Continued from page 1
When you notice an employee doing something you do like, tell them about it. When you notice something you don't like, tell them about it. Do it as soon as possible. Acknowledging a job well done is not much good six months later. Also, if you don't immediately call someone's attention to something you're not happy about, then they'll assume its okay. Either that or they'll think you didn't notice or you don't care. Do it in private. Why is it some managers still feel its okay to reprimand someone in front of their colleagues? Even mildest rebuke can have a negative effect on morale.
When you do speak to person use "I" messages. Say things like "I liked way you did that" or "I'm unhappy with way your reports are always late and I'd like your views on why this is". Avoid "You" messages such as "You're doing great". That can come across as patronising or insincere. "You're doing that all wrong" may cause conflict, lower morale and may not sort problem.
Focus on one or two things. Don't run off a whole list of attributes or misdemeanours. Also be specific about job behaviour, focus on what person did or didn't do, don't make a personal attack. Employees will feel happier if they perceive their employer or manager as a reasonable and fair individual - someone who is quick to praise but also says when they're not happy about something.
When we start to look at what motivates people at work, it's important to realise that we all have different needs. It's easy to fall into trap of believing that all our staff are motivated by money. However, research conducted over years into what motivates people at work suggests some other factors.
Money is important however people are more likely to be motivated firstly, by work itself. Secondly, by being appreciated for what they do and thirdly by a feeling of being in on things.
The message is - if you want motivated staff then make their work interesting, give them feedback and give them feeling that they're involved in business.
We can make job more interesting by giving people more responsibility, assigning projects and by training and developing them. We need to regularly give people feedback on how they're doing; focussing on what they're doing well rather than on what is not so good. To meet their need to feel involved we should regularly communicate both formally and informally. We could also involve staff in meetings they might not normally attend.
These steps will take time and thought however they'll make a huge difference as to how employees feel about their work. If they feel good and gain satisfaction from their work then they're less likely to find a reason to "take a sickie".
=========================================================== Discover how you can generate more business by motivating your team! Alan Fairweather is author of "How to get More Sales by Motivating Your Team" This book is packed with practical things you can do to get best out of your people . Click here now http://www.howtogetmoresales.com/Motivating%20Your%20Team .htm
========================================================== **Attn Ezine editors/Site owners** Feel free to reprint this article in its entirety in your ezine or on your site so long as you leave all links in place, do not modify content and include our resource box as listed above. If you need additional articles, check out my article archive for fresh, new content you can use on your website or in your ezine - FREE http://www.howtogetmoresales.com/Free%20stuff.htm ============================================================
Alan Fairweather is the author of four ebooks in the "How to get More Sales" series. Lots of practical actions you can take to build your business and motivate your team.- www.howtogetmoresales.com