Management Made Easy: 5 Simple Methods to Motivate Your Employees

A Person Who Feels Appreciated Will Always Do More Than What Is Expected.

“Management is nothing more than motivating other people.”--Lee Iacocca

As a manager, one of the most difficult parts of your job may be motivating your employees. If you’re looking to get your employees to do what you need when you need it in the manner you want, it’s to your advantage to learn how to effectively lead others. Part of that involves knowing what makes people tick, and what practices are successful and which are not. Does your management style include motivational techniques that actually work?

5 Secrets to Get Employees to Do What You Want

1. Get to know your employees, their individual personalities, and their work styles. There are general rules about what works when it comes to managing employees, but you will find you may need to work with different people in different ways. If you want to manage employees successfully, you should take the time to become familiar with each of them and how they work. From there, you will know what makes them tick and therefore what is the best way to spur them to action. Being intuitive can also prevent you from utilizing harmful management techniques that will actually hinder progress and damage the working relationship with that particular employee.

2. Assign them a task and leave them alone. Once again, this depends on the particular employee and their individual work style, but most employees do not want to be micro-managed. Did you know that micro-managing your employees can actually decrease their confidence and ability to work independently? When you need a task completed, assign it to them with full details and expectations, provide a due date, invite them to ask questions as needed, and then leave them alone until the requested completion date. By doing this, you will quickly observe which employees are independent workers, but you will also give your employees space to learn and grow without breaking down their confidence. You may find that this tactic does not work for certain employees, and you can work with them to come up with a better strategy for future use.

3. Appreciate the work they do, their unique talents, and their effort. Do you enjoy feeling disrespected; taken for granted; used and abused; as if your contribution is not recognized? No one likes to feel like that. In fact, feeling degraded, dejected, or discouraged at work can actually lead to inferior work performance. The top reason that employees leave an employer is due to poor experiences with a manager. Even if your employee leaves a lot to be desired when it comes to their work, show appreciation for what they do right, what they’re naturally good at, and the ways they try to please you. Avoid the temptation to criticize or nitpick. Rather, focus on the positive and demonstrate that you notice what they are doing right. They will be more likely to accept guidance or correction if you make them feel secure and appreciated. They may also be more likely to go above and beyond in their attempts to please you. When you do need to redirect them or provide constructive criticism during a performance review, they will know you are fair and not attempting to personally attack them.

4. Set an example by following your own rules. Want people to listen to what you have to say? Don’t be a hypocrite. Instead, lead by example. Employees appreciate and respect a manager who follows the rules, even though he/she is in a position of higher power. If you expect all employees to arrive to work on time or to only take the allotted time for lunch, gain their respect and obedience by doing the same. It’s hard for them to argue about or overlook the rules when you follow them.

5. Get your hands dirty, especially when you ask more of your employees. Never ask an employee to do something you would not do yourself. It can be all too easy for managers to bark out orders, but not lend a hand. Particularly if there is a deadline or you are asking employees to work additional hours, make sure you are there and taking part in getting the task done. Employees will notice if you are sharing the burden, and your participation will help to build respect and minimize bitterness.

Effective management of employees often boils down to treating employees with the respect they deserve and empowering them to do their best. Remember that you were once in their position, and try to recall what made you more likely to listen to one of your managers.

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