You might be feeling sad or even angry if you read Is My Feedback Motivating? Part 1 of this three-part series. You may outright disagree with the assertion that personalized feedback is risky and potentially undermines a person's optimal motivation.
Many companies are able to relieve work-related stress by rewarding employees with holiday parties, raises or bonuses. For those companies that do not have the financial resources to do so, here are some suggestions for managers and C-Suite leaders.
I would frequently do exit interviews with professional staff who resigned to take jobs elsewhere and was often astounded by some of the things I heard. "Did you ever mention this to anyone?" I would ask. Almost always the answer was no.
As a supervisor, team leader, or co-worker, it's important to observe an employee's past behavior before labeling them as "unmotivated" or "lazy." There may be a legitimate reason an employee is not performing up to par.
There's surprisingly little rigorous evidence demonstrating that companies really can make money by doing more good. To this end, my collaborators and I have spent time over the last several years carefully document the positive impact of kinder, gentler corporate initiatives.
There is no better motivator than appreciation. Often, by simply showing your appreciation for someone's hard work, drive, enthusiasm or work ethic, your acknowledgment encourages more of the positive behavior you are seeking.
It's important for workers to stop thinking the grass is greener in the next pasture. The answer is not to leap into another workplace, but to help build a more positive workplace so you can love the one you're with.