Employee motivation for executives: the last option



Previous PartNext part



We are moved by the idea to make the world of work more human - without constant pressure for efficiency, stress and fear. As Publisher Best of HR - Berufebilder.de® with podcast, eLearning-on-demand offers and news service we share 15 years of experience with our customers (Samsung, Otto, state institutions). By the Top20 female blogger and consultant Simone Janson, referenced in ARD, ZEIT, Wikipedia .
Reprint: This text is from the book "Mitarbeitermotivation: Die neue Lust auf Leistung (2014)" by Michael Hübler, published at BusinessVillage Verlag, and was left to us for reprint.
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

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!


More knowledge - Podcast, PDF download, eCourse or personal advice

Here writes for you: Michael 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

Overview

  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

Overview

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.

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!

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

Break the devil's circle

Overview

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.

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?

Overview

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.

Tip: Text as PDF or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!

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

Overview

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 or podcast (please read the instructions!) or to this text complete eCourse Download. Regular promotions or news per Newsletter!


More knowledge - Podcast, PDF download, eCourse or personal advice

Overview


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).

3,35 Book now


Listen to Podcast & Download MP3: You can listen to this text for free, as member even without annoying popup, or download the MP3 for a fee - Read usage rights, After the purchase page refresh, then you will find the download link here. Because we do not automatically submit the title of this podcast for privacy reasons: When buying in "interests" the title register if support is needed.

3,35 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!

16,20 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).

149,99 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
  3. Debates per eMail subscribe (add link here!)
  1. Competencepartner

    Employee motivation for executives - Part 6: The last option: So unsatisfying it kl ... #Professional # 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.