A manager’s success is often measured by the “bottom line.” Meeting financial targets is extremely important, but how the targets are met is equally important. The making of a motivated manager is determined by how he or she inspires the team to meet deadlines and achieve goals with purpose and passion. A motivated manager is one that is able to keep his or her team happy and productive.
There are many different ways to motivate your team in order to drive sustained success and continually improve your bottom line. A motivated manager that displays certain traits and engages employee’s in certain ways will improve your organization’s bottom line and help to ensure that your top talent stays with you. The motivated manager will lay the foundation for a strong and sustainable work culture that will grow and flourish.
Faith and Trust
A good manager is one that has faith in the abilities of people, faith that they will get the job done and done right. A good manager continues to give people more in the way of responsibilities. Doing so shows them they are trusted, and trust is a great motivator. Additionally, a manager that shows faith and trust in their employee’s will allow them to work without micromanaging them.
The Sales Coaching Institute wrote a great article to teach managers how to be a sales coach, not a micro manager. The article concludes that by giving employee’s space, you can expect to see an improvement in confidence and an improvement in your bottom line.
Reward a Job Well Done
An employee is more likely to maintain their performance if they are rewarded for a job well done. Positive reinforcement is a psychological principle that is proven to boost the confidence and performance of employees. Your positive gesture does not have to be over the top. Lunch or tickets to an event are great rewards for those who meet their goals.
Small rewards have another more subtle impact in the workplace. They can inspire healthy competition amongst employees if they are designed and implemented with competition in mind. Competition in itself can foster motivation and improved work performance amongst employees.
Additionally, rewarding a job well done lets your employees know that you care and that you recognize the hard work that they are contributing to the organization, this is a huge plus. When employee’s feel like they have contributed to the organization and are recognized for their contribution, their confidence flourishes. Giving employee’s credit for doing a good job bolsters a sense of accomplishment, motivating them to keep up the good work.
Invest in Your People
A great way to motivate employees is to invest in them. Apart from improving their skills, mentoring programs, coaching and job shadowing are ideal ways to impress upon your team that you care about their future. As employees better themselves, they have little reason to move on.
A major factor in job retention beyond pay and benefits is a sense of self-growth. If employees feel like they are growing and learning as an individual, they are likely to stay at their job longer. Remember, employees don’t quit jobs, they quit bad managers.
Give People a Purpose
Regardless of what the job is, those doing it want to know that they and their job matters. Giving your employee’s a sense of purpose is crucial to keeping them engaged and motivated. Start by telling your employee’s how what they do within the organization contributes to the organization’s overall success.
Additionally, by continuing to invest in your people by providing a culture of learning that includes training and educational opportunities, your employees will feel they have a greater sense of purpose. One very effective way to build purpose amongst employees and provide training at the same time is to create opportunities for more experienced employees who may be less experienced in a specific area. This can also help to connect your team and build a sense of belonging/purpose while fostering teamwork.
Seek Out Your Employees Opinions
When decisions have to be made, do not isolate your employees. Ask their opinions. Getting input from them creates a sense of belonging, making them feel that their thoughts and input matters because they do! After all, you didn’t hire smart people to tell them what to do. You hired smart people to tell you what to do and to guide your organization in the right direction.
Employee turnover is a major concern for many companies. Focusing on employee engagement helps to ensure employees continue to be inspired and motivated.