changingminds.org

How we change what others think, feel, believe and do

| Menu | Quick | Books | Share | Search | Settings |

 

Now You Can Really Motivate Your Staff To Go The Extra Mile

 

 

Guest articles > Now You Can Really Motivate Your Staff To Go The Extra Mile

 

by: Andrew Rondeau

25% of your staff do not know what is expected of them, while at work. Are you shocked at that figure - 25%. I was, so I did something about it. Read the tips and techniques I used to reduce that figure.

To be an Effective Manager and tell Them to have a successful career in any company you must know how to build relationships.

The most important relationship is between the manager and their direct reports. The strength of this relationship can have a direct result on the success of a team. Yes the relationship between the manager and their staff must be ‘open and ‘trustworthy, that's a given – but what else should you expect from your staff as their manager?

During my 20 years plus management career, I've observed and experienced that certain behaviors, on the part of both the staff and the manager, are conducive to productive and rewarding relationships.

I share my views below and I hope that I can help other managers, leaders, staff and teams to improve their relationships and as a consequence, their performance.

What I Expect from My Direct Reports Get involved Successful managers know how to delegate. But even more important, they know when a situation calls for their immediate involvement, whether it's in redirecting resources to a major crisis or visiting their staff at a remote site. If you see a problem rising, there is no excuse for not taking responsibility. I expect my reports to take the blame for things that go wrong and give credit for positive developments to their employees. That is part of being a manager – take the blame but praise the staff/team when things work out well.

It is the manager's judgment call to know when your involvement is necessary and will have the most impact on the business. I have found that effective managers generally get involved when one of these three types of circumstances arise: when somebody is falling behind in their commitments; when important personnel matters arise and in a crisis.

Generate ideas A person who is innovative and creative is rare. I actually encourage individuals to come up with ideas. I listen to what they suggest and say. Together we decide which ideas are taken forward and implemented.

Be willing to collaborate and share The number of people I come across who resist collaboration or sharing credit amazes me. Individuals think by keeping ‘things to themselves' they will become infallible or irreplaceable. The team, department, company can achieve improved results if individuals share their good ideas, practice, ways of working.

As a manager, you have to take this very seriously and I do. Several years ago, I was hired to improve the turnaround time of customer orders for a large blue-chip company. Two of my direct reports just did not get on; they didn't talk to each other; they didn’t turn up to each other's meetings; they argued in front of customers. All this meant they didn't and couldn't work together and because they didn't work together well, neither did their teams. As a result, service was not improving. The three of us met and I told them that it didn’t matter whether they liked each other or not, but the way they worked together had to change. They left the meeting with the agreement they would overcome their differences. I don't know if they ever learned to like each other, but they learned to work well together – and more important, so did their teams. Our overall performance improved considerably.

Be willing to lead initiatives I love change and as a manager, I am always impressed when someone volunteers to lead new initiatives. It shows courage, confidence and flexibility. New initiatives often means new skills, new relationships and new environments, for the individual who volunteers. Most individuals won't put their hand up to volunteer because of the unknown. All I can say, it that those that do, it will be their careers they will accelerate and their profile will increase tremendously.

Develop your staff as you develop You need to manage your own development. However, even more important is the development of your staff. Early in my career, I worked for a great manager. He told me one day, he was going to do everything he could to help me reach my potential. From that moment on, he was more interested in my development than in his own. He went out of his way to criticise or praise me when I needed it. I'll never forget him; he played a very meaningful role in my career.

Drive your own development Keep your own skills up-to-date. Your company may not offer all the development you need. You may have to do your own research. In my career I have read many, many management/leadership/business books (some bad, some good, some excellent). I have also had many mentors.

Ask your boss and peers for feedback. Get yourself a mentor (inside or outside the company). Accept and volunteer for new types of work – learn from the new skills, relationships and environments.

Remember your own development is your responsibility.

 

A last word…..

25% of all staff don't know what their boss expects of them. As a manager, make sure 100% of your staff know what you expect of them. It's easy to do – the behaviors I expect are listed above. You may have different ones. It doesn't matter – just make sure your staff know. If they do, you will see an improvement in your team's service.


Andrew Rondeau transformed himself from a $4 an-hour petrol-pump attendant to a highly successful Senior Manager earning $500k every year.

Discover how you can remove your fear and reduce your stress of being a new manager by receiving Andrew's free Management e-Course and report: http://www.greatmanagement.org/


Contributor: Andrew Rondeau

Published here on: 07-Sep-08

Classification: Management, HR

Website: http://www.greatmanagement.org/

Site Menu

| Home | Top | Quick Links | Settings |

Main sections: | Disciplines | Techniques | Principles | Explanations | Theories |

Other sections: | Blog! | Quotes | Guest articles | Analysis | Books | Help |

More pages: | Contact | Caveat | About | Students | Webmasters | Awards | Guestbook | Feedback | Sitemap | Changes |

Settings: | Computer layout | Mobile layout | Small font | Medium font | Large font | Translate |

 

You can buy books here

More Kindle books:

And the big
paperback book


Look inside

 

Please help and share:

 

Quick links

Disciplines

* Argument
* Brand management
* Change Management
* Coaching
* Communication
* Counseling
* Game Design
* Human Resources
* Job-finding
* Leadership
* Marketing
* Politics
* Propaganda
* Rhetoric
* Negotiation
* Psychoanalysis
* Sales
* Sociology
* Storytelling
* Teaching
* Warfare
* Workplace design

Techniques

* Assertiveness
* Body language
* Change techniques
* Closing techniques
* Conversation
* Confidence tricks
* Conversion
* Creative techniques
* General techniques
* Happiness
* Hypnotism
* Interrogation
* Language
* Listening
* Negotiation tactics
* Objection handling
* Propaganda
* Problem-solving
* Public speaking
* Questioning
* Using repetition
* Resisting persuasion
* Self-development
* Sequential requests
* Storytelling
* Stress Management
* Tipping
* Using humor
* Willpower

Principles

* Principles

Explanations

* Behaviors
* Beliefs
* Brain stuff
* Conditioning
* Coping Mechanisms
* Critical Theory
* Culture
* Decisions
* Emotions
* Evolution
* Gender
* Games
* Groups
* Habit
* Identity
* Learning
* Meaning
* Memory
* Motivation
* Models
* Needs
* Personality
* Power
* Preferences
* Research
* Relationships
* SIFT Model
* Social Research
* Stress
* Trust
* Values

Theories

* Alphabetic list
* Theory types

And

About
Guest Articles
Blog!
Books
Changes
Contact
Guestbook
Quotes
Students
Webmasters

 

| Home | Top | Menu | Quick Links |

© Changing Works 2002-2016
Massive Content — Maximum Speed