Every manager discovers through experience that not all employees are motivated the same way.
How you push one staffer’s buttons might not be the best strategy for another staffer.
But there are some motivational “Dos” and “Don’ts” that resonate with just about everyone:
Do reward teams and individuals
Group rewards and recognition are just as important as individual rewards because they stress the importance of interdependence – A.K.A. teamwork.
Don’t criticize groups
Group criticism rarely works.
The people who deserve the criticism most will likely let it roll off their backs.
Those who don’t need or deserve criticism will resent it and possibly become de-motivated.
Do communicate clearly
You run the risk of sensitive types seeing you as “blunt.”
But they will understand what you want and expect from them.
Don’t be vague
The opposite is just as true. People become de-motivated if you can’t clearly communicate goals.
Phrases like “Step it up” or “You need to a better job” aren’t worth much without specifics.
Do empower
One of the biggest turnoffs for good employees is micro-management.
Give good staffers the training they need, help them develop their skills, and communicate the goal clearly. Then get out of the way and let them do it.
Don’t let them founder
This is the flip side of empowerment. When hands-off doesn’t work, good managers step back in to get their people on track.
Delegation (or empowerment) is good, but abrogation (letting them founder) isn’t.
Info: Adapted from “Motivating Employees: What Every Manager Needs to Know” from ManageElite.
