أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
As leader you should say let’s do this, let's try that... you don't act as regular routine mangers who says " go do this or Go do that".
you should respect their mind, their skills as well their brains...
Think the other way round and give them roles which they would be interested in doing. It will be more productive.
- Clear Communication
- Motivation
- Either a bad manager or a bad team
No Employee works the way the Employer wants them to do. Lets us ask a question ourselves, how many times have we done. When you give them a task, the mantallitity they have in their mind is that they are our managers/boss they just can give order. We know how can this job be better done.
I have a siggestion if you wish totry, when you are about to assign a task, let your whole team know and present the task in such a way that is is only possible for someone with special skills and not that every can do. You will see that out of10 people7 will come forward, assign them and alet the remaining3 assist them. I try that way with my team and it has worked90%, backfired5% and a normal loss would be at5%.
If you force on them they will not do, if you involve them and take them in confidence they will do what is good for the company and good for them.
If the objectives are not clear to employees, they will stay confuse and always try to find a way out. You need to study the project again and carefully, define what are your aims, objectives and how to deliver those aims to accomplish the objectives.
Your every objective should have clear path ( what to do). This path should include, if possible clear picture of objective, timeline, cost, task allocation etc.
it's a sign you must rethink you management strategy. restructure team, reasign responsibilities, redifine tasks.
sad thing is that now a days people forgot the meaning of ''team work'' in workplace ... now days bosses orders , they want things to be done but not willing to work with team. No body like to be ordered or boss around, because some employees can feel this offensive and will feel like they are slaves. if you want things done quickly and in timely manner i suggest keep the team together and work with them instead of ordering them and bossing them around for everything.
How To Motivate Employees
Persuasion is both an art and a science. There are many books on the market that explain how to use it to get what you want. After reading several of them, I’ve found that persuading someone to do what you want them to do boils down to the following5 things:
WIIFM; What’s In it for me?
How to motivate employees by showing them what they get out of it
When trying to persuade someone to achieve a particular result, you must talk about what’s in it for them. For anyone to agree to do something for you, they must get something out of it.
For example, if you’re trying to persuade your employees to work together more as a team instead of carrying the “everyman for himself “attitude, you can say the following: “If we quit worrying about our own work and help each other out, we can work together more as a team which means that we can service the customer better which will lead to more referrals, and we all know that we close90 –100% of our referrals. These referrals will increase sales which will lead to a larger raise for all of us.
Focus On Them
How to motivate employees by making them the center of attention
Rare people go the extra mile for people they don’t like. Usually, we mere mortals decide to put forth the extra effort on a project or task only because we like the person overseeing it. Getting an employee to like you is one of the secrets to persuading them to do what you want them to do, whether that’s to show up for work on time or increase their productivity. How do you get someone to like you?
I can write an entire book on this subject, but it boils down to only one thing; focus on them. Sincerely ask them about their kids, pets, hobbies, vacations, hopes and dreams. Many times, people only enjoy talking about one thing – themselves. If you want them to like you, that’s the subject you talk to them about.
Share the Vision
How to motivate employees by conveying the concept
The Bible says in Proverbs: “Where there’s no vision, the people perish.” This means that if a person doesn’t see the big picture, they may begin to falter. People need the star of Bethlehem – those signs to guide them on their way. Employees are no different. When they’re not continually reminded of why they’re doing something, they begin to lose steam.
For example, if you own an answering service and your company’s mission is to impress the customer but your employees are too busy to answer the phone, you’re not fulfilling your mission. You must restructure your entire company to accommodate this undertaking.
The next step is to share this concept with your staff several times a month in various different forms: at meetings, on a banner that you hang front and center, and on your stationery that you fax them memos on. This mental image should permeate their very existence every where they turn.
Pay Plans
How to motivate employees through wages
Compensation with built-in pain inflictors and rewards are one of the most untapped resources to get your employees to do what you want them to do. For example; if the top2 weaknesses of your employees are tardiness and low quality of work, you can tailor their wages to virtually eliminate these problems. Here’s how:
Create what’s called an “availability bonus; if the maximum rate you can pay your employees is $12/hour, structure your pay plan for them to receive an $11/hour rate and a $1/hour availability bonus. Any time they’re late; they lose this $1/hour availability bonus for the entire pay period.
Develop a quality bonus to eliminate the low quality of work weakness. As long as they get zero complaints on their quality of work, they’ll receive $100 every quarter.
You would be amazed at how these pain-inflictors and rewards added into their pay do a fantastic job to persuade them to adhere to a desired behavior.
Back Door Them
How to motivate employees through inventing small stages of advancement
Most employees lack the confidence it takes to step up to the plate and take on more responsibility. Some of them actually believe that they lack the talent and ability to elevate themselves beyond the level at which they’re at. This is where you come in.
Just as most NFL football players need their coaches to root them on and tell them they’re doing a great job, your employees need this also. They need you to instill in them the confidence it takes to overcome their fear of failure. One of the easiest ways to do this is to back door them.
For each position you have, create tiny levels of advancement. For example; if you need to hire an office manager and one of your current employees has what it takes to do the job but is fearful of stepping forward, let them take on one small task at a time. Start them out by scheduling the work. After they feel comfortable doing that, add calling the customers. When they mastered that, add getting the employees out the door and so on and so on. Pretty soon, they’re performing the entire job without the promotion or the pay. Then you ask them to become your office manager.
Hmm, thinking about it.......But why should they do what the boss want them to do? If they will agree that the boss is a genius, a person with exceptional intellectual ability and creativity. Only then they will do what the boss want them to do. In case other wise they will try to be better then the boss, trying to be a genius, infront of boss or boss/es of boss.
I am thinking that not in almost but it happens when being bad management in place not necessarily your way of management but sometimes top management so, the successful management means successful business even though the employee not agreed or listen to your order .
