We all have problems if we work in accordance with what we yearn for. For this reason the first step toward creating a motivated workforce should be a way to receive a motivated employee from itself. The trick according to Gerald Graham, Director of the School of Business Wichita State University, is to review the history and experiences.
Unfortunately for most managers, the workers they have is the forced labor. Thus, the way the next thing to do is find a way to accelerate the drive within themselves to success. Before trying this, managers must know the various behaviors that motivate them.
If the goal is known, managers can (1) provide to employees information they need to do a good job. This includes the overall goals and mission of the business, workers needed to be done by a special department, and specific work activities that require concentration on the job. Bob Nelson, Vice President of Development Research Center Blanchard and author of "1001 How to Provide Employee Benefits", saying that The Open Communication helps employees feel that they are in important decisions regarding the business and helps them to understand the underlying business initiatives.
He added that information should not be only in part before the end of the project or task, but also found in the middle and end. In other words, managers should (2) provide regular feedback opportunities. As Ken Blanchard author of the book "One Minute Manager", stressing, "The influence of feedback is the breakfast of champions".
Given the employees are the experts on his work, managers must (3) seek input from employees and involve them in decisions that affect their work. Atmosphere of open communication and sharing of two-way communication is more motivated, if it becomes an integral part of doing business. Therefore, companies must (4) to make easy communication channel used, so that employees can use it to express the questions / concerns them and get an answer. Direct telephone connection, suggestion boxes, small group forums, question and answer with the leaders and the "open door policy" is some way that can promote and encourage employees to speak frankly.
One of the most important goal of open communication for leaders is to (5) learn from the employees themselves what motivates them. Motivators from within each person is different, and the reward for a job well done should be standardized.
Saul Gellerman author of "Motivating Superior Performance" adding, "Show me a sense of glory to the individual by responding to the signs that they show about how they want to be treated and the type of work they want to do." Managers have to (6) learning what other activities are workers do when they have free time, and then creates an opportunity for them to do it in a more regular activity.
The best motivator is when the managers (7) personally congratulated the employees who do a good job. Provision should be made a special congratulations and timely .. One way to ensure the award is for the manager (8) maintain a continuous relationship with the person they are stressed. When the award on karywa unenforceable, the manager must (9) write a memo to them personally about their performance results. Because these texts are a real appreciation, as well as the impact of "feeling safe" was short-lived.
When the manager (10) reward employees for their good work in general. They would argue that achieving amazing karyawa has received positive attention from everyone. Given the group is a reality that is in the company, the efforts of the award must also be included in it.
Unfortunately for most managers, the workers they have is the forced labor. Thus, the way the next thing to do is find a way to accelerate the drive within themselves to success. Before trying this, managers must know the various behaviors that motivate them.
If the goal is known, managers can (1) provide to employees information they need to do a good job. This includes the overall goals and mission of the business, workers needed to be done by a special department, and specific work activities that require concentration on the job. Bob Nelson, Vice President of Development Research Center Blanchard and author of "1001 How to Provide Employee Benefits", saying that The Open Communication helps employees feel that they are in important decisions regarding the business and helps them to understand the underlying business initiatives.
He added that information should not be only in part before the end of the project or task, but also found in the middle and end. In other words, managers should (2) provide regular feedback opportunities. As Ken Blanchard author of the book "One Minute Manager", stressing, "The influence of feedback is the breakfast of champions".
Given the employees are the experts on his work, managers must (3) seek input from employees and involve them in decisions that affect their work. Atmosphere of open communication and sharing of two-way communication is more motivated, if it becomes an integral part of doing business. Therefore, companies must (4) to make easy communication channel used, so that employees can use it to express the questions / concerns them and get an answer. Direct telephone connection, suggestion boxes, small group forums, question and answer with the leaders and the "open door policy" is some way that can promote and encourage employees to speak frankly.
One of the most important goal of open communication for leaders is to (5) learn from the employees themselves what motivates them. Motivators from within each person is different, and the reward for a job well done should be standardized.
Saul Gellerman author of "Motivating Superior Performance" adding, "Show me a sense of glory to the individual by responding to the signs that they show about how they want to be treated and the type of work they want to do." Managers have to (6) learning what other activities are workers do when they have free time, and then creates an opportunity for them to do it in a more regular activity.
The best motivator is when the managers (7) personally congratulated the employees who do a good job. Provision should be made a special congratulations and timely .. One way to ensure the award is for the manager (8) maintain a continuous relationship with the person they are stressed. When the award on karywa unenforceable, the manager must (9) write a memo to them personally about their performance results. Because these texts are a real appreciation, as well as the impact of "feeling safe" was short-lived.
When the manager (10) reward employees for their good work in general. They would argue that achieving amazing karyawa has received positive attention from everyone. Given the group is a reality that is in the company, the efforts of the award must also be included in it.
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