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The so-called tough, autocratic boss may achieve satisfactory results for a while, but over the long haul, this strategy will work against him.
Many managers believe that if you are fair, concerned, and understanding, you can’t be tough when the situation demands or requires it. Nothing is further from the truth. It actually makes the show of authority much more effective because it is rarely displayed.
If an employee on her own offers information about her family, you can then inquire about the family.
On the other hand, if you have an employee who never volunteers anything about her personal life, leave it alone and don’t violate the obvious preference for privacy.
The outstanding achievers need to know how much their quality performance is noticed and appreciated.
When you can align the professional and personal goals of a team member with the needs of your organization, you have a committed and engaged employee.
First, get to know the members of your team.
A good question to get this kind of discussion started is, “What are your professional goals? What do you want to be doing three years from now?”
The second step is to be attentive for opportunities to align these personal aspirations with what your organization needs to accomplish.
The more you can employ dovetailing, the more dedicated your team will be.
We all want to feel important, and so do our employees. You will be well served by helping them experience that feeling.
Many new managers are highly motivated, and that’s great. But they make the mistake of believing that their employees will be motivated by what motivates the manager. That is likely not the case.
Also remember what motivates someone today may not motivate the same person in a few months.
Try not to make assumptions about what motivates your team members. You need to find out and then act upon it.
Foremost, you moved from a position where you were likely performing well to take on a new challenge with no guarantee of success.
