How a manager could effectively motivate his or her subordinates for better work behavior and performance?
Answers:
Often times managers make the mistake of thinking that everyone is motivated the same way. One thing I like to do is whenever I get a new employee, I usually ask them what motivates them. Some like internal motivation, motivation from their co-workers, from their boss...so it really depends on the employee. Some general motivation that I usually like to provide for all is a simple thank you, a note that lets them know how much I appreciate them, giving them a special project to lead, and money is always a welcomed motivation. But honestly, your employees know what's their true motivation, so don't be afraid to ask them.
the only way to motivate people is to gove them small responsability . in this way you can praise their success or you can explain them their mistakes. you need to get them involved.
Compliment your workers: They thrive off the stuff and when given efficiency increases.
Have a worker competition: Worker of the week or month with a small reward will increase willingness and efficiency.
I'm not a manager, I'm actually 17 but i hope this helps.
Praise them to success. Instead of getting after them repeatedly, put up a little note on the employee notice board telling everyone how great your people are. Try to find something about everyone to praise, or there will be jealousy issues.
You will still have to get after people occasionally, but try to keep it down to once a week.
You can setup an employee of the month program and give rewards like we give a paid day off. But you can think of other things that would be relavant to your field of work. Another good way is to ask them what they think woul dmotivate them. Asking employees for their input motivates them by itself but also shows the employees that they are valued!
"Please" & "Thank you" definately go a long way to begin with. Profit sharing based on achievable goals goes even further. You would be surprised.
I'm not a manager but I recently left a job because of a bad manager. He and my other coworkers seemed upset by this and I really wish I could have been honest with them as to why I left so they could manage future employees better.
The reason was that my manager paid very little attention to me. He never trained me on anything and when I had questions, it was very difficult to get ahold of him. I know that he was busy and I realize that sometimes it is best to figure out things on your own but in my eyes, his negligence was a huge opportunity cost for me and I eventually took another job where training and manager attention were guaranteed.
In the end, I understand that it is hard to teach people and it is even harder to make time to teach them but I guess that managing people is kind of like parenting in that a little time goes a long way. If your employees feel like you care about their development and you make time for them, that will motivate them more than anything else. Your employees will also be more skilled if you take the time to train them and they will be more confident because they know that they are doing things correctly. Good luck!
offer INCENTIVES!! works every time... the better the offering the bettr the work performance
I agree with Yo, if you think one thing will make everyone happy, your not only dilussional, you probably shouldn't be a Manager.
Start posting a meeting with all your employee's, 1 on 1, and ask them what motivates them personally. That alone will show your employees you are a worthy manager and may boost production immediately. Listen to thier answers, write them down, take notes. Then you can make decisions based on your position rather than depend on strangers from the internet. A group meeting will result in a group answer.
first of all, they have to know who's the boss. and like any great leader, the boss knows the material and knows how to delegate tasks in a professional and noncondescending way. other traits include being a great listener and making time to listen to both problems and solutions from any employee and responding accordlingly. compliments and incentives always work, but compliments and recognition more so...
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