Ever wondered why some managers just seem to have the magic touch when it comes to employee performance and motivation?
For some managers it seems effortless to get great employee performance. Their employees willingly go the extra mile. Everyone gets along, cooperates and helps each other and there are lot of smiles. Employees are clearly feeling positive about their work environment.
You can walk into some other workplaces and feel the tension in the air. Employees are clearly unhappy and many are going through the motions and doing the minimum they need to get their paycheck. There is a lot less cooperation.
So what’s the difference? Is it just good luck that the first workplace is doing well and the second is not?
No. It is not “good luck”.
It all starts with understanding and recognizing that humans have basic psychological needs that must be met.
The first is to feel valued, appreciated, and recognized. Feeling valued includes being respected and treated appropriately. Employees are addressed by their given names. Managers smile and say “hello” when seeing an employee. Managers thank employees for jobs well done. Employees receive fair wages and incentives for doing well. Communication is open and honest. Trust is built and encouraged. All are respected and treated well.
The second need that must be met is the correct answer to the question, “What’s in it for me?”
For many this will be the opportunity to grow skills and knowledge to be eligible for promotions and more challenging work. Career development is a big employee motivator.
For some it will be a flexible work schedule to accommodate family needs.
This is just the foundation.
Managers set the tone and the example in the workplace. Employees follow the example.
Managers have tremendous influence in setting up a positive and thriving workplace environment. Managers need to ensure that employees are informed – starting with their job descriptions and performance standards.
Managers need to ensure that employees have what they need to get the job done. If there is a delay in getting supplies, the manager shows his support by intervening to ensure resolution if necessary.
If there are personnel problems, the manager ensures they are corrected in a timely manner.
The manager is civil and courteous himself and insists employees are also.
So is it luck? No. It is management skills.
Copyright 2014 Lois Moncrief All Rights Reserved
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