What can a manager do to increase the likelihood that his employees will exert a high level of effort?

Answer 1

There are several ways develop and motivate your employees. Motivation begins with respect for one another. It is not important that employees like each other but it is critically important that they respect one another. It is the manager's responsibility to foster mutual respect and this is never successfully accomplished unless management walks the walk and talks the talk. Managers must live it.

As a manager, you are often called upon to make unpopular decisions. Staffing issues, salary increases, annual bonuses, performance evaluations, and delegation of work assignments, to name just a few, can not and, in fact, should not be based upon personalities and friendly distractions. Personal likes and dislikes can never drive a company in the right direction. Rather it often distracts from the job at hand.

All decisions a manager makes will either positively or negatively affect corporate morale. Poor morale is the surest indicator of poor motivation. Positive and negative morale will ultimately impact the operation of the company.

- Have a truly open door' policy. Let your employees know that you are available to discuss any issues they may be having in the performance of their job;

- Actively listen when your employees come to discuss a particular issue. Managers must listen to their employees' concerns and deal with them fairly and and objectively;

- Employees are more willing to succeed when they know that they are respected for their contribution to the company;

- There will be times when you will not be able to accommodate an employee's request. Be candid and respectful with your employee. They may not like your response but they will appreciate your honesty;

- Never demand that your employees do things you yourself would not be willing to do;

- Step in when needed but step back as often as possible, allowing employees to solve problems themselves. This creates an atmosphere of inclusion. Employees need to know that they will be allowed to be proactive in the performance of their job;

- Occasionally take the entire department out to lunch (on your dime). It is often easier to talk when the inevitable office distractions are out of the way. You employees will get to know you as a real person, not just as their boss;

- Admit your limitations; No one is omniscient and employees need to know that;

- Have occasional department meetings. Ask for suggestions on how the job can be better, more effectively performed. Employees who are actually doing a specific job are often

II)

Find out what motivates each employee.

A common mistake made by many managers is the automatic assumption that all that is needed to motivate employees is money. While this may true in many cases, it certainly isn't true for all. Some employees might simply need more personal recognition or to feel as if they are making a valuable contribution. Others might be interested in having their opinion heard, may want to have more input in the way things are being done, or might be motivated by getting a promotion. While others still might simply be motivated by the promise of more time off to spend with their families.

If your goal is to motivate certain employees it is important to know exactly what their priorities are and what they would be willing to worker harder for.

Ask for their ideas.

Another common mistake made by many bosses and managers is the belief that the way things are currently being done is the only way. It can be very frustrating to an employee if they know of a quicker or more efficient way of doing their job, but simply aren't allowed to because of current restrictions. Check in with your employees once in awhile and ask for their input. It can be in a one-on-one meeting, a group lunch or even by a general questionnaire asking for their opinion on any improvements they believe can be made.

Most employees will feel more motivated simply by knowing that their opinion counts and that they are having some kind of input. While all their ideas might not be feasible, you might be surprised at how many could actually save the company time and money as well as naturally motivate the employee to do whatever they can to make the new plan work.

Give Recognition When and Where It Is Due

In many instances recognition is just as important as financial rewards to an employee who probably spends more hours of their life at their job than in their own home.

It can be something as simple as mentioning to the employee how much you appreciated a job well done, an announcement in the company newsletter praising an employee or department, a special lunch out or celebration for the group that accomplished a particular goal, or even a letter of commendation in an employee's work file. Sometimes a little praise and recognition is all an employee will need to want to do an even better job in the future.

Cash Bonus or Extra Time Off

Contests and competitions can also help to motivate your employees. Depending on the nature of your business see if you can start monthly competitions. For example, whoever answers the most phone calls or brings in the most new clients will receive an extra few hundred dollars in their paycheck or a free weeks vacation. As long as it doesn't cause any problems by getting cut throat, this can be another fun way to get your employees excited about producing again.

From

Amit Shrivastava

MBA(HRM), MBA(TQM)

Bhopal

Answer 2

Set incentives for reaching specific production limits, that would motive me to work harder.