Motivating and Bringing Out the Best in Those Around You
An effective motivation program accomplishes three simple goals: It builds loyalty, it raises productivity, and it makes workers care about the impact of their actions on the organization, even actions that take place when no one is looking. If you think your motivation strategy could use some tweaks but you aren’t sure, take a quick look around your office and perform this simple three-point audit.
If you decide your workers could be more loyal, productive, and engaged, consider working the following steps into your management approach.
Motivating Others: Six Simple Steps
- Ask employees for advice. The best way to find out what workers need is to ask them. After all, they’re the only ones who know exactly what kinds of challenges they face during the day. Approach them individually or as a group, and find out what kinds of new policies, equipment, procedures or ideas might make their jobs easier.
- Keep communication channels open. You can’t always involve employees in company decision-making processes, but you can at least let them know what’s going on. And the closer you bring them to the heart of company decisions, the better.
- Praise publicly and reprimand in private. Search actively for reasons to praise, and when you find them, err on the side of public exposure. On the other hand, approach coaching and reprimanding with discretion and tact.
- Identify and build on strengths. When you distribute work, match people with tasks in which they excel. People enjoy doing what they’re good at, and the company stands to benefit when workers are both happy and talented.
- Assure your workers that they will not be held back by artificial barriers or bias. Then turn to your managers (and yourself) to ensure this. When concerns of bias arise, make sure you focus the resolution on the manager, not the employee.
I will discuss more on this topic in my class at Manhattan College on October 17, 2012.
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