10 Simple Steps To Get A Motivated Team
There is an absolute connection and positive correlation between staff engagement/motivation and profitability: having happy and content staff maximises growth and performance in any organisation in any setting or sector.
The 10 Steps are:
- Trust the team – let them make decisions and avoid as much as possible management insisting on approving everything. This just gets in the way, adds cost and delivers no value.
- Make the staff feel good – find out the little things that make a big difference and then implement them. Is paying for tea, coffee and milk such a big issue? Buy the microwave and get some nice mugs for staff to use! Comfortable chairs in the staffroom are a big plus – it is the little things that make a huge difference.
- Give freedom to make decisions within some clear guidelines: let staff know the parameters of their decision making ability and then just leave them to it. Why bother management with making every decision? To do so just adds cost, increased inefficiencies and wastes time.
- Being open and transparent. The more information staff have the more involved they become and the more they are able to make decisions. Making information freely available adds to a sense of positive involvement.
- Recruit staff based on their positive attitude, NOT on their qualifications. Do your recruits fit with the culture of your organisation? It is far easier to train someone to do a task with the right approach and attitude rather than employing someone with all the qualifications but with a personality that will not work in your environment.
- Use mistakes as a learning tool. Make sure that there really is a no-blame culture and share, carefully and with skill, errors that have occurred BUT with a clear focus on how we all can learn from them.
- Create a real community: make sure there is a mutual benefit to workplace activity.
- Good work/life balance. Staff that are tired and stressed are staff that are a liability.
- Have the right sort of managers to do the managing. Avoid as much as possible appointing managers who are good at their jobs but who have NO management skills – find them something else to do. Ask staff who they think would make a good manager from within the workforce!
- Playing to everyone’s strengths: make sure that the staff are spending most of their time doing the things they are best at, not the things they are weak or disinterested in.
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