Figure out what makes employees tick and help them align their work to the professional and personal goals they have. Find out what motivates them inside and outside work
resources of the organization. Start by telling employees what they should expect from their upper management, and help managers improve their delivery of the key motivators. Employee suggestions and recommendations are to be quickly acted upon. Regular consultation, monitoring, and people management will influence the employee’s potential beneficially and help the company to achieve an exponential growth. It adheres mutual understanding, foster trust and loyalty, and enables the employee to work harder to reach the proposed goal. Establishing a cadence for appropriate communication is crucial. Upward communication channels should be always open like a highway between the employee and the management. Proper communication and effective feedbacks can bring about a sense of togetherness and community. Consistency in management
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behavior is also a key point. Sometimes over the growth phase of your team, you may see that even though they started up with fire and fresh ideas, lately they have been showing complacency, lack of creativity and sloppiness in the tasks given. That’s when, as an effective manager, you will have to interfere, monitor, analyze and do the next most important task in employee unison – recognition and awards. Today, we see lot more companies show a blind eye to the negativity going around and try to dwell on the positive sides. Do spend efforts on boosting morale. Boredom is a big motivation killer nowadays, make sure you have instigating tasks for your team. Create a work culture worth spending time for. Give opportunities to share new ideas and implement. Help them own the job. Work on the positives and build the same. People crave recognition –getting
appreciated for a work well done, is something every human soul crave for. Recognizing a job well done is as good as multiplying the results on the same the next time. This confirms that the employee is on the right track, doing the right thing and the management has gladly caught him doing exactly what he is supposed to do. Sending a thoughtful mail, awarding with a bonus or a trophy/ medals/badges, appreciating him/ her infront of the team, promoting to the next level or just calling out your amazing work to the peers could be different ways of appreciating and recognizing an employee’s efforts. Have a voting system to display ethic and grit. Figure out what makes them tick and help them align their work to the professional and personal goals they have. Find out what motivates them inside and outside work. Traditionally, money as a bonus is seen as incentives to motivate employees to produce more. But, there are always somethings money can’t buy, which will doubleaccelerate their performance if effectively catalyzed. There are things more rewarding than money. Focus on intrinsic and extrinsic rewards. Through internal and external training programmes, create core values and behavioural development that leads directly to the driven goal sets. Managers need to see whether they have adequately educated employees on why they are doing and what they are doing. Help new mentors, leaders and efficient managers rise from within. Lots of right mentoring required to align the employees on the right track of productivity. Tasks should be made curious, organized, efficient,responsible, and engaged. Employee satisfaction can be aweinspiring to be led to staggering huge results. Lead with a vision; most importantly let the employee own the vision. Always remember the Golden rule: Do unto others what you’d like to be done unto you!