Demotivation is a major culprit in the loss of work productivity. After the pandemic, more and more people decide to leave their jobs, and companies express their inability to find qualified personnel, as well as the loss of qualified personnel to other companies or sectors and the lack of performance of some employees.

Demotivation at work negatively impacts the productivity, commitment and health of the worker, normally generating increases in stress. This demotivation can be produced by different factors, such as the impossibility of promotion, boredom in the workplace caused by routine, or the lack of challenges, the existence of conflicts and even the disparity of values between the company and the worker.

As a worker, you can identify the causes by identifying what you would like to change, improving communication with your colleagues and superiors, and enhancing the positive aspects of your job, ultimately motivating yourself to improve your state of mind. and your predisposition regarding your tasks and work environments.

As a company, it is essential to first recognize the demotivation or the degree of stress of the unmotivated person, and try to identify, if possible, the circumstances that the company could be generating to demotivate the worker, and try to act on them, for example by solving the problems. existing conflict situations, introducing variations in procedures to end the routine or generating challenges that the worker can accept.

Normally, an unmotivated worker generates consequences for the company, since by reducing the worker’s performance and therefore their productivity, it can cause a problematic situation that the company should solve. Therefore, sometimes small changes can generate a motivating effect on the worker and reduce the causes of demotivation, increasing the employee’s productivity and self-esteem.

The lack of preparation, a precarious salary, the lack of recognition of the work done or the results obtained, the lack of a future plan in the form of promotions or Improvements within the business structure, monotony, routine tasks or lack of challenges can end up demotivating the worker.

This lack of motivation at work can generate apathy and lack of interest that can emotionally weaken the worker who suffers from it, and in some cases it can even lead to depression or psychological disorders such as anxiety or social isolation in the work environment.

Likewise, worker demotivation can influence their social relationships with co-workers, generating tensions, avoidable discussions, and less participation in the company’s processes and decision-making, losing the organization the opportunity to take advantage of the person’s talent. worker, by limiting herself to complying with the script, meeting the minimum requirements demanded of her.

Thus, work demotivation is a problem that affects both parties, and if it is not solved in the short term, it will have a negative impact on both the worker and the organization.

Motivating actions in the work environment

Motivation can be defined as a process that encourages the creation of behaviors aimed at achieving an objective.

Having a motivated team in the business environment increases productivity by more than 10%, profitability by 20% and reduces absenteeism by 40%, according to the survey carried out by the North American company Gallup a few years ago. In Spain, according to a study carried out in 2022 by Adeco and Infoempleo more than half of the employees of Spanish companies are open to a change of job and of them more than 35% are dissatisfied with their current job, with 16.5% of them actively seeking employment.

In some sectors, it is said that motivation is the force that makes us act, even in the most complex situations, however this motivation appears for many different reasons, all of which are good measures to combat work demotivation.

There are different motivational aspects that can lead the subject to get out of his state of apathy and dissatisfaction, on the one hand those focused on the ego of the subject, which promote the ego and the qualities of the working person (professionalism, intelligence, dedication, confidence …), and on the other hand, those focused on rewards for objectives, for example salary bonuses, promotions or recognitions within the business structure.

These situations that promote motivation in people who are unmotivated at work must be accompanied by tactics that simultaneously promote the worker’s self-motivation, urging him to think positively, to enjoy the positive aspects of the tasks he performs not only for the company, but for their clients (people who benefit from the products or services that the company produces, sells or provides), but also for their own colleagues, for whom their work or tasks facilitate or are necessary for them to be able to fulfill theirs.

Along with these motivational tactics for self-motivation, it is advisable to help the unmotivated worker focus on the fruits of his work, on the results that the performance of his tasks produces and on the performances and achievements that he achieves. They produce for him in particular, either in the form of a salary, or in the form of social recognition, or in an increase in the curve of learning.

It is important that the company gets involved in some way in encouraging these motivational practices, and in the constant analysis of the tasks, challenges and emotional states of all the workers in its organization with respect to the position and tasks they perform, since detecting unmotivated workers , and help redirect these situations, will allow maintaining and increasing work productivity, improving interpersonal relationships in the work environment, reducing the number of conflicts and involving all members of the achievements, challenges and objectives met by the company.

A worker who has been in the company for several years has extensive knowledge of it, the products and services it offers and the values it represents. A veteran worker is a socially active member within the company structure, knowledgeable about the procedures and processes established and developed by the rest of his colleagues and by the different departments of the company, which is why it is advisable to monitor the associated psychological and emotional aspects. to any job, so that the members of any company are valued, respected and understood, as they are all valuable assets that must be cared for and maintained, because today not everything is a matter of money.