Top 10 Ways to Motivate Your Team

Posted by on Jun 21, 2016 in Business Studies, Management

Top 10 Ways to Motivate Your Team

Most managers and leaders mistakenly think that money is the only motivator for their team or employees. However, according to research conducted by a number of companies, money is usually ranked lower by a majority of employees.

So what are the top 10 best ways to motivate your team?

1. Involve your Team in Decision Making

Most of the team members want to be involved in the ongoing progress and development of their team. Plus, team members always have some great ideas that can bring some significant success to the business. When they are involved, they buy into ideas faster and rarely do they resist. This means you can implement changes more quickly and swiftly.

2. Better Working Conditions

Every person would like to work in an environment that is clean and stimulating. That makes everyone feel good about their job. It isn’t a must that you spend a fortune so that you can make a pleasant working environment. For example, a well resourced and organized office can do wonders for morale (Office Organiser).

3. Communicate

What team members want is a constant update of their performance and the progress of the business. What most leaders and managers think is that employees will always resist on directions you give to them. This is not always the case. Use email, memos, telephone, group and one-on-one meetings to keep your team updated. Regularly talk to your team members, have coffee or lunch with them and let them know if the business is still on track.

4. Encourage Collaboration Within The Team

According to research, at least 30% of employees feel that their leaders appreciate their input. Encourage your team members to participate fully in the group activities, inviting their suggestions and input on how to make things better. Ask them some questions, listen to what they have to say and, if possible, implement their solutions.

5. Celebrate Individual Performance

Identify those people who are doing something right and recognize their excellent performance. You can even provide some positive reinforcement that includes issuing rewards or using a corporate newsletter to acknowledge their achievements. Send congratulatory notes. If your team is part of a bigger organization, have the top senior executive manager make a call or send an email.

6. Set Clear Goals

Most team members waste a lot of time due to lack of clear goals. This is because the lack of clear goals makes the employee not to be sure of what to give priority and what not to. It is the duty of a leader to provide his team with a business plan (Investing Responsibly). Once you provide clear goals, make sure that every member of the team knows exactly what those goals are and what’s their role in achieving them.

7. Do Not Micromanage

No one likes a leader who is constantly over your shoulders monitoring over your every move. In fact, most employees prefer that they would better take activities that are unpleasant than sit next to a micromanaging boss. It is incredibly destructive. Provide your team with some clear goals and give them the opportunity to figure out the best way to achieve them.

8. Offer Opportunities For Self Development

The members of your team will be even more valuable both to themselves and the organization if you provide them with an opportunity to learn new skills continuously. Provide your team with training about their careers and let them learn about the latest technologies.

9. Manage Poor Performance

Most leaders are afraid to address poor performance because they fear it might bring some conflict. Instead, most of them hope that the mistake will rectify itself over a period of time. It never does. A blind approach of ignoring poor performance eventually affects the profitability of the organization as a whole, contributes to low morale in the workplace and leads to high turnover.

While solving conflicts and poor performance are not always enjoyable to deal with, you are the leader, and it is your responsibility. Find the best way to deal with it.

10. Avoid Meetings That are Uncalled for

Meetings can be an incredible waste of time. It is said that the average profession wastes almost 4 hours every week in unproductive meetings. Create an agenda for the meeting you want to hold early in advance and distribute it among your members. Only invite those people who are necessary to attend the meeting. Start it on time and end it as quickly as you can.

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How to Manage Underperformance

Posted by on Jun 20, 2016 in Business Studies, Management

How to Manage Underperformance

One of the greatest challenges an organization often faces is that of underperforming employees. There’s no need to let this problem reach the point that it would affect the overall performance of the company.

Always make sure that the team members are aware of their role and where they stand in the organization. The important factors should always be under control, and encouraging everyone in the company is one of the strategies that should never be ignored. Multiple important business principles go into effective performance management (Flight Line CCC).

Here is further detail on some of the most effective ways on how to head off or manage an underperformance problem.

1. Clear Expectations and Job-Employee Matching

One of the best ways on how to manage underperformance is by having a clear outline of what the job entails. For example, during the hiring process, the issue of underperformance can be resolved by creating job requirements that are as clear as possible, to avoid confusion.

Exact job specifications don’t only assist in the hiring process by thoroughly screening the candidates and evaluating their skills, but they also allow the interviewer to document the expectations of the company. This would avoid any confusion in the long run, and have the guarantee that the applicant, turned employee, would have a full knowledge of what the job entails.

2. Performance Reviews

More often than not, underperforming employees aren’t even aware that they fail to meet the expectations of the manager. For that reason, performance reviews should be carried out on a regular, periodic basis. This is very helpful in determining if the employee is underperforming, allowing management to fix the problem right away.

However, this should not be treated as something similar to a “report card.” Instead, it’s more of a two-way dialogue and continuous process that could help an employee improve his performance (Best Management Articles).

The following questions should be asked:

  • In your opinion, what do you think the expectations of the company are?
  • Are you meeting these expectations? What are the areas that you fail to focus on?
  • Do you have any issues with the company that’s causing your underperformance? How can it be resolved?
  • Are there any parts of your job that you cannot handle? What are they.
  • Are you having problems with your coworkers? Does it hinder your performance?

As these problem areas are discussed, as much as possible, stay away from being vague or using generalizations that could be taken personally by the employee. It’s important to talk about the specific problems and necessary actions that can be done in order to correct them.

For underperforming employees, it’s ideal to document the exact performance by determining what should be done in order to resolve the problem. Keep in mind, the ultimate goal is to motivate and empower the employees to become productive members of the company.

3. Offer the Necessary Training

Performance problems can be caused by employees coming to work not fully prepared. A number of factors can contribute to this, such as being hired even without the necessary skills, or it can also be that the job has evolved.

In situations like this, training is very important. The employer is tasked to budget this, provide additional funds when necessary, and specify the kind of training employees need.

4. Mentoring Program

In a mentoring program, employees are matched with skilled professionals that can help the employee acquire more skill and learn the important attitudes needed for the job. Aside from that, a mentor could motivate the employee to strive harder, and grow together with the company.

In fact, a solid mentoring program has the ability of transforming underperformers into stars that could contribute to the company’s success.

5. Promote a Sense of Ownership

In bad work environments, employees go to work just to earn a paycheck – nothing more. There’s no real excitement that they can look forward to. The company doesn’t have a vision nor opportunities that would make them aspire to become an integral part of the company.

Performance reviews, mentoring, and training are just some of the best ways to help an employee consider the job as something important and whatever he/she contributes to the company is valued. This gives a sense of ownership and the mindset that “we’re all in this together.”

6. Let Them Go if Necessary

For employers who don’t believe that their employee has the ability to work effectively within the company, even with full support, it might be the best to just terminate employment. A decision like this should be taken seriously, and clean communication about the performance problem should be done.

Further reading: Australian Fair Work Ombudsman

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