Set clear expectations so you can plan for specific results. Recognize their hard work by shouting them out to the entire company. Knowing your employees on an individual basis is the only way to know how to manage them effectively. If you feel you are always rewarding the same employees, try to find something to recognize other employees for, whether it's their help organizing a group lunch or a positive email from a customer. Hiring people whom you want to keep is an important step in building a culture that makes people want to stay with you. Positive communication is the key Everyone communicates at work and it is probably the easiest thing you can do with your employee.
Strategies for achieving this type of environment include treating employees with respect, recognizing their contributions to the team, providing unambiguous direction, responding quickly to complaints and requests for help or feedback, and asking them to tell you what motivates them if nothing else seems to work. Make books available to your employees on the subject of creativity, such as A Whack on the Side of the Head by Roger von Oech, Thinkertoys by Michael Michalko, or How to Think Like Einstein: Simple Ways to Break the Rules and Discover Your Hidden Genius, by Scott Thorpe. Help employees to compete in the marketplace: Show your employees how to compete more effectively in the marketplace by encouraging them to learn more about your industry and staying current with industry changes. A competitive environment is a productive environment. Do you lead by example and do the right things in accordance with your values? That is the sign of a good manager. How to Motivate Every Employee shows you how it's all done. This is especially easy to do with Square Feedback.
Your people want to be motivated, to be inspired to do their best work, and to perform at their highest levels. Let them feel the pleasure of knowing they helped another get a reward. Realize the power of offering clear, concise direction: When polls are conducted about what supervisory behavior makes a manager a , the lack of clear direction consistently ranks first. A competitive environment is a productive environment. Lower turnover than any of its competitors in the industry.
This title provides two dozen creative and ready-to-use tools and techniques for ensuring that same enthusiasm, energy, and employee morale. Show your trust The first sure way to motivate and inspire your employees is to demonstrate that you have faith in their abilities to get the job done. Think about the managers who most influenced your career. Pick a summer day for everyone to dress like they're on vacation, and people will feel more relaxed. You can stem the tide, though, by putting a focus on employee engagement and training. Work harder than they do.
As leaders, you will sustain high levels of motivation from your employees if you can open doors of opportunity and accelerate their chances for advancement. Get rid of systems that fail. Having a few social events on the calendar will help people in your office get to know each other. From giving employees a meaningful purpose to providing them with tangible rewards, this concise rulebook will give you the knowledge you need to infuse your employees and organization with passion, camaraderie, and motivation. A team that is unified ultimately produces more and builds your business. Tell them to be specific.
Always praise the commitment of your staff. Employees want to know exactly what you expect from them. You lead them with feeling. This helps them feel secure in their job in the long run. Taking just a few minutes out of your day to praise your employees for good team work can motivate them to work much harder.
Allow them to make a mark toward significance. Here are some tips for holding your employees accountable: develop a list of mutually acceptable performance criteria; connect expectations to employee reviews and put expectations in writing beforehand; establish rewards for success and consequences when a job is done poorly; make excellence the only option and demonstrate a low tolerance for mediocrity. By doing this you will begin to discover what employees would like to get from their work. You may feel like you're too busy to take the time to get to know your employees -- well, think again. If leaders set an example of positive thinking, employees will follow and the entire work culture will become more motivating.
Recognize the efforts of your team and use positive adjectives to highlight their good work. As a manager, you understand how your organization operates and manages its finances. And the organization trusts them with its most significant and critical financial information so they're not blindsided by business problems. Help them be successful people, on and off the job. Guidant, famous maker of pacemakers, uses the term employee-owners. Virtual meetings are proliferating and can function just as effectively and synchronously in cyberspace as they can in the office conference room down the hall. Look them in the eye, know and use their name, ask questions, and respond appropriately.
That can mean that as managers we sometimes neglect the fact that, at their very core, organizations are about people and the relationships they develop in working together. Your employees spend a large chunk of their lives working in their office, so you should try to make the office look as friendly and appealing as possible. Suggestions include asking them about their interests and activities outside the workplace, bringing in the occasional bag of bagels or donuts for the team to share, or taking them to lunch on a birthday or other special day. Send them to leadership training. Focus on the individual is vital, but you also want to motivate teams and groups.