takes a coffee - actually, he prefers quiet water - and lets his soft skills play. A big compliment here, a small concession there and after a quarter of an hour, the two whistles are motivated back to their desks. And Doctor Philipps pats himself on the back satisfied because he was able to give his employees what they unfortunately always lose: orientation and meaning.

Motivational gurus sit in the wrong place

In the short term, it is easier and more pleasant for bosses to involve unmotivated employees in the team. This way you save yourself an uncomfortable conversation. In the long term, however, they cause considerable damage to the company and your employees. By giving the animator, they waste their time, which is then missing for the actual management tasks.

By leaving unwilling and bad employees in the team, they show that they are more important than the quality of their work. And if they do not open their eyes to these employees they are in the wrong place, they are wasting their potential, which is likely to unfold elsewhere.

What to do instead?

In your team, clearly specify the direction. With these guidelines in mind, every employee knows what he is and can decide whether he wants to work in this company, in this department or not.

If an employee does not know why he works in his company, if he does not feel an inner motivation, then it does not use anything to trigger him from the outside. He is then simply in the wrong place. Just like a boss, who thinks he has to keep his employees constantly in a good mood. As a motivational guru, he is simply overpaid.