As a leader strides into the office among the staff, he has the power to positively shift the outlook of the team members for the entire day.
Words, gestures, even the expression on your face spell the difference in how a team member perceives your opinion of them. These unconscious actions tell the team member what they mean to you and how valuable they are to you as a leader and to the organization.
Let's build zest with these tactics:
1.Let them feel your presence. Coming to work and announcing your arrival is a great way to motivate team members and get them upbeat on the first hour of the day. Striding through the doors and simply saying good morning with a smile on your face can make all the difference in the world.
2. Verbal Acknowledgement. This kind of commendation doesn’t have to be over dramatic or exaggerated, most times showing respect for your team members by saying simple things like please and thank you are easy and effective ways to motivate your team members. Praise like “you did a great job” when the team member deserves it is sure fire way that verbal praise can work to motivate team members.
3. Lay clear expectations. Communicating deadlines, milestones, and job objectives are essential to completing company mandates efficiently. Sometimes these things are reported very well but they may change. These changes may not be discussed in detail and therefore causes team members to feel that they are either not important enough to be told why the changes are taking place, or that the leader has made a mistake. Neither of these thoughts will lead to a motivated team member. One way to prevent this is to always get some kind of feedback from the team member about the job so that you are certain that he knows what is expected. If there is a change in a project, inform the team member why. Keep them part of the solution to the problem.
4. Provide team members regular feedback. Let the team member know when he is doing a commendable job. On the flip side, let the team member know when you are not pleased with the outcome and state your reasons. This is a great opportunity to let the team member know how they can do better next time. Ask the team member if there is anything that you as a leader can do to help with the change. Solicit feedback from the team member. Talk it over and enjoy a real discussion. This will make the team member feel like you are not offend about the job, but that you are genuinely concerned and willing to help rectify the problem.
5. Generate consequences. Make sure to not only tell the team member when you are satisfied with the work, but also provide recognition for marvellous work. A personally written thank you card is an effective and inexpensive way to do this. When an team member fails to meet company expectations, it is demotivating to other workers, after all, they may think, “If he isn’t doing it why should I?” That is why it is so important to broadcast consequences for those who do not perform as expected. Be consistent with consequences among the staff.
Team members will love working with you and you will enjoy working with them as you take a few minutes out of your day to butter their emotions. Spend time with team members during and after work. Demonstrate that you care and value them as important members of your team .
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