News about jobs and the economy changes on a day-to-day basis, but the reality is we’re still living in somewhat difficult times, and as result employee perks have been reduced or cut to help save costs. So in essence many employees are working more with less benefits, and that formula doesn’t equal happy workers whistling while they work.
As the manager, it’s your job to keep employees motivated, but that usually comes with some type of cost along with investing tons of your time. But motivating your employees doesn’t always have to be a large undertaking.
Think about it, we live in a world of communication via texts and one-word emails. Perhaps the key to a happy workforce is simply acknowledging the efforts that others contribute. Remember, in addition to the strength of your team as a whole, the abilities of the individuals are of critical importance.
One of the smartest things you can do is to cultivate good interpersonal relations with your employees. This can be just a simple matter of saying “well done” or “nice job” to a person who contributes to your team’s performance.
Obviously, you can only tell someone on your team they are doing a good job if they are actually doing something that warrants a compliment. The only way you’ll know for sure is if you make an effort to monitor the progress of your team’s goals and objectives. Only then can you truly reinforce positive behavior by recognizing their efforts.
There’s no mistaking that you’ll be a more successful manager if you make it a point to notice when people do good work and thank them for their contributions on a regular basis. Strive to be the manager who shares the credit for your team’s performance. Make it a goal to never fail to thank people for their contributions and to appreciate their hard work.
Here is a sampling of different ways to recognize good performance:
- At least once every day for the next two weeks, catch somebody doing something right and give that person positive feedback on it. Once you get in the habit of doing this, expressing appreciation will come more naturally to you.
- Learn how to empower others to contribute at higher levels through providing special assignments, constructive feedback, and targeted development opportunities.
- Ask advice from someone who is an acknowledged expert in an area. This is a nice acknowledgment of their abilities.
- If someone praises your team for good work, make sure you pass on the praise to others.
- Make sure you share the credit for good work with the others who have contributed to your success.
- Express your recognition for an individual’s hard work in front of peers.
You don’t have to spend a ton of money to recognize your team’s hard work. Talk maybe cheap, but sometimes it’s just as meaningful as any other action.
Now it’s your turn – tell us some ways you motivate your team. Do you believe a simple ‘thanks’ can suffice?
