Employee motivation for executives: the last option


Work well, plant 500 trees! We make the Working World more Human and Ecological, so we donate Revenue for Certified Afforestation. As Publisher Best of HR - Berufebilder .de® with an unique Book Concept, on Demand eCourses and News Service we share 15 years of Experience with our Customers (Samsung, Otto, State Institutions). By the Top 20-Blogger Simone Janson, referenced in ARD, ZEIT, WELT, Wikipedia .
Text comes from: Mitarbeitermotivation: Die neue Lust auf Leistung (2014) from Michael Hübler, published by BusinessVillage Verlag, Reprints by friendly permission of the publisher.
Copyright: Artwork created as part of a free collaboration with Shutterstock. ,

As unsatisfactory as it may sound: sometimes the last option simply consists of the triangle harm, self-protection and consequences.

Employee Motivation for Executives: The last option last option


Text as PDF, book or eCourse on the topic or personal advice

Here writes for you:

Michael Hübler hatchlerMichael Hübler is a graduate teacher, coach and consultant.

Profile

From the author:

Best of HR Berufebilder

Read


Best of HR Berufebilder

Read


Best of HR Berufebilder

Read


The frustrating triad

  1. Damage Limitation: What Can You Do to Prevent Impending Damage to the Company For example, certain employees no longer give top customers?
  2. Self-protection: Ask yourself: What is my role in history? Is it my job to motivate this employee? Or do I encounter a natural limit here, because the employee vehemently opposes an influence? The admission of your own limits, after the usual options have been exhausted, can be your last rescue before the burn-out.
  3. Show consequences: For everything we do, we have to pay a price. When the said employee shows a weary face and thus expresses his dissatisfaction, he intentionally or unconsciously pursues an intention: he wants to show you how dissatisfied he is. The obvious consequence of this intention with you could be: "Message arrived. Why is?"

Without transport, no transport

On the other side of the coin is the price for the employee: who is not able to handle crises appropriately does not have to expect a promotion.

The negative sentiment will affect the team and we probably will not make much progress in the project today.

Break the devil's circle

If there is customer or client contact, the bad mood will also have an effect on them, which can lead to devil circles: customers or clients are dissatisfied, complaining, mood gets worse, and so on.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!

In order to break this vicious circle, you must not stay with the indirect mitigation by an employee no longer gets important customers, but must show consequences by clarifying in an objective tone, which price the behavior of the employee costs.

What motivates employees?

But what is behind this nimble face? Why was this employee annoyed? What did not fit into his plan? To answer these questions, it is important to explore what motivated him and what needs were not met.

Conduct a first open call, matching your goals with your employee's goals. The Balanced Scorecard approach has proven to be very practical by balancing the finances, dealing with clients / clients, personal development and internal process flows. Connected with this are key figures, which show whether and how goals were achieved.

Clarification steps before damage limitation

If the goals are not achieved, please clarify the reasons. To what extent was the responsibility of the employee and to what extent not? How can you help him reach the common goals next time?

Give yourself an ultimatum of content and time before proceeding to the limitation of the damage so as not to fall into the adaptation trap. The ultimatum helps you to determine the content and time as objectively as possible, based on the key figures from the Balanced Scorecard, whether and when and how the expected performance was achieved.

Tip: Text as PDF (please read the instructions!) Download or for a little more Book on the topic with discount or eCourse book. Actions or news via Newsletter!


Text as PDF, book or eCourse on the topic or personal advice


Offline download: Download this text as PDF - Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save). Or for a little more directly an entire book or eCourse with this text buy, read on.

3,99 Book now



Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!

19,99 Book now


Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).

179,99 Book now


occupations pictures

You want to comment here? Please the Debate Rules comply, contributions must be unlocked. Your eMailAddress remains secret. More information on the use of your data and how you can counter this can be found in our Privacy Policy.

  1. To follow debate on this post
  2. All debates follow
  1. Competencepartner

    Employee motivation for executives - Part 6: The last option: So unsatisfactory it is ... # Profession # Education

Post a Comment

Your eMail address will not be published. Required fields are marked with * .

JaI would like to be regularly informed about the latest promotions & offers Newsletter be informed.

I hereby accept the Debate Rules and the Privacy policy with the possibility to contradict the use of my data at any time.