According to a recent survey by Investors in People UK, nearly one third of UK employees feel de-motivated in their current role.

In the survey, reported by HR Zone, 43% even went so far as to suggest they plan on leaving thier job in the next year as a direct result of their lack of motivation.

The survey found that the top three de-motivating factors were;

1. Unreasonable Workload - 18%
2. Feeling Underpaid - 18%
3. Lack of a clear career path - 17%

In addition, nearly a quarter of the respondents felt they were not fully supported by their managers. De-motivation was found to be highest at 39% in larger organisations of 5000 employees or more compared to the 30% in organisations of between 50 and 250 employees.

Especially interesting in light of the PPMA’s conference, was the finding that de-motivation was highest at 41% in the Public Sector with 44% even claiming they were less motivated than they were a year ago.

Singing from the same sadly pessimistic hymsheet was the UK’s largest independent recruitment-agency scoring company Hirescores.com, who in an interview with HRLook, reported that London-based workers topped a table of unhappy workers in the UK. 74% of London workers said that they thought about finding a new job at least once a day. Almost 1700 people participated in the survey, which saw the South East and Northern Ireland complete the unhappy top 3 with 69% and 51% of workers respectively thinking of trying to find another job at least once daily.

In his interview with HR Zone, Simon Jones, Chief Executive of Investors in People UK lamented, “this research reveals a worrying picture, not only because such a significant proportion of UK employees are de-motivated, but because it suggests that valuable employees may be heading for the door.”

High levels of employee churn will always follow in de-motivation’s shadow. A lack of motivation not only effects productivity and employee retention, but it is also highly detrimental to a business’ bottom line.

Peoplevalue’s Excellence awards systems allow an employer to proactively prevent de-motivation from building any momentum - before it has the chance to effect productivity and morale. They make it possible to reward, recognise and inspire employees in the workplace and create a clear structure of support and motivation. Both employers and employees will reap the benefits.