Most organizations are made up of somewhat of a mixed bag when it comes to employees. Some are highly motivated to perform well to meet the expectations of their position and any to whom they report. These people generally see this as the pathway to advancement in terms of position and pay. And then there are those who have a very lack-luster mindset and approach to their job. They are often inclined to do the bare minimum to earn their pay. The challenge to any company is finding ways to motivate this group to maximize the positive impact that doing so will have on the organization.
Motivating employees to increase performance and productivity is a crucial aspect of effective leadership and organizational success. When employees are motivated, they are more engaged, committed, and willing to go the extra mile to achieve organizational goals. In so doing this employee is also on the path to potential advancement and increased compensation.
And yet, it is often likely that regardless of how successful a company is in attracting those who fit into this category, there is a big likelihood that there will be a few who are just there for the paycheck and are inclined to do the bare minimum to justify that. The challenge to any company is finding ways to motivate this group to maximize the positive impact doing so will have on the organization.
In this article I want to explore various strategies and techniques that can be employed to foster a motivating work environment and inspire employees to enhance their performance and productivity. Along the way it becomes a win for all. And to me, the best part is that none of these approaches require earthshaking changes to managing others. Rather it means to acknowledge, encourage and overall, communicate.
The Pathway to Better Performance and Productivity:
The following suggested ways to enhance motivation and the related productivity are applicable across the spectrum of all reports without differentiating between those who are and are not highly motivated. Here are some rather simplistic actions that will make a difference.
It Begins with the Interview Process Whereas it’s a given that when interviewing a prospect for an opening, the job itself will be described and defined. The prospective employee will potentially have the background and qualifications to make them desirable and receive the offer of employment.
However, it is every bit as important to this prospect to hear and understand the culture of the company. That they understand and feel that they fit well, they are much more proactive at the job and faster in connecting with their team and their work. A strong cultural fit also contributes to a stronger company-employee bond. This can protect the company from expenses associated with turnover and regular and unforeseen recruitment costs.
Define and Explain the Company’s Commitment to Ongoing Training Let your employees know of the intention to provide the training that will enable them to grow and increase their value to the company. They will see this as a partnered approach to building their individual value. They will also realize that the ongoing learning environment is expected rather than optional.
Recognize and Reward Achievement Implement a comprehensive employee recognition and reward system. Acknowledge outstanding performance through verbal praise, written commendations, or public recognition. Additionally, consider offering incentives such as bonuses, promotions, or additional time off to further motivate employees. Rewards and recognition not only boost morale but also create healthy competition among the employees inspiring them to excel.
Don’t Micromanage When it comes to increasing efficiency, a leader should avoid micromanaging at all costs. Having to
check with management for every task can seriously discourage employees by lowering their self-belief in what they are doing. Rather, tasks should be delegated across the board, not just to management. Assigning a role to each employee motivates them to complete their projects in the most efficient way. Thus, the ability to demonstrate their worth to the company. And, being given a project in the first place the employee is much more likely to further associate themselves with the company, which increases their loyalty.
Define Job Expectations and the Support the Company Provides to Achieve Them Have conversations with employees about the long-term plans that the company has for them. It is important that they understand how they can contribute to this growth with their work and dedication.
Define and Discuss the Opportunities for Growth and Advancement Whereas an applicant might be seeking a specific position/job letting them know of opportunities that are available to them as they learn and grow if a true value. It reveals the value a company places on building and maintaining a team. It allows an employee to envision the potential they have by proving their worth.
Provide Positive Feedback and Ongoing Encouragement and Recognition Of course managers expect their reports to do the expected job using expected procedures.
Unfortunately, because this is expected some are not inclined to express appreciation. Employees place great value on workplace recognition, and studies have shown that most people enjoy public recognition more than any corporate gift. Employees who can see that praise is connected to promotions, bonuses, and raises are highly motivated to fulfill reasonable requirements for recognition.
Ask Them What They Want Instead of trying guess what’s most important to your reports, sit down with them and find out what they value. Sounds crazy? Doing the unexpected might be the best thing you can do for your employees, and your company.
In Conclusion:
Employee motivation refers to the factors that drive employees to put their best efforts into their work. Motivated people are industrious, creative, dependable, and thoroughly engaged in what they do. When you find the right ways to motivate your employees, turnover becomes a non-issue and employee productivity soars.
It’s crucial to find ways to keep your employees motivated, for their well-being as well as for the well-being of your company’s longevity and bottom line. Think of it as preventive maintenance—it’s easier to sustain employee motivation than it is to rekindle it. Just know that effective management as such, like any other skill, takes knowledge and practice. There is no doubt that a leader is using some of the items above. Perhaps you consider expanding the current approach to include them all … provided they make cents! Mike Dorman
Often, we pursue and get hired for a job in a field that we like and understand. Perhaps we have had schooling to give us the foundation that makes us attractive to an employer and we are hired. Great and now we’re off and running to build a career and a future that will lead to the life we envision and want to have. Yet getting the job is only step one.
Being truly successful individuals requires us to demonstrate and use traits that will drive us toward the success we want. Whereas success in and of itself can be subjective and varies across different fields, high achievers share common characteristics. And what is so encouraging is that by focusing on the development and use of them you enhance the potential you have to achieve the life you really want both personally and professionally.
PERSONAL TRAITS THAT REALLY CONTRIBUTE TO ONE’S SUCCESS
The following represent traits that will be found and utilized by any person driven to fulfill their work and life’s goals. And what is one of the best parts is that they only require focus and practice to make them a natural part of how one operates. They enable us to overcome and move through the challenges of the work we do.
Passion and Drive It motivates individuals to accomplish their goals and make a significant impact in their chosen field. Ultimately, these folks understand that achievement isn’t a result of luck or good timing. They have the clarity to devote their energy and act. Moreover, passion inspires creativity and innovation, leading to novel approaches and more value for organizations.
Self-Confidence It increases employees’ performance and engagementby making them feel empowered about contributing to team activities and boosts their communication skills by allowing them to feel comfortable in expressing their thoughts and opinions. It allows them to take risks and persevere through failures while all the while believing that goals will happen eventually.
A Strong Work-Ethic
This is a fundamental trait of successful individuals. They are known for their dedication, discipline, and commitment to achieving excellence. They consistently put in the necessary effort and time required to accomplish their goals, often going the extra mile to deliver outstanding results.
Ongoing Learning Seeing oneself in a continual learning environment has the person always seeking out new knowledge, skills and experiences to enhance their expertise. Challenges are welcome as learning opportunities that refine personal and professional growth.
Resilience
Setbacks and related disappointments are inevitable when on a path that will hopefully lead to success. Yet what distinguishes successful individuals is their ability to bounce back and view these as learning. Thus, these individuals maintain a positive mindset when faced with adversity. Resilience takes time and effort, but the payoff is big. With practice, resilience gives the confidence and positive attitude needed to overcome anything life throws one’s way.
Ability and Willingness to Communicate The ability and willingness to articulate ideas clearly, actively listen and build strong relationships with colleagues, superior and clients/customers are key. Being this effective communicator enables this person to collaborate efficiently, resolve differences and convey thoughts in a compelling way.
Adaptability and Flexibility Successful individuals possess the ability to adapt to changing circumstances, embrace new technologies, and adjust their strategies as needed. They are open-minded, flexible, and willing to step outside their comfort zones to seize opportunities and overcome obstacles.
Leadership Skills Whether or not they hold formal leadership positions, successful individuals demonstrate strong leadership qualities. They inspire and motivate others through their actions and words. They take responsibility, make informed decisions, delegate tasks effectively, and empower their team members to perform at their best.
Patience
Successful individuals, regardless of industry, always remain patient and calm despite pressures and difficulties. They value reflection, taking time to pause and plan before moving ahead. They resist making rash decisions in favor of finding innovative solutions for complex problems. What counts is the longevity of triumphs rather than the speed of reaching the top.
Optimism An optimistic mindset can work wonders. This is because it involves hope, confidence in success and seeing hardships as temporary setbacks and learning curves. Embracing optimism, individuals can heighten their chances of making a positive impact in their industry and achieving career success.
CONCLUSION
The traits indicated are ones that make for successful people by keeping them ahead of the curve as they build a successful career. While success in a career is multifaceted and subjective, individuals who exhibit these traits are more likely to achieve their professional goals and aspirations. Cultivating them can clearly contribute to one’s personal growth, job satisfaction and ultimately overall success. It’s important for all of us to keep in mind that becoming our own best version and doing great things demands dedication, hard work and practice. Successful people are made, not born. This gives all of us the ability to become our own individual success story. Mike Dorman
Leadership styles clearly vary from person to person. There is one that is perceived as being positive by the leader and even her/his reports. I’m referring to what is often the often-idealized model … the “nice boss.” This individual is approachable, empathetic, and kind, fostering positive relationships with their team members. However, the perception of being a “nice boss” can sometimes carry a curse, potentially leading to challenges in achieving long-term success as a leader. For true success there is a need for a balance between kindness and successful leadership, highlighting the importance of assertiveness, accountability and strategic decision-making.
The Challenges Encountered When ‘Nice’ Drives Leadership
While they are dependable and have no issues taking responsibility, nice bosses struggle with the uglier aspects of leadership like maintaining leadership over a group of people, reprimanding or disqualifying members when the situation demands it and facing the hate that bosses often receive. They tend to be overly invested in being liked and they’re uncomfortable setting limits or giving consequences. They especially don’t like dealing with interpersonal conflicts between staff, assuming that at least one person will be unhappy with the outcome of resolving an issue. The problem is that this tends to create many problems in the workplace in various ways.
An employee behaving badly …
by coming in late, leaving early, taking longer than expected breaks or lunches. The nice manager gives the worker multiple chances rather than calling them out on unacceptable behavior. Impact: This is observed and often resented by those playing by the expected rules.
An employee that the manager believes is sincere in doing their best job … and as a result allows unsatisfactory work to slide. Impact: Repercussions are felt throughout the entire organization as the result of the manager’s choice to be ‘nice’ to an individual employee.
An employee who sees the “nice” boss as a mom or dad … and use the same negotiating tactics they might use at home to get what they want. Impact: Learning that one can negotiate and get away with what they want and that serves to anger those employees who would never think to perform their job responsibilities in that manner. And now the issue has become widespread.
Transitioning From Being the ‘Nice’ Leader to Being ‘Fair’ and Effective
There are three clear guidelines that, when followed, will enable a leader to earn and maintain the respect of those they lead and at the same time achieve the intended goals for the work. These are as follows:
Being an assertive leader:
While being kind and approachable is beneficial, this is a person who sets clear expectations and boundaries for all of those they lead. This encompasses,
Clear Communication, which in turn helps to avoid misunderstandings and ensures everyone is aligned with the organization’s vision.
Confidence and decision-making after weighing various factors, analyzing data and making tough choices when necessary.
Establishing Set Boundaries, which ensures that a leader can manage their time effectively, maintain focus on priorities and avoid being taken advantage of by members of the team.
Accountability: Kindness and successful leadership can coexist when leaders prioritize accountability within their teams. This includes:
Expectations around performance by defining key performance indicators, providing regular feedback and conducting performance evaluations. This encourages growth individually and for the overall team and assures alignment with the organizational goals.
The consequences and providing feedback are crucial. Whereas the ‘nice’ boss may hesitate to address such issues fearing a diminished relationship, the effective boss addresses them in a respectful and constructive manner. This, in turn, fosters growth and improvement.
Leading by example demonstrates accountability in one’s own actions. Thus, it inspires team members to take ownership of their own responsibilities. By modeling desired behaviors such as meeting deadlines, owning responsibility for errors and learning from failures, the leader sets the tone for all.
Being a strategic decision-maker and making tough decisions for the benefit of the organization. This includes:
Communicating a clear vision and strategy to guide their team. Involving team members in the decision-making process and explaining the rationale behind the strategic choices, the leader creates alignment and provides a sense of ownership among the team.
Conclusions and Solutions Supplementing ‘Nice’ with Effective Leading
The answer to the problem is for the manager to actually manage their employees. Giving so many chances to one lazy or irresponsible worker is a terrible idea for all the above reasons. Instead, the manager should follow the HR protocol of their workplace in guiding and disciplining any worker who is shirking their responsibilities.
The spoiled worker doesn’t like or respect their manager any more than the other workers do. They just take advantage of their manager’s niceness. The fair and effective manager has clear expectations and sets clear limits. All team members are treated fairly and similarly. This manager treats all their reports fairly and no-one gets away with unacceptable behavior. Being the ‘nice’ manager tends to be a losing proposition whereas the kind and effective manager makes for a winning one. This brings out the best in the workers inspiring them to do their best along with creating a high morale and highly productive workplace. Being a good leader entails doing what’s best for the team, sometimes regardless of how they might feel about it. The idea is not to be liked by everyone, but to shape the way the team functions and inspire action. Mike Dorman
In business and regardless of what our particular roles and responsibilities are, we often must make decisions. Decisions about the best action for us to take or how to best approach a challenging situation. Decisions as to how best we should present our ideas to those we are wanting to convince to take a certain direction or how to have our input regarded and considered. And the way we ultimately choose to handle something can really contribute to the extent of our success.
There are a couple of approaches that can effectively help us to evaluate what the situation calls for and allow us to break out of our heads. They allow us to view the situation through different lenses and in so doing uncover what we determine to be the most approach appropriate to be in order to achieve our intended goal.
Two Ways to Find The Lens That Will Work Best for You In Any Situation
The first involves viewing the situation from various perspectives. If Superman or Wonder Woman were facing this situation, how would they respond in making their decision? If one were locked into a very dark closet how does this situation look and feel and what would that make you inclined to do? How would your best and most trusted friend approach the matter and what might be advantageous about that? You get the idea, I’m sure. The point is that we allow ourselves to view the situation from different perspectives and in doing so, can more easily arrive at which one or a combination of some best accomplishes our goal.
There is a second approach to accomplishing the same thing and this one allows us to see ourselves through our different looks. For those who have received and read past blogs, you must recognize me as looking in one of these two ways. They both represent the way I generally see myself for all the advantages … and disadvantages … that they might represent. Yet it’s me and the person I know the best. And yet I realize that given those I am trying to convince of something and their personalities this natural Mike may not succeed.
Presume that I have thoughts that I believe could improve the approach being used to achieve a goal of the company or department in which I work. Let’s pretend that even though I think my ideas are good and of potential value, my normal personality renders me to be quiet and defer to those with louder voices and a willingness to just ‘put it out there’. So, I recognize that I need a different perspective of myself that might allow me to become more vocal for my own good and the good of the organization. Here are some perspective-changing photo versions of me that answer the question of how ‘this’ person would handle the same situation:
This is the BOLD and colorful me. This person is confident in his thoughts and ideas to the extent that he is willing to express them quickly and loudly to others. He has nothing to lose and may find great reception to the ideas he presents.
This is the CONTEMPLATIVE and reserved me. He is a good listener … open to hearing and understanding what others have to say about a given situation. He asks questions to clarify his understanding. THEN … confident that he knows where others stand, he offers his ideas that may reinforce aspects of what others have said and suggest variations that he believes will make the difference.
Here is the CONFIDENT and COMFORTABLE me. He knows how he views this. He is willing to listen to the ideas of others and still believes there is excellent value to presenting his perspective of the situation … for the good of the organization. He sees himself as both a good listener and a spokesperson
Here is the IN YOUR FACE me. Brash and combative, he is so determined to make his point and be heard that he appears insensitive to the opinions of others. In fact, he is often the first one to speak his mind and is so pleased with himself that he fails to really listen and hear what others have to offer. Team player he is not.
The Benefits of A Multiple Lense View
When it comes to personality, it may be helpful to remember that there is no “best” personality type. However, learning about the diverse types of personalities may provide insight into yourself and thus, the best way for one to be. Additionally, uncovering and understanding our potential weaknesses might help us to identify areas where we can challenge ourselves to grow as people and our successes.
By working to understand and appreciate differences between how you and others approach life, you may find a powerful catalyst for personal development. When we try to understand someone else, we broaden our ability to see other ways to be. When we seek to understand something from a perspective other than our own, our mindset may become more open, and we might find greater capability for appreciating and respecting ourselves and others.
In Conclusion
In doing perspective work we have given ourselves the opportunity to see the stumbling block differently … and then we get to choose how we want to proceed by drawing upon any of the traits our ‘other’ persona offers. There is no right or wrong. Viewing any decision, we have in front of us through various perspectives is a very effective way to create the move-forward path that you believe will best work for you. Whether you step into the shoes of the Incredible Hulk or the Flying Nun … whether you are contemplative or bold … makes no difference. Doing it does truly provide a breakthrough leading to effective action. Try it! You may really like the look! Mike Dorman
In many companies, the early part of the year signals the annual review time. Whether it’s dreaded or positively anticipated has to do with a couple of things. The reviewer in terms of how much effort they put into it and importance they place on it. To the one being reviewed, the review is impacted in terms of how seriously she or he hears and accepts it. A forthcoming review is an opportunity to go beyond hearing how one is performing and being eligible for a raise.
In fact, a performance review is an opportunity for employees to highlight their strengths and accomplishments as they shine a spotlight on the contributions that have been made. In doing so one helps the company leaders see them for the potential they offer going forward. Thus, the reviewee creates opportunities for themselves as they work to grow and succeed in their career.
The to-do list of actions that provide cement leading to job opportunities.
Here is a fairly straight forward to-do list for making your next review work in one’s favor:
Your own personal attitude toward your review
What is the value you want and anticipate getting from it?
What are reasons that keep you from wanting to have a review and what can you do to rethink and alter your attitude?
How can your review help you to grow and improve in your work and thus enhance your value to the organization?
How do you want to ‘be’ as a reviewee … how do you want to be perceived by your reviewer?
Come Prepared
Before your performance review, take some time to reflect on your work over the past year.
Make a list of your accomplishments, challenges you overcame, and any feedback or suggestions you received from colleagues or supervisors. This will help you be prepared for the conversation and allow you to speak confidently about your work.
Where have you seen growth and what can you point at that confirms this growth?
What accomplishments have you made that reflect the input you received from your previous review?
Be Positive During your performance review.
Try to maintain a positive attitude, even if you receive constructive criticism.
Listen actively to the feedback provided and ask questions if you need clarification.
Remember that the feedback is not a personal attack, but rather an opportunity to grow and improve.
Acknowledge Feedback
When you receive constructive feedback, it can be tempting to become defensive or dismissive. However, this will only make the situation worse. Instead, take the feedback seriously and thank your supervisor for their insights.
Show that you are committed to improving and ask for suggestions on how to do so.
Highlight Achievements
When discussing your accomplishments, be specific and provide examples of how you
contributed to the team or organization.
Highlight any projects you led, goals you achieved, or improvements you made.
Quantify your results where possible, such as increased sales, improved customer satisfaction, or reduced costs.
Personal growth goals for the coming year
Use your performance review as an opportunity to discuss your goals for the upcoming year.
Be specific about what you hope to achieve and how you plan to do so.
What is your devised plan for achieving these goals?
Consider any development opportunities or training you would like to pursue to help you reach your goals.
Emphasize Teamwork
In addition to discussing your individual accomplishments, emphasize how you have contributed to the team.
Discuss any collaborations you participated in or any support you provided to colleagues.
Show that you are committed to the success of the team and the organization as a whole.
Be Professional
Throughout your performance review, it is important to maintain a professional demeanor.
Avoid becoming defensive, emotional, or confrontational.
Stay focused on the conversation and be respectful to your supervisor.
Remember that your attitude and behavior during the review can have an impact on your future opportunities within the organization.
Ask for help that will help you achieve your goals.
Identify training or experience that you feel you need to achieve the goals you have identified.
Ask for added input of other learning that you need to do to reach your identified next goal.
How do you make the review and interactive meeting?
Given a desire to increase one’s value to the organization what do you want to do to make certain the meeting is very interactive?
What is the level of interest and attitude that you want to convey to your reviewer?
How do you want your reviewer to perceive you in this meeting and what is that going to require on your part?
In Conclusion
Spending the time to consider and have answers to the above questions will only help to make you a willing and interested participant in your review meeting. Showing your interest and really preparing for your review enables you to come across as the one to keep. You will be making the boss less interested in looking elsewhere at the same time you get what you want … your job and its’ potential! Seems like this is a winner from all sides AND it actually is inexpensive cement … just your time and attitude.
Turning your performance review into a strong positive requires preparation, a positive attitude, acknowledgement of feedback, highlighting achievements, discussing goals, emphasizing teamwork, and professionalism. Doing this can only reap benefits that go well beyond current review itself. Mike Dorman
There is a second approach to accomplishing the same thing and this one allows us to see ourselves through our different looks. For those who have received and read past blogs, you must recognize me as looking in one of these two ways. They both represent the way I generally see myself for all the advantages … and disadvantages … that they might represent. Yet it’s me and the person I know the best. And yet I realize that given those I am trying to convince of something and their personalities this natural Mike may not succeed.
understanding what others have to say about a given situation. He asks questions to clarify his understanding. THEN … confident that he knows where others stand, he offers his ideas that may reinforce aspects of what others have said and suggest variations that he believes will make the difference.
heard that he appears insensitive to the opinions of others. In fact, he is often the first one to speak his mind and is so pleased with himself that he fails to really listen and hear what others have to offer. Team player he is not.
