Six things that kill morale in the workplace

Six things that kill morale in the workplaceSix things that kill morale in the workplaceWhat makes you happy at work? Maybe you have a great boss who gives you the freedom to be creative, rewards you for going the extra mile, and helps you to reach your career goals.Maybe you have none of the above and are updating your rsum as we speak.Its pretty incredible how often you hear managers complaining about their best employees leaving, and they really do have something to complain about- few things are as costly and disruptive as good people walking out the door.But managers tend to blame their turnover problems on everything under the sun while ignoring the crux of the matter people dont leave jobs they leave managers.Bad management does bedrngnis discriminate based on salary or job title. A Fortune 500 executive team can experience mora dissatisfaction and turnover than the baristas at a local coffee shop. The more demanding your job is and the less control you have over what you do, the more likely you are to suffer. A study by the American Psychological Association found that people whose work meets both these criteria are more likely to experience exhaustion, poor sleep, anxiety, and depression.The sad thing is that this suffering can easily be avoided. All thats required is a new perspective and some extra effort on the managers part to give employees autonomy and make their work feel less demanding. To get there, managers must understand what theyre doing to kill morale. The following practices are the worst offenders, and they must be abolished if youre going to hang on to good employees.1 Overworking peopleNothing burns good employees out quite like overworking them. Its so tempting to work the best people hard that managers frequently fall into this trap. Overworking good employees is perplexing for them as it makes them feel as if theyre being punished for their great performance. Overworking employees is also counterproductive. New research from Stanfo rd showed that productivity per hour declines sharply when the workweek exceeds 50 hours, and productivity drops off so much after 55 hours that you dont get anything out of working more. Talented employees will take on a bigger workload, but they wont stay if their job suffocates them in the process. Raises, promotions, and title-changes are all acceptable ways to increase workload. If managers simply increase workload because people are talented, without changing a thing, these employees will seek another job that gives them what they deserve.2 Holding people backAs an employee, you want to bring value to your job, and you do so with a unique set of skills and experience. So how is it that you can do your job so well that you become irreplaceable? This happens when managers sacrifice your upward mobility for their best interests. If youre looking for your next career opportunity, and your boss is unwilling to let you move up the ladder, your enthusiasm is bound to wane. Taking awa y opportunities for advancement is a serious morale killer.Management may have a beginning, but it certainly has no end. When blessed with a talented employee, its the managers job to keep finding areas in which they can improve to expand their skill set and further their career. The most talented employees want feedback- more so than the less talented ones- and its a managers job to keep it coming. Otherwise, people grow bored and complacent.3 Playing the blame gameA boss who is too proud to admit a mistake or who singles out individuals in front of the group creates a culture that is riddled with fear and anxiety. Its impossible to bring your best to your work when youre walking on eggshells. Instead of pointing fingers when something goes wrong, good managers work collaboratively with their team and focus on solutions. They pull people aside to discuss slip-ups instead of publicly shaming them, and theyre willing to accept responsibility for mistakes made under their leadership.4 Frequent threats of firingSome managers use threats of termination to keep you in line and to scare you into performing better. This is a lazy and shortsighted way of motivating people. People who feel disposable are quick to find another job where theyll be valued and will receive the respect that they deserve.5 Not letting people pursue their passionsTalented employees are passionate. Providing opportunities for them to pursue their passions improves their productivity and job satisfaction, but many managers want people to work within a little box. These managers fear that productivity will decline if they let people expand their focus and pursue their passions. This fear is unfounded. Studies have shown that people who are able to pursue their passions at work experience flow, a euphoric state of mind that is five times more productive than the norm.6 Withholding praiseIts easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Everyone likes kudos, none more so than those who work hard and give their all. Managers need to communicate with their people to find out what makes them feel good (for some, its a raise for others, its public recognition) and then to reward them for a job well done. With top performers, this will happen often if youre doing it right. This doesnt mean that managers need to praise people for showing up on time or working an eight-hour day- these things are the price of entry- but a boss who does not give praise to dedicated employees erodes their commitment to the job.Bringing it all togetherIf managers want their best people to stay, they need to think carefully about how they treat them. While good employees are as tough as nails, their talent gives them an abundance of options. Managers need to make people want to work for them.This article first appeared on LinkedIn.