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Better management: 5 tips for higher motivation

Power downs are almost normal. However, if the demotivation lasts too long, then you are considered Executive asked to uncover the cause and find a solution.

employee-motivation

Constructively overcome performance dips

Downturns in performance in working life do happen - and they can affect anyone. However, you should recognize the causes of such lows and return employees who are no longer fully involved Team to fetch. This also includes overcoming temporary drops in performance through constructive approaches.

It is not advisable to do so for various reasons because of the at least possible alternative - the separation from each employee, where a performance break-up is visible. Personnel changes are always associated with unrest and friction losses. It means high time and cost to find suitable employees on the market.

The disadvantages of employee change

In addition, high staff turnover can permanently damage a company's image. Especially when employers are no longer suitable or perceived as reliable partners for shaping their own future.

In the interests of humanitarian considerations, it is advantageous for the above-mentioned reasons alone to break down performance breaks or bad phases together, instead of separating one from the other. The best solution is to shape the existing workforce into an optimal team.

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Employee motivation in 3 steps

Follow 3 steps. In order to successfully apply the necessary steps, you should have a certain relationship of trust with your employees. This makes it easier for both sides to address problematic constellations.

  1. Clarify causes and take initial measures
  2. Recognize “inner layoffs” and react to them
  3. lead constructive discussions of criticism with persistently bad achievements.

An important prerequisite is that you are able to signal your employees even in difficult moments. If your perception is permanently lacking, your counterpart will feel this. It is also difficult to motivate a weak employee who has already been characterized as such.

5 tips for more motivated employees

It is perfectly normal in one Company Not every employee works the same way at any time. Health restrictions, private upheaval - both positive and negative - and job disillusion can lead to fluctuations that can be tolerated to some extent.

However, if a bad performance lasts too long, then it is important to react. On the one hand, this dictates your responsibility as Executive for the success of tasks. On the other hand, this also requires fairness towards the other team members: temporarily, the other employees can absorb individual failures, but this does not succeed in the long term.

  1. Clarify the causes and take the first steps: It is not always the case that bad work results are due to a lack of effort. Perhaps a structural problem is the cause of the poor result? In this case, you run the risk of blaming your employee for a defect that is not actually within its sphere of influence. If you do not recognize this and do not fix it, the structural problem will persist - and a massive motivation problem will be added! So check the possible facts!
  2. Is the defective result due to equipment? If so, have the employee in question provided with the necessary equipment and powers. Depending on the workplace, these can be technical devices, sources of information, presentation materials and much more. It is best to clarify directly with the respective employee which aids could improve his work results.
  3. Is the defect conditional? When answering this question, a sure instinct is required, because this is about the very personal idiosyncrasies of the employee - mental, physical and emotional in nature. Ask yourself which prerequisites are necessary for the respective task and whether the respective employee has these. Someone can be a brilliant mind, but may not have the diplomatic skills necessary to talk to difficult customers. When such difficulties are analyzed, solutions can be found. Be it by arranging for the employee concerned to be trained for the specific challenge. Be it in the form of a redistribution of tasks in the team: Then, for example, the ingenious strategist develops Concept ABC School Joke Oud, and his more sociable colleague takes on the task of winning the customer over to the idea. If you treat the different talents with equal appreciation, you have a good chance that such a division of tasks will be perceived as meaningful and beneficial for everyone.
  4. Is the defect due to knowledge? Clarify - if possible in private and in a factual tone - whether the employee in question has all the skills that are necessary to complete his task. Signal that you are not interested in identifying your weak points from a controlling position. Instead, convey that you see it as your task to bring them up to speed with more detailed induction or training if necessary. Make it clear to your employees: “There is also potential for yourself in this for a professional career development. ” It will be all the easier for him to reveal any gaps in his knowledge without further ado, so that his knowledge deficits can be remedied quickly.
  5. Is the problem motivation-driven? If it turns out that it is an employee Motivation then seek open conversation with him. As a rule, the motivation to do the job well doesn't decrease for no reason. Is the employee dissatisfied? Doesn't he feel valued? Is the task too demanding or too demanding for him? Refrain from accusations. Stay calm and friendly: the sooner you can count on trust and openness. Both are necessary so that together you can get to the root of the problem. If you have identified what is holding the employee back, then you perceive this factor as a real burden for them. Find ways to improve the situation and implement them. However, do not make promises that you will not keep later: This would only result in a further loss of motivation.

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5 responses to "Better leadership: 5 tips for higher motivation"

  1. Ovark DA-CH says:

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  3. mediaintown says:

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