Manager Motivation Techniques
Managers are the key drivers influencing employees’ best performance. Through their attitudes and behaviors they play a critical role in your company’s success and can turn a low performing team to high performing one. When your managers feel supported and have the necessary tools, they are more likely able to get the best performances out of the rest of your employees. Following are some suggestions to help you help your managers:
1. Teaching is part of the job. Today’s managers must be more than team leaders — they must also be teachers. Attentive managers look for situations that will help subordinates learn how to work smarter and more efficiently.
Typically, learning occurs most readily when rewards are applied as close to the intended behavior’s occurrence as possible. Therefore encourage your managers to look for moments when employees are being successful and immediately recognize those efforts. Managers should praise them in the presence of others and regularly. Low-cost rewards such as an occasional free lunch or gift card can also be highly motivational.
2. Turbo-boost their reaction times. Be sure people managers address problems right away. The operative word there is “address,” and depending on the nature of the trouble, its meaning may vary.
For minor difficulties, just leaving a friendly voice mail or carefully worded email may do the trick. But for more serious conflicts or dilemmas, a thorough investigation is important, followed by face-to-face meetings documented in writing. In either case, it’s imperative not to let problems fester.
3. Turn off their micromanagement switch. While people managers need to keep an eye out for good and bad behavior, they shouldn’t micromanage. Those who perch atop employees’ shoulders, checking every detail of their work, are as bad for a business as rude customer service or defective products.
Why? Because the more people managers micromanage, the more they communicate the wrong message — that they don’t believe employees can get the job done. Micromanaging not only lowers morale, but also hinders efficiency, as the manager is basically spending valuable time doing the employee’s job rather than his or her own.
In the day-to-day grind of keeping a business running, people managers can understandably get worn down. If yours need a lift, consider reinforcing the points above and more in training sessions or during performance evaluations. Mike Benz, Ciuni & Panichi, Inc. Executive Advisor, provides strategic management advice and guidance to help keep managers in tip-top form. Sometimes talking with someone outside the business opens doors to frank and rewarding conversations that will help managers provide the necessary leadership to improve production throughout the whole team. Contact Mike Benz at 216-831-7171 or by email here.
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