Register now or log in to join your professional community.
Address the Concern, It is must that you listen and clear the concerns, workout on the reasons, why they feel unsatisfied and why others not.
Provide the bigger picture: Where is the business going? What are present challenges that higher management is trying to address? How does the employee’s involvement fit in the big picture. If you share the information with your staff they will comprehend that they are part of somewhat bigger. It will upsurge their sensation of position and belonging
Reward through acknowledgment: As money recognition doesn’t work to keep people motivated for a long. Recognition and giving praise for good job done is the way to go. Put other people in copy of your thank when you email to validate the visibility of their successes to others. This also motivates other team associates do deliver similar results. Furthermore, if you use work from team members to present to a larger audience, always mention who did the work. Don’t worry, people will still observe you as the leader. It will look good on you if others see that you can share your accomplishments.
Truly care for your staff: We are not machines. If the employee knows that you care for them as a person and not just an alternative resource, they will feel safe to be themselves at work. As a result, they will be able to grip stress better and be more open about the real hitches they face at work. A common way to show you care is to talk not only about work with them. Ask about their weekend, their family, and other private life events (certainly without going too personal). Ask with tact. However, here’s the risk! You must truly care with your heart. If you don’t feel it, then better don’t do it. People will feel you are fake which will irreverent my previous point above.
Work for their development: One of the basic motivation factors for many people is the drive to further growth of skills and position in the syndicate. Become a career coach for your staff. Help them to succeed on the career ladder in your company. Ideally you aim to develop them to replace yourself in your position, given that you are confident enough that you can do better than now.
Listen, listen and again listen: As your staff for feedback. give them the chance to optimize their own work environment where they can perform the best. They know the best what they need to achieve results. So, don’t underestimate this crucial source of information.
