The Management Blog
Tips & advice to help you improve your performance
Praise and recognition have often been stated as a key motivational practice for many people.
Why? Because being recognised for doing a good job strokes our ego, builds on our self-esteem, creates goodwill between the two people, develops self-worth and makes our self-confidence do a lap of honour.
On some of our courses, we often ask managers ‘How many of you have got people in your team who have the potential to produce better work than they are showing at the moment?’
Normally, every hand goes up.
The degree to which a person is ‘engaged’ with their work can make a massive difference to the morale, productivity and atmosphere of your department.
Kevin Kruse says that employee engagement does not mean employee happiness, or employee satisfaction.
As a manager, you probably know that motivating your team can go a long way in helping them achieve goals faster and better.
However, when was the last time you made an effort to do so?
Motivating employees is a large part of the manager’s role.
It is a proven fact that individuals perform smarter and better when they are empowered, provided with clear objectives and rewards for achieving them.
What is the one thing a manager can do at the workplace to promote the best experience for all of the employees?
The answer may surprise you.
Motivation is required for employees to work at their best levels.
How do you really know though if your staff members are motivated or not?
While there’s a ton of advice on how managers need to motivate their teams, not a lot of people are discussing ways on how managers can enhance their own self-motivation.
Although you may be great at delegating assignments, how do you stay on top of your own responsibilities and not fall behind?
