How to Motivate Your Employees – Tips For Managers
I’m going to let you in on a little secret: the most effective way to motivate employees is to let them do their job. Believe it or not, the greatest frustrations experienced by employees are the roadblocks put in their way preventing them from doing their job effectively and efficiently. These roadblocks take on titles such as Policies, Procedures, Programs, Incentives, and Initiatives – all of which are designed to help folks do their jobs better, when in reality they often promote inefficiency, complacency, indifference and mediocrity. Rather then telling employees how to do their jobs we would be much better served by helping them gain competency and confidence – the skills needed for mastery. If you follow these three simple steps you will find yourself leading a highly motivated team:
1. Let them do their job. People are individuals, no two of which are created equal. Stop trying to force them into position descriptions that fail to capitalize on their strengths and interests. Get to know their personality types, and communication and learning styles. You’d be much better served learning and understanding how they operate than by requiring them to operate in the manner that seems best to you. And stop wasting their time. If nothing of substance is getting accomplished in a given meeting or training – postpone it until something that matters emerges.
2. Help them do their job. Too much of what we dwell on as managers is about us. Employees recognize that. If you’re only motivated to serve your own needs then stop expecting your employees to do differently. In stead, ask them what you can do for them. Agree on a plan of action, set a deadline, and live up to it – empty promises do quick and long-lasting damage. Stop giving them all the answers. Employees ask you for a solution because it releases them from responsibility. But responsibility is the foundation of confidence. Instead of answers, ask them something like “What would you suggest we do?” or “How would you like to see this handled?” If it’s not to your liking – discuss it. Get them thinking and participating – you’ll be amazed how quickly they (and you) will gain confidence in their abilities.
3. Recognize them for a job well done. Too often our rewards are canned. We give standard awards and kudos that are void of real meaning. When an employee does a good job, let them know it immediately and make it personal. Calling someone into your office to let them know how pleased you are with their performance today is far more powerful then giving them a framed certificate a month from now. Make your praise unanticipated – anticipated praise is forced and impersonal.
It’s not hard to motivate people: give them an objective and get out of their way. Let them show you that they can succeed and excel. We all have ways of living, working and communicating – stop presuming that your way is the best way. Give your employees the room and resources they need, and they’ll give you the attitude and drive you desire.