5 Quick Management Tips to Motivate Your Employees



Under-performing employees will hurt your organization. Unfortunately, it seems to be prevalent everywhere.

Yes, a major quandary for managers is to bring out the best in their employees. Every manager wants to do it, but it’s not always easy.

What’s the reason? Usually, it’s because employees are disengaged – disconnected from their managers and companies.

stockimages managerHowever, there are techniques in management that will solve the problem of employee disengagement; and they don’t cost anything but your effort.

To breed higher productivity, here are five easy ways:

1. Set the right tone

Employees will be more likely to follow you, if you set the right tone. That means making sure you manage in an even-handed fashion with exemplary ethics.

Many managers think they can take shortcuts and get away with it. Not true. It’s important to play by the same rules you expect.

If you do, your employees are more inclined to respect you.

2. Be empathetic about your employees’ careers

High performing companies have managers who focus on career development of their workers. Show a sincere interest in your employees.

You’re more likely to build loyalty, which prevents a lot of issues – they include high absentee rates, poor productivity and morale issues. This means you’ll save a lot of time and money.

As a manager, you owe it to your organization to help employees to grow professionally.

3. Set goals, but make them attainable

Being ambitious is good, but make your expectations realistic.  Set targets that encourage your employees to grow in informal daily expectations and in your formal goals.

You can expect excellence. Communicate high but reasonable goals.

In this way, you’ll breed confident employees. When they become more confident, they’ll be motivated for higher performance in the future.

4. Regularly provide honest feedback

Don’t make the mistake of being inconsistent. You must give honest feedback on a regular basis.

Transparency is important.

Whether it’s positive or negative feedback, employees must be apprised regularly. Employees need to know how and where they stand regarding their performance.

Additionally, coaching is important for a higher-performing workforce. You will replace mediocrity with strong performance. So optimize your talent management.

5. Get well-acquainted with your staff members

The most-effective managers are insightful about their employees. In other words, they’re employee-centric.

Strive to understand your employees, if you want to motivate them. Find out their concerns.

Learn what interests them. There are many things to learn – from what motivates them. It could be more flexibility to be with their families, money, recognition or a bigger office.

There’s a correlation among excellent sales, happy customers, and high employee morale. Proverbially speaking, employees are where the tire meets the road.

You’ll better know your options if you know them better. In fact, savvy employers know how to profit from their human capital.

Such knowledge is a powerful weapon for high performance in a competitive marketplace. Why? You can even motivate employees to offer profitable ideas.

From the Coach’s Corner, more management strategies:

10 Management Attributes for Effective Communication — Communication skills are critical for managers. People with enhanced abilities in communication typically have successful relationships at work and home. Good communicators typically have 10 attributes.

Risk Management When Competitors Raid Your Employees — If competitors raid your employees, here are risk-management tips.

Strategies to Make Change Management Programs Work — Management is mostly to blame because most change-management programs crash and burn. Why? It’s up to management to hire the right people, and to invest in the right tools while inspiring employees to accept and drive change. Here’s how.

Management — 5 Frequent Causes of Cost Overruns and Failures — Extensive research shows how and why corporate projects result in cost overruns and failures. The academic study is entitled, ‘Yes Men’ Are Killing Corporate Projects. The research reported rampant misreporting of project statuses at all levels of the companies. The errant information is prompted from cultural predispositions to career aspirations.

HR Management – 8 Best Practices in Employee Delegation — Avoid frustration in delegation. Save yourself time and develop your staff for the welfare of your organization. Delegation is a fundamental driver of organizational growth. Managers who are effective in delegation show leadership. They know they’ll be more effective in management and that they’ll develop their employees.

“Businesses often forget about the culture, and ultimately, they suffer for it because you can’t deliver good service from unhappy employees.”

-Tony Hsieh


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Author Terry Corbell has written innumerable online business-enhancement articles, and is also a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.





Photo courtesy of stockimages at www.freedigitalphotos.net

Secrets in Motivating Employees to Offer Profitable Ideas



Savvy employers know how to profit from their human capital. Such knowledge is a powerful weapon for high performance in a competitive marketplace.

Furthermore, there’s a correlation among excellent sales, happy customers, and high employee morale.

Proverbially speaking, employees are where the tire meets the road.

They daily experience firsthand a wide variety of problems – including dysfunction from vendors, shortcomings of software, aggravations of customers, poor intra-company communication and dangers facing your company.

ID-10046981AmbroUnfortunately, many companies suffer needlessly because their managers don’t have beneficial relationships and dialogues with employees so they can elicit profit-making ideas.

Simply placing a suggestion box in the employee lounge won’t get the job done.

Typical obstacles to getting employee ideas:

Employees don’t want to waste their time and energy.

They don’t want to submit ideas only to have them fall into a big black hole. Others fear rejection and want to avoid it.

To eliminate such obstacles for profits, here are the five secrets in motivating employees to offer profitable ideas:

1. Train your managers in how to dialogue with your employees to elicit ideas.

The training should be comprehensive – from listening and getting to know their workers – to taking action when an employee tests the waters and volunteers an idea.

2. Develop and implement programs to enhance employee morale.

Market leaders promote healthy morale because – it goes hand-in-hand with good communication and propels profits.

Simply placing a suggestion box in the employee lounge won’t get the job done.

3. Provide self-improvement training as it relates to job duties.

Do you have employees who fear public speaking? This is significant as an indicator because people are consistent. If they’re too fearful to speak publicly, they’re usually poor communicators with their team members, and they’re too afraid to identify opportunities and share them with you. There are ways to stop stressing in communication and to improve communication with others

4. Explain your vision and business direction to workers.

They need to know your company’s vision, including business opportunities and threats. Explain to employees how their roles fit in the big picture and how operational costs affect the bottom line.

5. Launch an all-out initiative to promote a partnership with workers.

Leading employers partner with their employees to accelerate profits.

Once you’ve accomplished these five steps, it’s important to follow up. Employees need to be recognized and appreciated.

However, if an idea isn’t feasible or needs to be modified, delicately explain why. The last thing you want to do is to damage the progress you’ve made in employee engagement.

From the Coach’s Corner, here are related HR strategies:

13 Management Tips to Solve Employee Absenteeism — Absenteeism causes migraines for a lot of bosses. Obviously, your company will make healthier profits, if you don’t have an absenteeism problem.

Four Tips to Motivate Employees When You’re Facing Adversity — Effective bosses have antennas to alert them over looming challenges. If they don’t have such an antenna, it’s important for them to develop one for multiple credibility reasons. Even the bosses of small companies can suffer from image problems externally and internally. Either one or both will adversely affect profits.

15 HR Strategies to Improve Your Business Performance — Studies continue to show many employees are dissatisfied in their workplaces. To improve your business performance, here are 15 HR strategies.

Knowledge speaks, but wisdom listens.


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Author Terry Corbell has written innumerable online business-enhancement articles, and is a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry. 



4 Tips to Motivate Employees When You’re Facing Adversity



Effective bosses have antennas to alert them over looming challenges. If they don’t have such an antenna, it’s important for them to develop one for multiple credibility reasons.

Even the bosses of small companies can suffer from image problems externally and internally. Either one or both will adversely affect profits.

An inordinate number of internal financial challenges impeding the control of costs often indicate the need to implement a cultural change for profits.

In the minds of employees and sometimes customers, bosses lacking an image of leadership become synonymous with the problems. That’s true whether it’s a matter of performance, productivity, bad PR, costs, turnover or an uncomfortable break-even point.

ambro@www.freedigitalphotos.netEvery company and its adversity is different, but for most situations here are the basics:

Be mindful of red flags.

To be effective, it’s important to maintain an image of leadership by being alert to red flags.

Hone your instincts. Don’t act like a novice manager doomed to failure.

Look first at your internal situation. Are you partnering with your employees for high performance? If not, power your  brand with employee empowerment.

Use three time-proven, simple strategies to deal with the big picture.

For emerging challenges, take the right approach by putting into practice problem-solving’s three As: Awareness, acceptance and action.

A sharp, honest eye at the situation is required. Acceptance means keeping an open mind and considering solutions.

Then, taking action is having the audacity to take charge and implement them to alleviate uncertainty in business.

Employees who are fearful about their jobs will love it.

Elevate Communication with Employees.

Start a program of employee engagement. Don’t rely on e-mail, especially if serious problems break out.

Take responsibility in tough communications. Do it personally.

Don’t delegate important communications. Employees will want to know that you’re on the firing lines.

Be transparent. Demonstrate how you feel about coping with adversity. Your employees will appreciate it.

Use strategies for productive meetings to improve your company’s performance. Employees will also appreciate knowing the company has a viable plan to deal with the adversity.

Document everything for your paper trail. If you really want to be good, learn the 10 key differences between leaders and managers.

Profit from Adverse Situations.

Not only do you want to overcome adversity, you and your employees need to take steps to learn from it.

Consider adversity to be an opportunity – for growth. You can and will bounce back from adversity, if you accelerate positive change.

First decide whether you want to be the obstacle or solution.

From the Coach’s Corner, editor’s picks for related articles:

Small Business – Easy Ways to Boost Your Employees’ Morale — Employee morale affects performance. Study after study shows a significant percentage of worker morale is mediocre, at best. That’s often the case even for companies that are able to pay competitive wages and benefits.

Sales Management: Motivate Your Staff in 10 Seconds — All too-often when sales managers are busy, they’re task-oriented. Not to be critical, but they’re focused only on what’s at the end of their noses. For effective management and revenue, the trick is to guard against it.

Non-financial Incentives Motivate Most Employees – Study — Want motivated workers? Recognition for good work is appreciated by 70 percent of workers – a great motivator for high performance, according to a study by two companies. “Workplace technology today, such as gamification, provides many new opportunities for non-tangible recognition,” said Cindy Ventrice, author of “Make Their Day!

Convert More Prospects with 10 Best Marketing Tips (Even on a Tight Budget) — So you’ve got a pile of business cards from prospects, but you haven’t converted them? Great sales stem from great marketing. You can’t grow crops until you plant the right seeds. That’s the purpose of marketing.

Action Steps To Get Top Results From Your Marketing Plan — Why do seemingly great marketing plans fail to yield the desired results? Well, one reason: Such plans don’t turn the ideas into reality because they’re not action-oriented. What counts is the scheduled specific footwork, and then tracking the results. There’s a second reason, quality of execution, but more on that later.

“Adversity is a stimulus.

-James Broughton


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Author Terry Corbell has written innumerable online business-enhancement articles, and is a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.




Photo courtesy of ambro at www.freedigitalphotos.net

Seattle business consultant Terry Corbell provides high-performance management services and strategies.