Content
How to motivate employees
02.07.2024 18:22
Every entrepreneur wants his business to develop, scale and bring the desired results.
In order for work to be effective and successful, it is important to build the right interaction with your employees.
It is the team's attitude and organization that is one of the key factors that an entrepreneur will be able to bring his plans to fruition. However, low employee motivation is a common problem that managers face.
How to properly motivate employees, and what definitely should not be done, was told by Evgeniya Galyaeva , a business practitioner in strategic development, creating effective teams of top managers and increasing company profits. Founder of Galyaeva Gengroup. Author of the transformation program "General Cleaning of Business".
"Help me create a motivation system that will make all my employees work, solve problems within the business, and allow me to get out of the operational system" - this is the most common request that managers make.
Managers complain that employees are not interested in what they do, do not take initiative, are not willing to take responsibility, and do not persist when faced with obstacles in completing tasks.
And it seems to entrepreneurs that in order to “cure” all these syndromes, it is enough to develop an effective system of monetary motivation, and thanks to this, the entire team will begin to work engagedly and productively.
Give employees the opportunity to take their own actions and make their own decisions
In fact, the first thing you need to do is look at yourself. What kind of leader are you? Perhaps you are the very hero who stands guard over all problems and is ready to solve any difficulties, to give ready-made options for action.
Before you start looking for proactive employees and motivating them, look at how you behave with your subordinates. If a person comes to you with a question, and you, without listening to the end, immediately give a ready-made answer, then do not be surprised that soon they will not be able to do without you even in small tasks.
Employees perceive such a manager as a mom or dad for everyone, who always knows what to do and will always come to the rescue.
With such a model of behavior, you simply do not leave your subordinates any opportunity to prove themselves. Moreover, when an employee does something, he usually makes a mistake for the first time. And at that moment, instead of saying "everything is fine, try again", the employee hears - "you can't do it, I'll do it myself". This is where irresponsibility, lack of initiative and low motivation appear.
Try to replace your desire to immediately help, suggest, give a ready-made solution with the question: “Tell me what you think about this, what solution do you see?”
Gradually, if you do not “slide” into your usual behavior pattern, you will notice how the eyes of your employees light up, the gears start turning, and efficiency and motivation for work increase.
Learn to notice and name the results of your subordinates' work
The second important point is what you, as a manager, pay more attention to and spend your emotions on. If you are unable to notice the successes (even small ones) of your employees, and constantly scold them for mistakes, do not be surprised that your company will be full of lazy people. No one wants to look stupid, it is easier to take the position of lazy.
There is a tool that has enormous value and almost magical power - it is confirmation.
Managers often confuse acknowledgement with praise, but there is a huge difference between them. Praise is close to a compliment and flattery, you want it more and more, employees gradually “put on crowns” and begin to consider themselves indispensable if the manager uses too much praise. To acknowledge is something completely different!
Confirming means paying attention, seeing and simply naming what the employee has already done. For example, instead of “well done” or “you’re the best,” you can say “I see that you closed the quarterly report on time”/ “I see that your monthly indicators have grown, keep going”/ “I see that the truck has already been loaded and is leaving.”
An employee is first and foremost a person, and only secondarily a specialist. It is extremely important for him to feel and hear that his work is noticed, that the manager sees his results, that he is not a nobody or a “whipping boy”.
The most significant changes in the growth of motivation of each individual employee and the team as a whole occur when the manager begins to pay attention to what is done correctly and speak out loud about it. The employee whose results are noticed begins to do even more of these results. This is the basis for the growth of motivation.
Achieve the completion of the assigned task
Also, any manager must realize and understand well that the monetary motivation system has only 5% influence on the result he wants to achieve.
The remaining 95% depends solely on how the manager himself worked: on his authority, intentions, ability to make the right decisions and bring these decisions to results.
If the motivation system worked on its own, then managers would not be needed at all! This means that you must first ensure that the work is done at the proper level, and only then, as confirmation, award a specific bonus for a specific volume of results based on KPI. This will allow the employee to feel a victory and do even more.
Give your colleagues the opportunity to perform actions at the speed they are capable of. Don’t take on everything for them. Guide, don’t help. And be sure to acknowledge their results.
This way, employees will become more independent and interested in their work, and you, as a manager, will have more time to solve strategic, large-scale tasks.
Previously, we talked about several habits that are bad for your teeth .
