Motivating Employees _ Bringing Out the Best in Your People - Barry Silverstein [17]
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Encourage the person to talk to you. Be prepared to deal with anger or frustration. Some individuals have trouble describing what’s wrong. Listen actively, and don’t be judgmental.
Try to identify the issues that are causing the loss of motivation. Determine whether you can resolve them. Offer to help the employee in whatever way seems most appropriate. If the issue is personal, you might offer the option of a more flexible work schedule.
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Dos & Don’ts
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HOW TO DEAL WITH MOTIVATION ISSUES
If you handle the motivation issue promptly, you may be able to stall the slide or even turn it around—and save yourself from losing a valuable employee.
Do stay alert for signs of declining motivation.
Don’t wait to address an employee when you suspect a motivation problem.
Do encourage employees to speak freely with you about problems.
Do respond with compassion and objectivity.
Don’t be judgmental.
Do try to offer a flexible work schedule or other reduction in work place pressure if the issue is personal.
Do check in with the employee periodically if the problem can’t be immediately resolved.
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If the issue is work-related, you might be able to propose a solution. If you cannot offer an immediate resolution, promise the employee that you will get back to him or her. Set a deadline for doing so.
Following Up
Agree to follow up with the employee on the issue. Many times in a busy workplace, managers don’t take the time to do so. Yet this seemingly simple action is more important than you might imagine. The consistent, sincere interest of a manager can make a big difference in an employee’s attitude.
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“Management is nothing more than motivating other people.”
—Lee Iacocca, former CEO of Chrysler
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Check in with the employee periodically. Do everything you can to find a solution to the problem. If the issue ultimately cannot be resolved, you can honestly tell the person that you did all that you could. Then you should continue to be supportive and helpful.
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Dos & Don’ts
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INSPIRED MOTIVATION
Keeping motivation high among staff members is a matter of institutionalizing in your group the smart practices that have worked for good managers for years.
Do lead your team in celebrating every success, large and small.
Don’t ignore organizational problems—deal with them openly and honestly.
Do encourage employees to loosen up, have fun, and laugh.
Do maintain an open door policy.
Don’t use fear in an attempt to improve an employee’s performance.
Don’t promote intense competition among members of a work team.
Do try to resolve a conflict between two coworkers by helping them to find a common ground.
Don’t tell employees you can resolve an issue affecting their morale unless you are certain that you have the ability to do so.
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Reaching A Resolution
Once you have become aware of the issues that may be affecting an employee’s motivation for the worse, it is important to try to resolve them.
Many employees are looking for someone who will listen and empathize with them. It is important to let employees “vent” to you without judging or criticizing them. This requires a certain level of detachment on your part. Even if you do not agree with the employee’s perspective, you can do a lot of good just by listening.
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Red Flags
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BEHAVIOR TELLS A STORY
Unresolved motivational issues can negatively affect employees’ behavior. If you are alert for these warning signs, you won’t be taken unaware:
A change in attitude from cooperative to negative
Minimal effort on the part of an employee who once did more than was required
Silence and isolation from an employee who once interacted regularly with coworkers
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When you move from listening to finding a resolution, you need to understand what role you can play. If the problem is of a personal nature, you can go only so far. Your involvement must be limited to adjusting the employee’s job responsibilities.
With a job-related issue, you