Last Updated on 24/01/2016
Anne Dranitsaris is a “corporate therapist, author and creator of the Striving Styles Personality System” whose website can be found at http://strivingstyles.com/the-art-of-not-demotivating-your-employees/
So far, so standard. Except, Ms. Dranitsaris has an intriguing theorem. She believes that leaders cannot motivate people, more specifically their employees.
Instead, she advises leaders to refrain from demotivating employees. Imagine that, in one fell swoop she dismisses bonuses, Christmas parties, designated parking spots, Hawaiian shirt days* and… well, I am exaggerating (probably), but her notion is extraordinary and brave.
Ms. Dranitsaris’ assertion is that motivation an emotional issue and not a rational decision. As such, it is impossible for a leader to make or create motivation. Moreover, motivating employees creates dependence.
Instead, she advises leaders to not demotivate employees by:
- Not overwhelming employees with work and not set an example of living (overstaying) in the office
- Showing appreciation for employees, but not to be patronizing.
- Not micromanage. Nit-picking leads to anxiety.
- Not devalue. Cut back on the sarcasm and do not summarily dismiss ideas.
- Do not allow employees to feel helpless. Nepotism, old boys network, favouritism and even fostering of competition are upsetting to employees. This last notion jives somehow with Daniel Pink’s assertion’s regarding employees and allowing them freedom, but one wonders how much Ms. Dranitsaris’ ideas coincide with Pink’s ideas that differentiate between intrinsic and extrinsic motivation.
- Finally, she insists that employees need to know what they are doing and what is expected of them.
How controversial is the notion that leaders cannot and should not try to directly motivate employees and that motivation should be self-directed within the right environment?
*Things That Need To Go Away: designated parking spots and Hawaiian (or any theme) short days – unless a sales team actually wants them.
