Motivation MattersPosted: June 27, 2009
Being that my quasi-new magazine crush-du-jour is Entrepreneur, I happened to be eye strolling through some posts online, when I came across a feel-good, albeit spot-on post by David Javitch about the right way to motivate employees.
One of the key points relevant for workerbiatches: If you are a manager or employer, don’t assume that just because you have a smart employee that is highly self-motivated and is comfortable assuming more autonomous roles, you don’t need to be involved in nurturing and supporting that individual.
Javitch gives 10 tips to motivate (and since I can’t think of a way to better paraphrase his tips, I’m going to re-post them here):
- Praise the employee for a job well done–or even partially well done. (From an employee perspective, praise is always something we can afford to hear more of. It’s also especially important that this praise and thanks come from different stakeholders directly involved in your work and impacted by it and not just the boss.)
- If an employee is bored, involve that individual in a discussion about ways to create a more satisfying career path, including promotions based on concrete outcomes. (Eh, workerbiatch works too hard to condone this one. In fact, I like it so little I’m going to strike it out.)
- State your clear expectations for task accomplishment. (Paraphrase and/or regurgitate your manager or have them clearly state back to you what you just said often. Ask questions if you’re not entirely comfortable with direct route or follow via email with a, “This is what I understand the task-at-hand to be…” You’d be surprised how often miscommunications happen and can be the culprit for future tension.)
- Ensure that the job description involves a variety of tasks.
- Ensure that the employee sees that what she’s doing impacts the whole process or task that others will also be part of. (I’d also add that once said employee is at a certain level and assuming more responsibility, he/she should be owning more pieces.)
- Make sure that the employee feels that what he/she is doing is meaningful.
- Provide feedback along the way, pointing out both positive and negative aspects.
- Allow for an appropriate amount of autonomy for the employee based on previous and anticipated accomplishment. (This is especially apropos with regards to Millenials.)
- Increase the depth and breadth of what the employee is currently doing.
- Provide the employee with adequate opportunity to succeed.
As an aside, I feel pretty grateful to have a work environment at present that pretty much hits the mark on all of the motivational points Javitch addressed. Having worked in a lot of different environments, I realize, like true love, it’s a pretty rare thing and requires the same level of care and effort to sustain it and keep it healthy.
Read more: http://www.entrepreneur.com/humanresources/employeemanagementcolumnistdavidjavitch/article202352.html#ixzz0JeYt4RKC&C