Jordans 2010 7 Practical Ways Managers Can Motivat

325sufdhu

If employees in your organization seem a little demotivated lately it is no wonder. Between budget cuts, salary cuts, and hiring freezes employees everywhere are feeling pressured to "work miracles". In addition, if they are still employed it is most likely that someone close to them is not so lucky. Employees are feeling pressure from all around them, not just from work. Managers have an opportunity to motivate and energize their employees.
1. Embrace change
Change is happening. It will continue to happen. It can be exhilarating and exciting or it can be tedious and frustrating. It is your choice. You can choose to fight it, not understand it, or disagree with it and you can expect your team to do the same. Instead, become an ambassador of change. Think of the old adage, "if you can't beat them, join them". Fighting change helps no one. If you do not understand the changes going on around you make it your responsibility to bring clarity to you and the team. Come with a sense of curiousity, learn about it,[link widoczny dla zalogowanych], don't pass judgment, and help your employees learn along with you. Exhibit a willingness to understand and embrace it.
3. Keep emotions in check
No matter how stressed you may feel,[link widoczny dla zalogowanych], acting on it by lashing out at an employee is a lose-lose-lose situation. You lose the respect of the employee and will most likely make them angry and possibly embarrased. You damage your relationship with anyone who was within ear shot of your tirade. Employees will start tip-toeing around you and potentially put blame on others to avoid your rath. You lose personally by increasing adverse physiological responses (increased heart rate, elevated blood pressure, etc.) in your body. When you are angry, frustrated, or disappointed with a situation or an employee do not act immediately on the emotions. Take pause. Breath. Use Covey's model and ask yourself, "what is the end result I want to acheive by addressing this with the employee?" Usually the answer is not "to yell at them and show them how upset I am". Use this pause as an opportunity to formulate your thoughts and to be constructive and supportive in how you address the situation. It can be energizing for someone to realize that their boss care enough about them to not get angry but rather help them understand how to fix the situation and not make the same mistake twice.
2. Listen fully
Even the seemingly most insignificant of conversations can support your effort to motivate and energize. Do not take "hallway conversations" lightly. Give your employees your complete attention. This includes resisting the temptation to interrupt, turning away to check an email, or answering your phone while they are talking. Show the employee that you have listened fully by reflecting on what you have heard by putting it into meaningful context,[link widoczny dla zalogowanych], asking questions to not create assumptions, and paraphrase back what you think you have heard.
Here are seven simple ideas that can be put into practice immediately. Keep in mind that there is one key overriding assumption. Your employees are a direct reflection of you. How you "show up" at work: your actions, attitude, and behavior will directly impact the motivation and energy of your team. When the team is exhibiting signs of being stressed out, rushed, anxious, down, angry, or confused they are only reflecting what they see in you and other managers in the organization. Motivating and energizing your employees means you need to be motivated and energized.
4. Put the bully at bay
This takes "keep emotions in check" one big step farther. Be a boss who gets things done by leading not beating. A research study conducted by Zogby International in 2007 found that 37% of workers have been bullied at some point and most bullies are bosses (72%). In 2003 the Workplace Bullying Institute did a study that identified the top 25 tactics used by bullies. Here are the top ten of those twenty-five: 1) falsely accused someone of "errors" not actually made, 2) stared, glared, was nonverbally intimidating and