Here’s a few quick pointers to boast the performance level:
1. Think about your employees’ strengths! Most managers worry about what their people are doing wrong. A natural concern, but it kicks off a demotivating spiral. To build motivation, remind yourself what each employee’s greatest strength is.
2. Don’t use motivation methods that don’t work. When you keep telling employees what to do and they keep messing up, who’s to blame? Some might say doing the same thing over and over, when it obviously doesn’t work, isn’t too sharp. Yet we often do just that, trying the same supervisory behaviors over and over and getting more and more frustrated when they don’t work.
3. Teach employees to measure their own success. Employees who keep track of their performances are able to notice and document their development. They create their own scoreboards and are able to track their wins more effectively than any manager.
4. Ask employees what they want. Employees are motivated by…what motivates them! Employees have different goals and desires, and therefore need different performance and development opportunities. You can’t motivate individuals with generic programs. To maximize motivation ask each employee what they desire.
5. Learn to recognize and eliminate threats. Employees often feel that their managers use threats to try to motivate them, yet managers routinely deny it. They don’t mean to threaten employees, but if that’s how it feels to the employee, then it is a threat and it’s damaging to motivation levels. Opportunity is an effective motivator. Fear is not.
6. Stop Distracting Employees. Most employees want nothing more than to focus on doing their jobs better and better. But from their perspective, critical incidents distract them, leading to worries about communication, security, fairness, respect and other key job criteria that managers rarely recognize. If you first take care of employees’ most fundamental intangible requirements, you can then shift the focus from their concerns to your motivation and performance agenda.
7. Communicate! Open communication is most employees’ #1 priority.
8. Motivate Yourself. This is very important.
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