Top Causes of Employee Demotivation

Is it Monday and you are already thinking about the weekend? If Sunday afternoons are a nightmare for you, already thinking about the beginning of your workday, and you are looking for excuses not to go to work … if you are late to the office repeatedly… if you turn on the computer and see the email list, you don’t know where to start…. Watch out! You are entering a phase of job demotivation.



To identify causes, we must first understand human behavior and what makes the person feel frustrated at a given moment. Our actions in life, in general, are oriented to achieve objectives; cook better, dance better, work better… Having goals keeps us busy and motivated; we have a goal and want to reach it. The motivated worker puts all his efforts into achieving the proposed objective, and in the case of work, the plans are also for the company’s benefit. Thus, a process is established that every worker assumes mentally: I have an idea, I make it a goal, I motivate myself to achieve it, and finally, I carry it out. What can happen on this path that makes the person lose motivation and not reach the goal? We are going to see the main events that have been identified as causes of job demotivation:


  • Stagnation or lack of progress: It is widespread to find workers doing the same task for years without being assigned anything new or trusted to carry out other positions or collaborate with other teams. The monotony and lack of participation in different company areas make the employee feel that his professional development is stagnant and no longer has anything else to offer. That mentality restricts the creation of new initiatives and ideas.
  • Poor communication or understanding with higher ranks and colleagues: This is perhaps the most recurrent. The problem is aggravated when there is a lack of communication and a fear of carrying it out; fear of what will be said, if it will bring you repercussions, etc. When bosses do not listen or value the ideas of their employees, a climate of insecurity is created, the employee does not feel comfortable giving their opinion, and silence speaks for itself, making the situation worse.
  • The economic remuneration: When we start in a place maybe that is not our first concern, we think first of showing what we are worth and making it seen. But over time, we hope that our work and effort will be reciprocated at the end of the month in our payroll. One of the leading causes of disagreement and annoyance in remuneration is that we do specific tasks when we start in the company. Still, as we advance, that list of functions increases because we can already assume more responsibility. However, the remuneration we receive for this does not grow at the same rate. This is when the worker begins to find it unfair to give so much for so little and neglect or does not show the same level of responsibility for the job.
  • Lack of trust and agreement with the company and its leaders:  Mistrust in our leaders is a big problem because it implies losing respect. Workers must be convinced of the ability to lead and the preparation for the position of their leaders. Otherwise, they will never have respect for your opinions or your guidelines, doing the work they have to do useless or contrary to your principles. The lack of conformity in how things are done is another cause of demotivation; Feeling comfortable with the company’s philosophy and how it works is one of the keys to staying motivated.



Job demotivation is a problem for the worker and the company. It is important, especially for employers, to understand that the demotivation of their employees is something that will directly affect their business. A company’s productivity can be reduced by up to 40% when employees do not feel comfortable in their jobs. When a person feels unmotivated, they cannot give their best, and with their bad attitude, they can affect the work environment of the entire organization. Therefore, job demotivation is not only the property of employees, but middle managers, managers, and employers can also be affected and held responsible for it. On the other hand, expecting your workers to be 100% motivated at all hours of the day is surreal, as it is practically impossible for that to happen. Apart from the factors related to the work environment that affect motivation, there are also factors and personal reasons, which we all face at some time in life.



For this situation to be overcome, it is necessary, as we have seen, that both the worker and the employer contribute. However, the first token must be moved by the entrepreneur; start by fostering a space where employees feel comfortable.

  • Show interest in people: The company does not live only on numerical results. Recognition, valuing the work done by the people in the company is key to making them feel heard and valued.
  • Agree on changes in the company: it is well known that resistance to change is one factor that produces the most rejection among employees. Involving staff and implementing changes helps people to accept them positively.
  • Motivate staff with personalized training plans: when professional careers are planned within organizations, we believe we have more possibilities to improve and advance in our job. Our efforts and motivations will be greater if we improve our position in the company.


Remember that a good policy in the management of the company’s human resources will result in a more competitive and motivated workforce. Tell us about your experience. Do you feel motivated in your work?


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