Develop Your Managers and Keep Your Staff

Written by Lorraine Pirihi

Continued from page 1

Ask for direct feedback from your people. This can work however it may also be very confronting and you may not getrepparttar real truth. Often people will not voice how they really feel for fear of repercussions or because they know that whatever they say will fall on deaf ears!

Get coached A good coach will help you enhance your skills to berepparttar 119524 best you can be. Ensure whoever you use is external torepparttar 119525 business. We can also help you in that area. Just send us an email for more details.

Be Aware

Take a look around you. Are your people happy? Do they enjoy coming to work? When you speak to them are they generally positive or negative in their responses? Is there a high turnover of staff or is your team stable? Considerrepparttar 119526 absenteeism rate. Are your people often away from work? These are a few questions to ask yourself.

Encourage regular feedback from your people. Ask them individually and as a group what they think & how can you be a better manager? What can be improved? What do they like about their work,repparttar 119527 people,repparttar 119528 industry,repparttar 119529 management etc.

You can also choose to do nothing, which is not a good option. Don't wait until a crisis occurs.

A business owner I know said everything was fine. He said his staff were happy although he never did anything to pro-actively ensure they were. His perception was that he believed all was well because no-one complained. He only acted if a problem was brought to his attention. One week, three of his key people resigned. They had enough ofrepparttar 119530 owner's poor leadership skills. The loss of those people nearly broughtrepparttar 119531 business down.

So stay on top of things, be proactive, ask questions and take nothing for granted.

The success of any business is a reflection of its leadership. Lead fromrepparttar 119532 top.

Lorraine Pirihi, principal of The Office Organiser is Australia's Personal Productivity Specialist. She is also a Business and Life Coach.

Take action today! Contact Lorraine to discuss how she can help you on (613) 9532 5497 or email

Appreciate to Motivate

Written by Ed Sykes

Continued from page 1

* Fourth, be pure in your appreciation. If you to show appreciation, donít muddle it with other communication. In other words, donít show appreciation for one action and then start discussing a potential corrective action for another action. This sends mixed signals that say torepparttar receiver of this communication, "I donít want any appreciation because there is always something bad attached to it." Keep it pure!

4. Be Public, if Possible Appreciation is not something you hide. It works best when done publicly. Show you appreciation in a public way in meetings, in front of team members, and management. The funny thing is that once you get inrepparttar 119523 habit of doing this many of your team members will increaserepparttar 119524 activity they need to take to also earn this public appreciation.

5. Be Relational When I askrepparttar 119525 question, "Why do you come to work everyday?," in my workshops I usually get "to get paid" asrepparttar 119526 first answerrepparttar 119527 students give. Then as we discuss it further it always comes down to "I feel like I make a difference" asrepparttar 119528 main answer. You see, in most casesrepparttar 119529 reason why employees decide to climb out of bed inrepparttar 119530 morning, their toes touchrepparttar 119531 floor, and they decide to drive to work is that they feel that they make a difference where they work.

I remember an opportunity to emcee a large sales meeting for a Fortune 500 company. I introduced a Senior Vice President and he went torepparttar 119532 lectern to address over 500 employees. He announced thatrepparttar 119533 company achieved sales of $14 billion. Then he quickly announced that their goal forrepparttar 119534 next year was $17 billion. As he was talking I was looking atrepparttar 119535 audience. They were unusually quiet and attentive. However, as I looked at them they had a glassy eye look. I realizedrepparttar 119536 problem was thatrepparttar 119537 speaker was just talking numbers. He didnít relate how those 500+ employees made a positive difference forrepparttar 119538 company. All he needed to say was how their sacrifice everyone translated inrepparttar 119539 success ofrepparttar 119540 company. Along with this, they will meetrepparttar 119541 coming years challenges only withrepparttar 119542 talents of our employees. So simple, but so rarely done.

Relaterepparttar 119543 action done with how if affectsrepparttar 119544 team, department and organization. Letís go back to our earlier examples to completerepparttar 119545 appreciate process:

Manager: "Mike you did a great job onrepparttar 119546 report forrepparttar 119547 new computer system earlier today. I can see you invested a lot of time to dorepparttar 119548 research so that we haverepparttar 119549 necessary information to requestrepparttar 119550 computer system. Mike, we appreciate your efforts becauserepparttar 119551 new computer system will make our team more productive so thatrepparttar 119552 department will achieve its goals andrepparttar 119553 company will be profitable this year. Bottom line, bigger bonuses for everyone. I look forward to seeing your high level of work inrepparttar 119554 future. Thank you."

Mike:"Thanks. I appreciate making a difference. Please let me know whatever I can do to helprepparttar 119555 team."

As you can see, Mike has a clear sense of achievement and where he fits inrepparttar 119556 company. Also,repparttar 119557 manager encouraged Mike to dorepparttar 119558 same behavior soon by saying "I look forward to seeing your high level of work inrepparttar 119559 future." Andrepparttar 119560 manager ended with a sincere "thank you."

These are five simple tips that will motivate your employees to achieve more with a minimum amount of efforts. Starting today, apply these techniques and you will see a world of difference in your team, department, and organization. Remember, "pay" yourself withrepparttar 119561 rewards now or "pay" yourself with a low performing team later.

Ed Sykes is a professional speaker, author, and success coach in the areas of leadership, motivation, stress management, customer service, and team building. You can e-mail him at, or call him at (757) 427-7032. Go to his web site,, and signup for the newsletter, OnPoint, and receive the free ebook, "Empowerment and Stress Secrets for the Busy Professional."

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