The top three demotivators of the workplace: being invisible and undervalued, a lack of recognition and bad managers

A new study from global employee engagement company, Reward Gateway, has found that over seven in ten UK employees want their employers to do more to motivate them.


The research, which surveyed over 2,000 UK employees, found that the less motivated an employee is, the more likely they are to value their salary as a motivator. In the UK, those that are not very motivated in their current job are most likely to say that they’re motivated by their salary (41%), good working relationships (37%), having a purpose (21%).



Whereas, those who class themselves as extremely motivated in their current job are most likely to say that they’re motivated by job satisfaction (52%), feeling respected (37%), having a purpose (37%) and good working relationships (37%). 


The research has uncovered the alarming effects that being unmotivated has on employees. The top five effects being:


  • Mood worsens (60%)
  • Reduction in productivity levels (48%)
  • Declining mental health (46%)
  • Reduction in quality of work (40%)
  • Diet suffers (28%)


Meanwhile, over a quarter (26%) say their relationships with family and friends suffer and 2 in 10 admit to drinking more alcohol when unmotivated.  


Despite these effects, those employees that aren’t motivated indicated that  they would stay in a job for 11 months, meaning that productivity and general wellbeing will suffer. 


Commenting on the research, Reward Gateway’s Group Director of Product & Client Success, Rob Boland said;


“It’s clear that employers can be doing more to motivate and engage their people in the right way.


“From our research and our experience with thousands of businesses with whom we’ve worked, the companies driving the greatest commercial results are the best at addressing employee motivation. These businesses center their engagement strategies on strategically recognising their employees to boost visibility for great work, communicating openly and honestly with their employees, and surveying their people regularly to understand how to constantly improve and adapt their strategy. 


“To continue to help our clients motivate and engage their workforces, we’ve worked hard to make sure our products support what today’s employees crave at work: respect, purpose, and relationships.”




Author: Editorial Team

Share This Post On