Want more tips? Here are three more tips for employee motivation and positive morale.
Make Time for People for Employee Motivation
Spend time daily with each person you supervise. Managers might aim for an hour a week with each of their direct reports. Many studies indicate that a key employee work motivation factor is spending positive interaction time with the supervisor. Schedule quarterly performance development meetings on a public calendar so people can see when they can expect some quality time and attention from you. You can make their year.
Focus on the Development of People for Employee Motivation
Most people want to learn and grow their skills at work. No matter their reason: a promotion, different work, a new position or a leadership role, employees appreciate your help. Talk about changes they want to make to their jobs to better serve their customers.
Encourage experimentation and taking reasonable risk to develop employee skills. Get to know them personally. Ask what motivates them. Ask what career objectives they have and are aiming to achieve. Make a performance development plan with each person and make sure you help them carry out the plan. The quarterly performance development meeting is your opportunity to formalize plans for people. You can make their career.
Share the Goals and the Context: Communicate for Employee Motivation
People expect you to know the goals and share the direction in which your work group is heading. The more you can tell them about why an event is happening, the better.
Prepare staff in advance if visitors or customers will come to your workplace. Hold regular meetings to share information, gain ideas for improvement, and train new policies. Hold focus groups to gather input before implementing policies that affect employees. Promote problem solving and process improvement teams.
Above all else, to effectively lead a work group, department, or unit, you must take responsibility for your actions, the actions of the people you lead, and the accomplishment of the goals that are yours.
If you are unhappy with the caliber of the people you are hiring, whose responsibility is that? If you are unhappy about the training people in your work group are receiving, whose responsibility is that? If you are tired of sales and accounting changing your goals, schedule, and direction, whose responsibility is that?
If you step up to the wire, people will respect you and follow you. You are creating a work environment in which people will choose motivation. It does start with you. You can make their whole experience with your company.
Want more tips. Here are four more employee motivation tips.