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Hartmut-LauferHartmut Laufer is a manager and author. After completing an apprenticeship in toolmaking, Laufer studied mechanical engineering and economics. He has held leading positions in various industrial and commercial companies and has written numerous successful management guides. All texts by Hartmut Laufer.

Employee motivation & trust increase performance: 2 times 8 tips for managers

successful Company have one thing in common. Your atmosphere is one of trust and Motivation embossed. This can be achieved through good Guide control.
trust-motivation-performance

Why trust is important

Confidence-building and motivational measures are extremely important to increase the loyalty and commitment of your employees and thereby generate better performance. The ability to build trust and motivation among employees is key to senior executives

Because the success of every company, every organization also depends on whether all those involved can trust that each individual is within the scope of his possibilities for the common objectives uses - including supervisors.

How to establish trust

A stable and mutual trust is the cornerstone for motivated employees. Instead of relying on chance, certain tools can be used and thus the identification of employees with the company can be significantly increased.

If this trust is disturbed, the motivation decreases. If, on the other hand, there is a stable and mutual trust, then it is easy to motivate employees.

3 steps for more confidence

As a Executive you need at least a minimum of trust in order to be able to lead and manage successfully: Only then can you delegate tasks reliably. Only employees who identify with their tasks reliably ensure that details are dealt with personally.

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Three steps are important:

  1. build up trust
  2. Confidence
  3. Motivate.

When it has to go fast

What is important: You as Executive should have the honest personal willingness to approach your employees openly and impartially. If you have built up a stable relationship of trust between yourself and others over the years, you often succeed instinctively in providing additional motivation with your view of things.

But in business you can't wait for it. For example, if you are new to a company or Team get on board or hire new employees yourself, the following steps will help you to quickly create a trusting and motivating situation.

Build Trust - 8 Tips

If you feel that an employee is facing you insecure or even suspicious, confidence-building measures help to achieve a constructive co-operation. Follow the instructions below.

  1.  Take the first step: This includes providing your employees with information about their workspace.
  2. Grant a trust: Grant a trust advance to those employees who are still unknown to you. After all, it can only be yours: the risk is comparatively low for you, but your employees are dependent on you.
  3. Be predictable, consistent, fair and polite: This is important in every phase of a trusting relationship. If employees know that you will remain moderate even in difficult situations, then they will contact you as soon as possible, even in the event of a problem. This can possibly Error fix them before they have grown into a crisis undetected.
  4. Leave your employees free space: This mainly affects workflows, as long as the result is not endangered. This may, for example, refer to the sequence of certain work steps, or to the timeframe in which a project is to be completed.
  5. Behave credibly: Employees register it negatively if commitments do not follow any deeds. If it is not possible for you to comply with your commitments, then explain the reasons that led to this situation.
  6. Take time for discussions with your employees: This is especially true if an employee is consulting you about a problem: then, sincerely try to help him. Signal that you have the interest and well-being of your employees in mind - and not just the company's profits.
  7. Listen to the opinions of your employees: If possible, always listen to the opinions of your employees before making any decisions. Do not decide against the opinions of your employees without factual reasons.
  8. Ensure reasonable working conditions: decent office equipment, no overcrowding of rooms, access to a kitchenette, water and, if necessary, soft drinks. This sounds almost banal, but it is a central aspect. If employees have to deal with poor working conditions without comprehensible reasons, their trust in the management and their representatives is impaired.

If employees have proactively approached you - whether with questions, suggestions, problems or ideas - then this is a clear indication that a trust has formed. After such experiences, keep a brief thought: Be aware that you have achieved a real success at this point!

Receive Trust - 8 Tips

Once the trust has grown, the second step is at least as important as the first: Maintain this precious asset! Getting an initial trust in an unloaded constellation is much easier than rebuilding a once-destroyed trust.

  1. Avoid gossip: Do not listen to what employees talk about each other. And all that you have been told in confidence, you should absolutely keep to yourself!
  2. Be open to Criticism: Criticism, formulated directly to you, can definitely be a sign that someone has put their trust in you. A negative reaction could shatter that trust. Even if you cannot agree for objective reasons, recognition is required: “I am glad that you express this justified objection. I've already thought about it. Ultimately, however, I made a conscious decision to take this path for the following reasons: ... "
  3. Stand to your overall responsibility: If an error has occurred, it should initially not matter who caused it. The overall responsibility always rests with the management. Therefore, in the event of damage, the following applies first of all: stand in front of your team in a protective manner and do not make the criticism from third parties your own unchecked: "I will consult my team on this."
  4. Discuss mistakes in private: Of course mistakes are to be made. Nobody likes to be dismantled - and shame is not a good basis for successful work. The course of the conversation about individual mistakes should therefore be constructive and not start with a reproach. In the first instance, please ask the employee's opinion.
  5. Take suggestions seriously: Even if they seem absurd to you at first. Anyone who expresses an idea deserves recognition for this initiative, even if it may not be feasible at first: “That is a good idea. Thank you for thinking about our project. We should look into this proposal. I will then get back to you. ”Keep your word and give feedback when the opportunity arises:“ That was a nice idea, but unfortunately it cannot be implemented at the moment. ”And of course there should be positive feedback if a suggestion is implemented becomes: "That was a great idea that we are going to implement now - and I am well aware of whom we owe it to."
  6. Answer questions: Anyone who asks shows a knowledge gap - and thus usually reveals a certain weakness. At the same time, however, there is a vote of confidence that absolutely requires a positive reaction. Answer the question in a friendly manner and reassure yourself: “Was it possible for me to answer your request, or are there any outstanding points? I am glad that you asked your question in advance, otherwise there might have been misunderstandings in the process. "
  7. Avoid excessive control: Control calls into question the relationship of trust. It is more helpful when your employees clear Communicate what expectations you have of them and, if necessary, give them a schedule or similar mechanisms for self-control: “I would like to ask you to complete project XY by…. This means that the first phase must be completed at the end of the following week, followed by the second phase a further week later. Please orient yourself on this and let me know immediately if this plan cannot be adhered to. "
  8. Appreciate the insider knowledge of your employees: Sometimes it is necessary to access the know-how of external consultants. But this should not prevent you from having to ask ideas in staff circles as well. In this way, you show your team a clear appreciation and thus strengthen a trusting base from which the company can only profit.

Conclusion: Building and maintaining trust is important

Whether employees trust you can be noted, for example, by whether they encounter you calmly, openly and relaxed in a conversation, or whether they are even looking for a conversation themselves. When employees tell something personal here and there, it is a great sign of confidence.

Now your attention is in special demand! The more you can judge the personality of your employees and their interests, the easier it will be for you to find the right motivational incentives for your employees.

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