All companies and teams need talent, quality, competence, productivity, innovative spirit, creativity and leadership to successfully face this economic context. It seems more appropriate than ever to use all the resources at maximum capacity and, especially, for every leader to look more than at his team, in order to motivate and make it give best results.
Here are some ideas that implemented wisely will deliver great results every time.
1. Give feedback on results and performance
People in your team really need feedback! Offer it constantly and make it specific. State clearly what improvements can be made, review the standards together and make a game plan. All these will give the employee the strength to continue, making him feel more involved and a true professional.
2. Accepting all
Give them all a chance to be heard in meetings, include them in all channels of communication within the team they belong to, when necessary, listen to their needs and encourage the contribution of each of them.
3. Equitable treatment of team members
Give them all the opportunity to develop, grow and contribute to the good of the team and the company, to participate directly in projects of major interest and have the courage to come up with ideas. There are no “less important” employees, but managers who cannot find talent.
4. Career advice
There are many opportunities to advance in career, so do not hesitate to talk to the human resources department because an employee without perspectives is an employee who under-performs, who will soon turn into an employee sending his resume to the competition. The worst member of your team would be an employee who doesn’t know where he’s heading of what does he want to do in terms of career.
5. Identify potential
Each person has a great potential, just waiting to come out. Look it up, dig deep for it. You will be surprised what you can learn from the employees who usually sit quietly in meetings.
6. Encouraging assertiveness
Not everyone knows how to communicate assertively, especially in front of their manager. Encourage your team to communicate honestly, fairly and have the courage to express their feelings, emotions and even to say “no” in situations where required. Assertiveness is an extremely healthy form of communication, so support others in understanding, learning and applying it.
7. Accelerated development
There are people who want to grow, they want to learn and want to get involved. Encourage them to use shadowing, mentoring and coaching to achieve their objectives. Formally or informally, any member of the team should be involved in at least one such development program. And not just that.
8. Providing mentoring opportunities
You can not be a mentor for each member of your team. Give your employees the chance to find their own mentor inside or outside the company. The ultimate objective is to provide support to those in your team to grow for their own benefit and that of the team.
9. Encourage networking
Promote meetings of the company, breakfast meeting sites, Knowledge Cafés and other meetings of the same kind. In each of them, thanks to the sharing of “best practices” ideas, everyone will benefit and, moreover, they will strengthen communication and support relationships between members of different teams of the company.
10. Encourage participation
There are many projects in companies that many do not have the opportunity or courage to participate. Set a time in your agenda and explain some details to the team members regarding projects that they could become a part of, what benefits they would bring both to the team and the company, and encourage them to enroll in projects where they can contribute.
As you know, the main reason why employees leave companies is a mismatch between their values and the values that lead managers.
Wouldn’t you like to be among the few managers who do not produce such changes in the lives of the team members? And if they would still leave, wouldn’t you like to be remembered as “the best manager ever”?
Have you ever used certain techniques to motivate your employees? Did they work? And if they didn’t what do you think you did wrong? Don’t forget to share your opinions with the rest of our readers.