Welcome back to my exploration of the nine principles of demotivation. In the first part of this series, we discussed how leaders must stay motivated, the importance of loving what you do, setting clear goals, and the fleeting nature of motivation. Now, we delve into the remaining five principles that can lead to demotivation if not properly managed and how you can turn these challenges into opportunities for growth and engagement in your team.

Recognition plays a critical role in maintaining high levels of motivation, especially for newcomers who may feel insecure about their new decision they have made. When people’s efforts go unrecognised, they can feel invisible and undervalued, leading to decreased engagement and productivity. To counteract this, ensure regular acknowledgment of individual achievements, no matter how small whether it is the first customer or the first distributor. This recognition can come in various forms, from verbal praise in meetings to formal awards or casual mentions in team communications. Making people feel seen and appreciated is crucial for sustaining their drive and commitment.

​

Inclusion in decision-making and planning not only enhances team members' skills but also boosts their confidence and sense of ownership. Allowing people to participate and contribute their ideas gives them a stake in the outcomes, thereby enhancing their commitment and motivation. This practice helps individuals step out of their comfort zones and fosters a collaborative team environment where everyone feels they are contributing to the team’s success.

​

Individuals feel motivated when they see tangible signs of their own progress. Self-motivation is fueled by personal growth, whether through acquiring new skills, advancing through the compensation plan, or overcoming personal challenges. Encouraging continuous learning and self-development can help maintain an upward trajectory in team members' motivation levels. Provide opportunities for training, upskilling, and new challenges to keep the momentum of personal achievement going.

​

While challenges can motivate, overly ambitious goals that seem unattainable can have the opposite effect. It’s essential to set realistic and achievable challenges that align with both the team’s and the individual’s capabilities and growth potential. Goals should stretch their abilities but still remain within reach to avoid feelings of frustration and defeat. Regularly assess and adjust these goals to ensure they remain appropriate as their skills and team evolve and grow.

​

Humans are inherently social beings, and feeling part of a group can significantly boost motivation. When individuals perceive themselves as part of a larger community working towards a common goal, their personal investment increases. Conversely, feeling isolated can lead to demotivation. Foster a sense of community by organising team activities that are not just work-related but also social, this is is why plugging into a community of fellow distributors that support one another lift that one another and edify one another is so crucial to the success of any body building any business that involves people.

​

Understanding and navigating these nine principles of demotivation are essential for maintaining a motivated, engaged, and productive team. By recognising achievements, encouraging participation, fostering personal growth, setting realistic challenges, and promoting a strong sense of community, you can help ensure that your team remains motivated and less susceptible to the pitfalls of demotivation.

​Remember, the journey to overcoming demotivation is continuous and requires a proactive approach to leadership and team management. Stay committed to these principles, and watch your team thrive in a positive and motivating environment.
​
​Discover some of the main reason why people do not reach their TRUE potential CLICK HERE