A quick look at the labor market can fuel concerns about jobs and the position held by each in its organization: business closures, factories or mills trips to emerging markets, mergers, economic slowdown, endemic job creation, part-time or limited-term contract.
To these elements the manager or supervisor has no control, is amplified workload, being asked to do more, but with the same resources or with fewer resources. Management sets expectations results at high levels, which results in putting more pressure on the manager and his team.
However, to successfully meet the targets, the manager must rely on the use of the skills of its human resources. In this turbulent environment that often seems chaotic, the manager or supervisor must manage people who also live in insecurity that affects their motivation to work.
To these elements the manager or supervisor has no control, is amplified workload, being asked to do more, but with the same resources or with fewer resources. Management sets expectations results at high levels, which results in putting more pressure on the manager and his team.
However, to successfully meet the targets, the manager must rely on the use of the skills of its human resources. In this turbulent environment that often seems chaotic, the manager or supervisor must manage people who also live in insecurity that affects their motivation to work.
Definition of employee motivation
In terms stripped of all theoretical subtleties, we can argue that the heart of motivation is to provide individuals what they really want to get the most of their work. Over the manager will be able and competent to meet the expectations of its employees, the more it will be able to get in return an increase in productivity, quality of work and improving the service to be rendered to customers.
Pitfalls to employee motivation
Organizations can hinder the development of employee motivation by the provision of work equipment obsolete, inadequate work environment, the lack of managers monopolized by adding responsibilities away from employees. Feedback from the employees can also slow if not undermine motivation. Think what you may hear, "It's not in my job description. "" Our bosses have no idea what we do, "" Another change that will change nothing. "Such attitudes camouflage concerns or needs that are not clarified and discussed.
The benefits of employee motivation
The manager makes work easier when individual expectations of its people are met. Barriers or concerns that obstructed job performance are overcome because individuals can now deploy their skills and expertise to their team. Motivated employees are willing to achieve the objectives of the team, to act in collaboration; to believe that they have the ability to change things; strengthen their self-esteem.
How to develop employee motivation?
The manager or supervisor must give time for reflection to identify what the needs of the team members and how to respond to group motivated individuals to meet the objectives. It must be remembered that each person in the team has different needs and this complicates his management. It is through performance interviews, surveys by working climate, through informal conversations that the manager comes to identifying elements that motivate team members.
Such as
opportunities to develop their skills?
of gesture recognition for a job well done?
greater participation in decision making?
more rewarding tasks?
greater availability of their supervisor?
flexible working hours for work / life balance?
The first thing to do
Being a manager or supervisor is not an easy task, but learning to be a manager who sets up the conditions for staff are motivated to achieve the goals it has consequences is estimated members of his team and he is envied by his colleagues.
Instead of dictating, the manager or supervisor who manages starts to listen and observe his world. After that, it will be easier and more rewarding to find answers to the employee expectations. This is a first carrier wave of success.
In terms stripped of all theoretical subtleties, we can argue that the heart of motivation is to provide individuals what they really want to get the most of their work. Over the manager will be able and competent to meet the expectations of its employees, the more it will be able to get in return an increase in productivity, quality of work and improving the service to be rendered to customers.
Pitfalls to employee motivation
Organizations can hinder the development of employee motivation by the provision of work equipment obsolete, inadequate work environment, the lack of managers monopolized by adding responsibilities away from employees. Feedback from the employees can also slow if not undermine motivation. Think what you may hear, "It's not in my job description. "" Our bosses have no idea what we do, "" Another change that will change nothing. "Such attitudes camouflage concerns or needs that are not clarified and discussed.
The benefits of employee motivation
The manager makes work easier when individual expectations of its people are met. Barriers or concerns that obstructed job performance are overcome because individuals can now deploy their skills and expertise to their team. Motivated employees are willing to achieve the objectives of the team, to act in collaboration; to believe that they have the ability to change things; strengthen their self-esteem.
How to develop employee motivation?
The manager or supervisor must give time for reflection to identify what the needs of the team members and how to respond to group motivated individuals to meet the objectives. It must be remembered that each person in the team has different needs and this complicates his management. It is through performance interviews, surveys by working climate, through informal conversations that the manager comes to identifying elements that motivate team members.
Such as
opportunities to develop their skills?
of gesture recognition for a job well done?
greater participation in decision making?
more rewarding tasks?
greater availability of their supervisor?
flexible working hours for work / life balance?
The first thing to do
Being a manager or supervisor is not an easy task, but learning to be a manager who sets up the conditions for staff are motivated to achieve the goals it has consequences is estimated members of his team and he is envied by his colleagues.
Instead of dictating, the manager or supervisor who manages starts to listen and observe his world. After that, it will be easier and more rewarding to find answers to the employee expectations. This is a first carrier wave of success.
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