It's all in the management stupid. Bad management leads to poor performance by the people that actually to do the work. I've been gone from there going on 2 years now and have heard that things have actually gotten worse since I left. When I left there I didn't think things could get much worse, I was wrong apparently.
1. Public criticism.
Pointing out a worker’s mistake in front of others rarely yields a good response. Though some managers think public reproach keeps everyone else from making the same mistake—it usually just makes everyone feel bad.(Trimet union employees are over compensated is how Mcfarlane publicly describes his union employees)
2. Failing to provide praise.
If employees feel like their hard work goes unnoticed, they’ll start to wonder why they’re working so hard in the first place. Be sure to offer praise, both privately and publicly. Even small things, like a thank-you card or a “good job” email work. (See also: How to Thank Employees When You Can’t Afford a Bonus.)(Union employees are hardly noticed at all)
3. Not following up.
Have you ever solicited ideas, asked what employees think about a policy, or asked your team to draft a proposal? If so, be sure to relay the results, even if the ideas or proposals don’t go anywhere. Asking employees for input without acknowledging it shows a lack of respect.(every time I wrote a request for safety assessment it was rejected, I finally stopped writing yellow cards completely)
4. Give unachievable goals or deadlines.
Once employees realize they won’t be able to get something done, they’ll think, “What’s the point? I’m going to fail.” Provide goals and deadlines that are challenging, but not impossible.(Impossible schedules)
5. Not explaining your actions or sharing company data.
Just because you hold the cards doesn’t mean you should hide them. Explaining the big management decisions will help employees understand your perspective—and they’ll respect you for it. Likewise, sharing key company data such as revenue and profits validates staff contributions. (Trimet is based on the 'military model', do what you're told and be happy you have a job)
6. Implied threats.
If an employee is producing sub-par work, it’s OK to let them know your expectations. But it’s not OK to threaten their job—especially if you’re threatening the entire team in a public setting. A “do this or else” attitude often has the opposite effect when it comes to motivation. (every disciplinary letter contains the phrase 'up to and including termination from the district', they are always threatening your job)
7. Not honoring creative thinking and problem solving.
When employees take initiative to improve something—a company process or an individual task, for instance—don’t blow it off. Instead, take a good, hard look at their suggestion. Don’t ignore it, or you risk losing that employee’s creativity in the future.(bus operators are definitely prohibited from thinking for themselves or taking actions without approval)
Perhaps the worst demotivator is micromanaging. Employees need to feel trusted and valued to succeed—and micromanaging communicates the opposite.(one word: dispatch)
8 Surefire Ways to Demotivate Your Employees | NFIB