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1. Consistent Values. In some organizations, employees observe that core values appear to be abandoned when the economy is poor. Leadership values seemed to apply in good times, but to dwindle or even disappear during stress. This organization, however, held tightly to its core values as the economy turned. Employees began to more fully appreciate those values as well when they saw what was happening in other companies during difficult times. Move up http://i.forbesimg.com t Move down Understanding Feedback: The 'GPS Direction' To Leadership Success Joseph Folkman Contributor In One Step: How to Ensure Leadership Development Works Jack Zenger Contributor What Can Increased Strengths Do For Your Career? Take The Test Joseph Folkman Contributor Pssst: Want To Know If You're About To Be Fired? Jack Zenger Contributor2. Long Term Focus. This company clearly saw the recession as a temporary problem, and maintained its focus on the longterm objectives. The recession had a significant impact on the longterm objectives, but it created new opportunities as well. Employees don’t mind going through difficult times when they believe there is a brighter future ahead.3. Local Leadership. company recognized that the major source of satisfaction or dissatisfaction came from what happen in each work group. Every manager and supervisor received a clear assessment of the satisfaction of their employees and was challenged to find opportunities to improve.4. Continuous Communication. People tend to communicate less during bad times, when in actuality, they need to communicate even more. This company increased its efforts to communicate and share important information. If there was no good news to share, they would share the reality of their current situation.5. Collaboration. Groups made significant improvements in their ability to share resources and work together. This reduced costs and increased efficiency.6. Opportunities for Development. Because the pace of work was slower, people had the opportunity to learn new skills and develop new capabilities. This organization took advantage of the slower time by challenging employees with “stretch” job assignments. They also increased formal training.7. Speed and Agility. With less budget, everyone saw the need to move quickly and take advantage of opportunities in the marketplace. Speed of decision was emphasized.
Job satisfaction is one of the most important factors in increasing the motivation of workers and thus increase productivity and of the most important factors of job satisfaction methods stimulus material and moral and create a stimulating work environment for employees
Manager should be a mentor for his team . The success of the team depends of the captain of the team how he or she motivates the team to drive efficiency and overall effectiveness
Following a fair way of recognising and reward should be introduced
Alining the KPI's of individual employees with the KPI's of business based on SMART objectives
S- Specific
M- Measurables
A- Acheivable
R- Realistic
T- Time bound
Manager should be doing the TNA ( Training Need Analysis ) Skill Gap Analysis to find out what kind of assistance and support the team need for effective performance of the team
Actually a Manager should equip with the relative industry's knowledge at first; guide his team and try his level best by examplifying himself and he becomes a model to be followed by the employees of his department, people respect knowledge and undoubtedly it is power.
