LONDON (IT BOLTWISE) – In today’s corporate world, employee motivation is a crucial factor for success. But when leaders manipulate their teams instead of authentically inspiring them, the consequences can be serious. A recent study shows that loss of trust in leadership can lead to internal resignation.
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The motivation of employees is a central issue in modern corporate management. Many companies rely on transformational leadership, in which employees are intrinsically motivated through shared visions. However, in practice this method is often misunderstood and implemented incorrectly. Instead of authentic inspiration, many employees experience a type of motivation that seems more like manipulation. Visions are sold as high ideals, while in reality the focus is on corporate goals. This discrepancy leads to employees not feeling taken seriously and losing trust in management.
It becomes particularly critical when tough cuts or additional burdens are presented as measures to improve the customer experience without taking the actual impact on employees into account. A study by the Stevens Institute of Technology and the University of Illinois Chicago shows that poor leadership styles have a negative impact on employee motivation. Career-oriented employees are particularly affected, as they are more likely to become demotivated under a bad boss. Bad bosses neither recognize nor promote the individual strengths of their employees nor do they involve them in important decisions.
The 2024 Gallup study also shows alarming figures: 78 percent of German employees only do work according to the rules. Trust in direct managers has fallen to 21 percent – a drastic decline compared to the previous year. To really motivate employees, authenticity is crucial. Managers should clearly communicate their visions and goals without losing sight of the needs and perspectives of their employees. It’s about setting realistic goals together and communicating to employees the importance of their work in the overall context.
Appreciation, open communication and involving employees in decision-making processes strengthen trust and promote intrinsic motivation. In addition, managers should ensure that they not only emphasize positive aspects, but also openly address challenges and difficulties. An honest examination of the real conditions creates credibility and shows employees that their manager is not ignoring reality.
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