The Beatings Won’t Stop Until the Morale Improves

There is a direct correlation between bad management and high employee turnover.

Have you ever experienced a situation similar to this?

The president of the company was frustrated as he watched the sales slide lower during the past four quarters. The leadership team had a brainstorming session and decided the problem was their people.  They needed to “motivate” them. So they spent several thousand dollars and hired a motivational speaker to get their workforce fired up.

She gave a great speech and told everyone to think positively, dream big and to make a list of the top ten goals they needed to do to improve their sales. Then they spent another thousand dollars purchasing motivational posters and hung them on the walls around the office. Management was happy thinking this would solve their problem.

Sales improved for about a month and then in predictable fashion, sales started dropping again. So they fired the sales manager and hired a new one to rev up the sales team. Morale plummeted and then their best sales people started quitting one after one. OMG!

Now what? What did they do wrong? What would you do?

The problem was not the people, but the sales process. Yes, it is important you hire the right people, but most of the time the real culprit is not the people, but bad management, bad processes and systems that hamper motivation, growth and efficiency. People want to do a good job. It is up to management to help them, not blame them.

My experience shows me 30% of what most people do at work is non-value added—wasteful rules, policies and sign off. Departments don’t talk to each other and their bureaucratic and diseased processes hamper and frustrate motivated people. When this goes on too long, it demotivates and as a result sales will drop, communication becomes dysfunctional, people become frustrated and employee turnover increases. 

You can hire all the motivational speakers you want and hang all the inspirational posters you can buy, but if you don’t fix the real problems, processes, eliminate the bureaucracy and deliver great service you are dead in the water. Optimize your organization first—then bring in the marching bands and motivational speakers. You will have something to celebrate—I guarantee it!

Recognized as a dynamic motivational speaker and leading authority on change management, leadership development and business transformation. Smith teaches people how to build a high energy workplaces that accelerate performance, generate more profits, increases sales and provide outstanding leadership.  As a professional motivational keynote speaker and business author, Smith’s motivational and inspirational presentations have been heard by audiences in over 26 countries. He has spoken to hundreds of business associations, human resource associations, healthcare organizations and businesses. 

Greg Smith | Lead Navigator | 770-860-9464 | Chart Your Course International |

Related Posts Plugin for WordPress, Blogger...

This entry was posted in Employee Engagement, Employee Retention, Employee Turnover, Good Places to Work, Job Satisfaction, Talent Management and tagged , , , , . Bookmark the permalink.

3 Responses to The Beatings Won’t Stop Until the Morale Improves

  1. Motivational Thoughts says:

    Hi there I am so grateful I found your blog page, I really found you by accident, while I was browsing on Bing for something else, Regardless I am here now and would just like to say kudos for a marvelous post and a all round interesting blog (I also love the theme/design), I don’t have time to read it all at the moment but I have book-marked it and also added your RSS feeds, so when I have time I will be back to read a great deal more, Please do keep up the great work.

  2. Attractive such presenter to a company occurrence is a perfect chance to give your workers a bust from the day-to-day job.

  3. Mark Morris says:

    Great post! I often speak on performance improvement, and I use the 3-P method to assess performance — performance is based on People, Processes, or Place (work environment). I agree that too often we blame the people for low performance, when the biggest culprit is usually bad processes or a poor work environment. I think that, in most cases, the people want to do a great job, but are hampered because they try to follow flawed processes or because they don’t have what they need to do the job.

    As an example, I often use my brother, the high school basketball coach. At a game last season, his team jumped out to a 15 point lead. By halftime, the lead was cut to 2 points. Did they all of a sudden forget how to play basketball? Did they need remedial basketball instruction? Not at all. They merely needed better plays designed by the coach. They went on to win the game, by the way.

Leave a Reply

Your email address will not be published. Required fields are marked *

Time limit is exhausted. Please reload CAPTCHA.