Most managers agree that the employee (s) are the most important asset of the organization. The challenge for all directors, however, is whether their behavior and attitudes of their team reflects this belief.
Indeed, the employee (s) should be treated as assets and not as a cost. Active help generate revenues and profits and are reviewed and receive a continuous investment program. The costs, on the other hand, reduce profits and must therefore be kept to a minimum. Believing that people are active, it is important to take care of them and invest in them.
Indeed, the employee (s) should be treated as assets and not as a cost. Active help generate revenues and profits and are reviewed and receive a continuous investment program. The costs, on the other hand, reduce profits and must therefore be kept to a minimum. Believing that people are active, it is important to take care of them and invest in them.
One way to invest in your employees (s) is to provide opportunities for training and development to help them expand their skills and behaviors so they can further contribute to the success of a team.
Leaders need to think carefully about the personal level of support they offer to their employees (s). They must question by asking questions such as:
• Am I sufficiently available to my employee (s) that they talk to me, ask me for advice and encouragement?
• Do I really an open policy where I salute the people or do I rather banal policy?
• Am I easily accessible to give staff the support they need, when they need it?
The importance of an open policy
Be available and have a real open policy is an important thing, but is it always work? The problem could create a burden for an entrepreneur constantly "available". On the other hand, some employee (s) may be reluctant to ask the chef and disturb him with a question they are trivial.
Therefore, managers should make themselves more accessible to people in their team and make the effort to go where his team present. Leaders need to visit different parts of the organization, meet the people, not just the privileged few take the time to find out how people are, how they feel and offer words of encouragement and advice. The directors should never underestimate the importance of motivating personal visits and must ensure that each employee (e) knows its importance and contribution to the organization.
How to motivate employee (s) effectively
Over the head includes people within his team more motivation in the latter becomes more important. To connect with people and treat them as individuals can have a significant effect on their performance and behavior. To motivate effectively, it is necessary to find what people want from their work through a good listener. Anything that motivates primarily affects the rewards, recognition, challenging work and being part of a motivated team.
Some people find it essential to be openly recognized by their leader. For others, they simply need to know that the head is here and ready to help and support them if things get complicated. Whichever way leaders offer their support, their goal should be to provide a positive sign to promote a culture of mutual support within the team.
Show your support
Focus on the support. Leaders should try to avoid giving too much orders and to avoid creating a relationship of subordination. Managers need to encourage their team to resolve by themselves the problems, but make it clear that they still have the support of their manager. They should accentuate the positive and encourage people to think about what can or should be done rather than what can not or should not be done.
Leaders need to understand that their team has nothing to fear. Indeed; Fear causes a person to behave passively, hiding mistakes, blaming others and discourage so all team members. It is important to rely on the increased levels of motivation and self-esteem felt by those who have successfully completed tasks and projects through their own initiative rather than give instructions.
When things do not go as planned, and this often, leaders should openly support those affected. They must have the courage to stand up for each person in their team, to support them when they make mistakes and show genuine loyalty to them.
Leaders need to think carefully about the personal level of support they offer to their employees (s). They must question by asking questions such as:
• Am I sufficiently available to my employee (s) that they talk to me, ask me for advice and encouragement?
• Do I really an open policy where I salute the people or do I rather banal policy?
• Am I easily accessible to give staff the support they need, when they need it?
The importance of an open policy
Be available and have a real open policy is an important thing, but is it always work? The problem could create a burden for an entrepreneur constantly "available". On the other hand, some employee (s) may be reluctant to ask the chef and disturb him with a question they are trivial.
Therefore, managers should make themselves more accessible to people in their team and make the effort to go where his team present. Leaders need to visit different parts of the organization, meet the people, not just the privileged few take the time to find out how people are, how they feel and offer words of encouragement and advice. The directors should never underestimate the importance of motivating personal visits and must ensure that each employee (e) knows its importance and contribution to the organization.
How to motivate employee (s) effectively
Over the head includes people within his team more motivation in the latter becomes more important. To connect with people and treat them as individuals can have a significant effect on their performance and behavior. To motivate effectively, it is necessary to find what people want from their work through a good listener. Anything that motivates primarily affects the rewards, recognition, challenging work and being part of a motivated team.
Some people find it essential to be openly recognized by their leader. For others, they simply need to know that the head is here and ready to help and support them if things get complicated. Whichever way leaders offer their support, their goal should be to provide a positive sign to promote a culture of mutual support within the team.
Show your support
Focus on the support. Leaders should try to avoid giving too much orders and to avoid creating a relationship of subordination. Managers need to encourage their team to resolve by themselves the problems, but make it clear that they still have the support of their manager. They should accentuate the positive and encourage people to think about what can or should be done rather than what can not or should not be done.
Leaders need to understand that their team has nothing to fear. Indeed; Fear causes a person to behave passively, hiding mistakes, blaming others and discourage so all team members. It is important to rely on the increased levels of motivation and self-esteem felt by those who have successfully completed tasks and projects through their own initiative rather than give instructions.
When things do not go as planned, and this often, leaders should openly support those affected. They must have the courage to stand up for each person in their team, to support them when they make mistakes and show genuine loyalty to them.
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