As I travel around the country speaking to audiences, I frequently am asked the pressing question, "How do I motivate my followers?" The question, of course, is an important one. But, an equally important question and one which often goes unasked is, "Am I presently doing something that would demotivate my followers?" I certainly hope you are not "shooting yourself in the foot" by doing something that eventually proves to be demotivational. But, we must recognize that the possibility does exist.

Here are seven sure-fire ways to quench the motivational fire that burns within your followers.

Demotivator # 1: Laugh at their ideas.

Demotivator # 2: Take credit for their ideas.

Demotivator # 3: Give credit to the wrong person(s).

Demotivator # 4: Give responsibility, but no authority.

Demotivator # 5: Do not inform others of the follower's authority.

Demotivator # 6: Withhold praise.

Demotivator # 7: Publicly criticize them.

Each of the seven demotivators listed above play themselves out in organizational settings every day. Are you guilty of one or more of them? If so, are you ready to do what is necessary to remove the motivational obstacle that you admittedly have created? Do the right thing for you and your followers!

What do you think is the most important day of the year for the average employee? Which day do you think frustrates them most when it comes--and goes--without notice? Pay day? Their birthday? Some religious holiday? Wrong on all counts. It is their service anniversary date. You don't believe me? Take a quick survey of your own. Pick any ten employees at random and simply ask them the day month and year they were hired. My past experience tells me that, on average, seven of the ten (70%) can tell you immediately. Two of the ten (20%) will be able to tell you the month and year, but may struggle with the particular day. Less than one of ten employees (10%) will be unable to answer. Why? Because it is the most important day of the year at work.

Here is an idea. Today, write in your personal organizing system or log into your electronic scheduler the service anniversary dates of each person that is important to you-especially your employees. Include the total number of years of service just completed. Then sometime during the day of their anniversary, make sure you pull them aside for personal recognition. "Janet, I can't believe you've been with us for six years today. You have been a real asset to our department and organization. I want you to know I really appreciate you." Once you revive them from their initial state of shock, watch and see if there isn't a noticeable difference in their attitude and performance.

The title of this post might seem bit odd, but it is the only phrase that describes the phenomenon that I am seeing as I work with businesses in various industries today. Here’s where it comes from.

Frequently at some point during the facilitation of a strategic planning effort, we will conduct a survey of employees. The goal of...
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