Your Arrival at Work Sets the Employee Motivation Tone for the Day
Picture Mr. Stressed-Out and Grumpy. He arrives at work with a frown on his face. His body language telegraphs "over-worked" and unhappy. He moves slowly and treats the first person who approaches him abruptly. It takes only a few minutes for the entire workplace to get the word. Stay away from Mr. Stressed-Out and Grumpy if you know what's good for you this morning.
Your arrival and the first moments you spend with staff each day have an immeasurable impact on positive employee motivation and morale. Start the day right. Smile. Walk tall and confidently. Walk around your workplace and greet people. Share the goals and expectations for the day. Let the staff know that today is going to be a great day. It starts with you. You can make their day.
Use Simple, Powerful Words for Employee Motivation
Sometimes in my work, I get gifts. I recently interviewed an experienced supervisor for a position open at a client company. She indicated that she was popular with the people at her former company as evidenced by employees wanting to work on her shift.
Responding to my question, she said that part of her success was that she liked and appreciated people. She sent the right message. She also uses simple, powerful, motivational words to demonstrate she values people. She says "please" and "thank you" and "you're doing a good job." How often do you take the time to use these simple, powerful words, and others like them, in your interaction with staff? You can make their day.
For Employee Motivation, Make Sure People Know What You Expect
In the best book I've read on the subject, Why Employees Don't Do What They're Supposed to Do and What to Do about It Compare Prices, by Ferdinand Fournies, setting clear expectations is often a supervisor's first failure. Supervisors think they have clearly stated work objectives, numbers needed, report deadlines and requirements, but the employee received a different message.
Or, the requirements change in the middle of the day, job, or project. While the new expectations are communicated - usually poorly - the reason for the change or the context for the change is rarely discussed. This causes staff members to think that the company leaders don't know what they are doing. This is hardly a confidence, morale-building feeling.
This is bad news for employee motivation and morale. Make sure you get feedback from the employee so you know he understands what you need. Share the goals and reasons for doing the task or project. In a manufacturing environment, don't emphasize just numbers if you want a quality product finished quickly. If you must make a change midway through a task or a project, tell the staff why the change is needed; tell them everything you know. You can make their day.
Provide Regular Feedback for Employee Motivation
When I poll supervisors, the motivation and morale builder they identify first is knowing how they are doing at work. Your staff members need the same information. They want to know when they have done a project well and when you are disappointed in their results. They need this information as soon as possible following the event.
They need to work with you to make sure they produce a positive outcome the next time. Set up a daily or weekly schedule and make sure feedback happens. You'll be surprised how effective this tool can be in building employee motivation and morale. You can make their day.
Minimally, you will want to learn the roles and responsibilities of supervisors and managers and how to:
- provide feedback,
- provide praise and recognition,
- provide proper progressive discipline,
- give instructions,
- interview and hire superior employees,
- delegate tasks and projects,
- listen actively and deeply,
- write records, letters, file notations, and performance evaluations,
- make presentations,
- manage time,
- plan and execute projects,
- problem solve and follow up for continuous improvement,
- make decisions,
- manage meetings, and
- build empowered teams and individuals in a teamwork environment.
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.
by,Susan M. Heathfield, About.com Guide
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