Did you know that studies show about 75% of employees quit their jobs because of management, not the job itself?
If you weren’t aware, let’s explore the reasons behind this. I want to share my own experience as someone who was once a frustrated employee. Yes, you heard it right. I was highly demotivated and so disappointed that I ended up quitting my job.
To give you some background, I am a civil engineer who worked in a private organization focused on consulting and construction. In Nepal, when I graduated with my civil engineering degree, there were almost no internship opportunities available during studies, so I had to explore on my own and build my network. As a fresh graduate, I accepted a job in an organization that paid very little. I accepted the terms, thinking it would be a learning experience. However, as I learned more and began to understand my role, I started to expect more from my manager. Despite my efforts and the profits I helped generate, I wasn’t compensated fairly.
Another major issue was poor communication. My manager struggled to communicate effectively with employees, clients, and contractors, which led to many problems. I tried to raise these issues with my manager and team, but nothing changed, and I ultimately decided to leave. Later, when I studied Human Resource Management in my Engineering Management course, I realized the root of my frustrations.
I learned about the importance of motivation in leadership. To successfully run an organization or manage a project, being a good leader is essential. Leadership involves the ability to motivate and guide team members. For organizations to succeed, motivation is crucial, and leaders must inspire their teams to achieve their goals. This connection between leadership and motivation is vital.
There are many theories of leadership and motivation that explore human behavior in organizations. These principles aim to understand what drives people to act in certain ways and how leaders can use these insights to uplift their teams.
Now, let’s discuss why we feel demotivated. Through my research, I found that leaders should possess various traits to be effective, many of which my manager lacked. Here are some key traits of a good leader:
Vision: A good leader knows where they are and where they want to take the organization. They have a clear goal and a plan to get there. It’s essential for them to share this vision with the team, ensuring everyone works together toward the same objective.
Communication Skills: Effective leaders have strong communication skills, which are essential for turning vision into reality. They foster clarity and unity within the team and create an environment where everyone feels heard. This two-way communication helps resolve conflicts and keeps everyone focused on shared goals.
Self-Awareness: Strong leaders understand their strengths and weaknesses and how their actions impact others. This self-awareness allows them to manage their emotions, make thoughtful decisions, and respond effectively to challenges, creating a positive environment for their teams.
Learning Agility: A good leader is always ready to learn and adapt. This means being open to new ideas, embracing change, and applying what they’ve learned to new situations. This flexibility helps leaders handle unexpected challenges and encourages team growth.
Collaboration: Effective leaders value teamwork and work alongside their team members. They create a space where everyone’s ideas contribute to the goal, building trust and boosting morale.
Integrity: A leader with integrity is honest in their actions and decisions. They are guided by strong moral principles, which earns them respect for being genuine and consistent. Leaders with integrity keep their promises and communicate openly, fostering loyalty and trust.
Decision-Making: Great leaders can make quick, tough decisions, even with limited information. They clarify their goals, weigh potential consequences, and explore all options before committing to a decision and seeing it through.
Gratitude: A good leader expresses appreciation for their team’s hard work. This fosters a positive work environment, making team members feel valued and motivated.
Resilience: Resilient leaders can handle setbacks without losing focus. They stay calm under pressure, learn from experiences, and inspire their team to push forward.
Leaders with these traits can highly motivate their teams. I believe every manager needs to embody these qualities to help their organization grow and succeed in the long run.
Reflecting on my early career, my dissatisfaction stemmed from a negative work environment, poor management, lack of recognition, and low wages. With this knowledge, I feel that leaders must motivate their employees by:
- Setting clear goals and expectations.
- Recognizing and rewarding contributions.
- Offering growth opportunities.
- Fostering open communication.
- Adopting all the traits of a good leader.
While my experience is just one example, have you noticed how many young people in Nepal are seeking better opportunities abroad? This trend is largely driven by frustration with the system, lack of recognition, unfair decisions, and the absence of equal opportunities for all. Additionally, many of our politicians lack good leadership qualities and often fail to communicate their vision clearly. Their unclear messages hinder potential opportunities, and salaries frequently do not reflect employees' positions. Many of us face these challenges and struggle to find solutions, even when we understand the underlying issues.
Have you experienced similar issues in your organization? Are you satisfied with your leader or manager and the working environment? What changes do you think are necessary? Do you have equal opportunities, and can you communicate openly with your manager?
I’d love to hear your thoughts on these questions in the comments section. Sharing your views can help us learn more about leadership across different organizations.