Enlist the important motives influencing the employees behaviour.
1. Highly value each individual’s role or contribution, no matter how inconsequential it may seem to the bigger picture. Knowing how one’s role contributes to the organization’s overall success is a key longer-term motivator and morale builder. As the manager, you should regularly reinforce “role importance” with each employee on your team.
2. Accurately match the employee’s skill set with the right job. There is little chance an employee will get motivated for very long, or have the inclination to perform at higher levels if they are not placed in the right job. You can utilize hiring and skills assessment tools to make more accurate fit-for-job decisions.
3. Expectations must be made crystal clear. Employees must know your organization’s values as well as your expectations in fulfilling those standards or values. Studies indicate that organizations with clear, high standards outperform those without. This factor is undervalued in too many companies. Consequently, this is largely unrecognized among more seasoned managers—as well as new managers or supervisors.
4. Deal aggressively and promptly with poor performers —or you will destroy the motivation and drive of your better performers! One study found that 50% of employees believed that their manager was too tolerant of poor performers. It’s a killer to employee morale and negates virtually any improvement initiatives whenever a manager sees underperformance but looks the other way.
5. Consistently reward and affirm employees for performance that fulfills your expectations. Don’t wait until something’s perfect before you mention it. People respond positively to a manager that gives well-deserved praise, expresses appreciation, or gives consistent encouragement – it tells them that their efforts were noticed and appreciated.
6. Consistently correct for behaviour that falls short of your expectations by giving helpful employee performance reviews. This is an area of common and serious dissatisfaction among employees, and the secret to effective employee reviews is not as difficult as it may seem.
7. Grant as much decision-making authority or autonomy as possible in each position or job. By far, most people want and are motivated by the autonomy to do their job (within the guidelines) as they see necessary. You can grant more autonomy or work independence through successful delegation, increasing
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