What makes employees tick?
Current research on management techniques and worker satisfaction suggests that employees are more engaged in tasks and get more satisfaction from their work when they are allowed to provide input that is acknowledged and respected. Old methods of “top down” management, in which management provides the ideas and orders, are not effective with today’s workers, who are exposed to a great deal of information in their everyday lives. Management that utilizes their experiences, education and talent produces the best results for the business and for their own work satisfaction.
Status and rewards
A good manager will institute employee recognition ideas into their work projects to ensure that workers who excel have the opportunity to be recognized for their efforts and given the appreciation they deserve. When employees know they will receive group recognition for their results on a regular basis, they are more likely to give their full attention and effort to daily tasks and special projects. Financial incentives should be available not only for the top management, but for all levels of employees, so that they have a stake in the outcome. But financial rewards for good work are not the only factor that adds to employee satisfaction. Appreciation of each employee’s individual gifts and ability to contribute to the successful outcome of projects has a significant psychological effect.
Inspiring your work team can be one of the most important ways to ensure that employees bring their optimal effort to a project. Senior managers who are highly respected for their knowledge, have a strong ability to solve problems and can be relied upon to communicate effectively, create a feeling of competence and confidence in employees. Both managers and employees should receive the training they need to do the job. A manager with a clear vision about how to get the job done, as well as the final outcome, will provide inspiration as the task is undertaken.
Management strategies that apply a team approach often have the best outcomes, because members are encouraged to assess problems and find practical solutions that assist others in the project. Good collaboration between members of a team can ensure that help can be made available when needed. Regular feedback from the management helps employees stay on track, get recognition and avoid frustration when problems arise. This method increases employee satisfaction and motivates individual contributions to the team effort. Good communication should present a clear picture of goals, schedules and how employees’ work fits into the broader company outline. Listen to employees’ ideas carefully and deal with problems as they arise. Make sure that employees feel they are part of a team effort in which they play a critical role.
Always be authentic
Managers should not appear to be managing. Inauthentic attempts at praise or manipulation has the opposite effect on employees than they one you want. Good managers work on their own energy and commitment to projects, which naturally transfer to the teams below them. If you do not feel the commitment coming from employees, look to yourself first. Find a way to become emotionally committed to the project at hand and study it from top to bottom. Know it from the inside out, its good aspects and bad, so that you can convey a sense of excitement and challenge to your work team.
By understanding your employees better and catering to their needs through authenticity, you can increase employee engagement within your organization.