How Much Can You Manage Employees?
You job description states you need to manage employees….yet how much can you actually manage? To lead effectively, you will need to focus your attention on what you can actually do. So I ask…what performance or behavior can you manage with your employees.
Management and motivation are used together…a strong manager motivates the performance of an employee.
What is the meaning of motivation? (Merriam-Webster): 1 a : the act or process of motivating b : the condition of being motivated 2 : a motivating force, stimulus, or influence (as a drive or incentive).
Can a manager motive the employee to perform? No and Yes!
Motivation resides within the employee. When managing your employees you can provide a work environment that is conducive to supporting the employee’s own desire to motivate themselves.
- There are employees who are only motivated to do just what is needed and not a drop more. No matter what you do to provide an environment that encourages them to do more, they have set the standards they are willing to extend their energy.
- Other employees seem to be so highly motivated, that even if you short change them with attention and direction, they thrive and move forward. Of course, you want this type of employee.
- If your team is not performing at a level you need, then in managing employees, you job is to set higher standards to meet the business demands. The employee will still decide if they will elevate their performance to meet the new standards.
Do you find yourself frustrated because you try your best and yet the employees are not responding in a positive manner.
There is a balance between what you can offer and what the employee needs to add to the mix for the success of the department.
Companies have different cultures and that impacts the manager’s ability to create a strong working environment. Even within the most challenging companies, try your best to ask the right questions.
Just keep it simple and do the basics. Your will quickly discern the employee(s) who will not motivate themselves to higher performance levels.
- Speak to the employee’s strengths – you tap quickly into an employee’s motivation levels. If you don’t know them, ask them.
- Be aware of your own strengths and use them regularly – this allows you to use those strengths to find the necessary solutions you need to work with employees.
- Listen to your employees…find out what is important to them. If you can provide a solution for them, then you will tap into their desire to perform. If you can’t, be honest and work with them to find alternative solutions.
- Provide clear standards and expectations on the level of performance. Follow up regularly to insure that employees are performing at the expected levels.
- Find time to recognize employee’s contributions…this is the easiest way to enhance an employee’s motivation levels.
- Be clear with employees that they are responsible for their own levels of motivation. You will do your best to provide a respectful working environment for them, and you ask them to take responsibility for their own performance within that environment.
Final Thoughts
You focus is to create the best working environment you can…pay fairly, provide challenging work and support employees in their own development. Be clear about the standards that are needed to maintain a high level of performance. Communicate to your employees that they have a responsibility for their own motivation levels.
Question????
What do you find most frustrating in managing employees? Go to the comment section at the end of the post and share your thoughts.
Next Topic
Can I Do What I Do Best…Every Day?
Pat
Book Recommendation
Now, Discover Your Strengths by Marcus Buckingham and Donald O. Clifton.
You can take the Gallup poll to discover your top 5 strengths. The authors believe that you can tap into an employee’s motivation by working with their strengths…as well as your own. Take the online test and find out your top 5 strengths.
Other Topics
Help Your Employees Build Their ‘Confidence Muscles’
How To Handle An Employee With An ‘Attitude’
Asking the Right Questions
