This was supposed to be an article about job in marketing, but instead, I decided to share a few observations on how to guarantee that even your best employee loses motivation.
Just like personal relationships, professional ones go through difficult periods. Not everyone experiences them. Personally, I’ve always been the type of employee who genuinely cares about the work I do. I tend to treat every project as if it were my own, giving it my full attention and energy.
Some people have an easier time because they see work purely as a source of income: show up, do the job, get paid, repeat. No emotional investment, no extra ideas, no frustration. Maybe that’s simpler.
Anyway, let’s get to the point.
1. Constantly Undervalue Their Work
If you only follow one tip from this list, make it this one. Nothing kills motivation faster than feeling unappreciated.
There are countless ways to do it:
- Criticize them in front of the whole team.
- Dismiss their ideas before they’ve even finished explaining them.
- Six months later, praise another employee for suggesting the exact same idea.
- Never acknowledge good work.
- Treat excellent performance as something that’s simply expected.
If people don’t feel valued as professionals, they’ll eventually stop caring.
2. Make Decisions Behind Their Back
Strong teams are built on communication. So, if your goal is to destroy motivation, skip that part.
Assign parts of their projects to someone else without telling them. Discuss important decisions without involving the person responsible. Inform them only after everything has already been decided.
After all, you’re the boss — you don’t need dialogue, right?
3. Give Them Work That’s Far Below Their Level
Your employee has grown into a middle or senior specialist. They’re eager to take on bigger challenges and contribute more. Perfect.
Give them repetitive beginner-level tasks instead. Make sure they never get the opportunity to use the skills they’ve worked so hard to develop.
Nothing says “we don’t believe in you” quite like wasting someone’s potential.
4. Or… Don’t Give Them Any Work at All
Even the most experienced employee can’t make every decision alone.
They can develop strategies, propose ideas, and prepare plans — but many things still require approval from management.
So when they ask,
“Should we move forward with option A or option B?”
Don’t answer. Let them sit there waiting. Then, a week later, ask why nothing has been done.
The success of almost any project depends on clear direction. If you never set priorities or communicate expectations, don’t be surprised when progress stalls.
5. Discourage Growth
Not everyone wants to constantly learn or advance their career — and that’s perfectly okay. But if you happen to have someone who’s curious, ambitious, and eager to improve, make sure to shut that down.
Don’t support conferences. Don’t encourage courses. Don’t let them experiment. Don’t celebrate new skills.
After all, what if they become even better… and eventually leave for a competitor?
The list could go on forever.
The point is simple: if someone knows their worth, wants to grow, and consistently feels undervalued, ignored, or held back, no salary or job security will keep them around forever.
People stay where they feel respected, trusted, and appreciated. Value your employees — and they’ll give you their best. ❤️ Do you agree?
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