Business: Employers Motivating Employees To Increase Productivity
So, it’s your first month on the job, as a manager and you can not seem to fit in with those veteran employees. You were transfered to a division or department you never have worked in, but your background qualifies you to take the assignment. You try to communicate, but they do not seem to let you in on what is going on. At best, all you get is the basic operational issues, but some issues have arisen and you can not seem to get the employees under you, to respond appropriately to solve the problem.
I have seen this scenario, so many times in my past. Dealing with it, is not easy on the new manager, and can affect output and performance of the department as a whole. So you ask, “ what can be done, to over-come this obstacle?” The answer is not always a “patented” one, but not one that is really hidden, either. Let us assume you have been in a position as a laborer, and have held that position for some time. Then someone you do not know comes in. You are not aware of the experiences, nor the qualifications of that individual. He hides in an office and only comes out, to apparently cast his authority upon what you are doing. He/she is telling you that production has to speed up. However, there is no way you are going to make his/her job easier.
Well again, there are several ways to handle this. Writing the subordinate up for not respecting your authority, as a manager. You could call the employee up to the office and reprimand them on their ignoring what you asked for. You can call up and get assistance from another manager, or your supervisor, or you can roll up your sleeves and help the person accomplish what is being asked. What do you think you should do?
I hope that this article/hub, will help you decide which one is probably going to get you, what you want plus maybe even some respect. Managers, whether they are hired in from the outside, or promoted from within are first treated with very little regard, from employees. Why does a new child on the school ground, get picked on when they are first introduced to the other kids? Basically, it is done to find out what the “new kid” to prove themselves. Thus, entering into the ranking in the school yard.
Over Coming Resistance Of Those Working For You:
First, as a manager, you must establish yourself as being in a new “micro-community” and you are the “new kid” on the block. Even if you had worked for the company for a while, you are new to the position, that no one is familiar with your filling. Once you realize this, you can go about getting respect in a negative way, by thrusting your position of authority upon the personnel working below your position. Or, you can find key elements that will positively motivate and embrace your subordinates’ talents to your benefit.
Next, providing you chose the positive means of approaching the resistances, placed before you. Roll up your sleeves and plan on getting dirty. The act of working along the side of your department personnel, will show them you are willing to learn, what you may not know. It will help them get to know your “work ethic” and allow you to bond with them. It shows interest!
Professional Management Tips : How to Motivate Others
Every One Has A Sweet Tooth, For Something:
Earlier you were informed that you are going to get rejection, resistance, and even slighted comments, custom made to derail you, from those employees whom are working under you. However, they are not the only ones whom will come, to ask why you are still working on the floor. For those whom have not caught up with me, I will give in; Other managers and maybe even your superiors will come and confront you. Okay, it’s out!
Now, to discuss the “sweet tooth” comment at the beginning of this segment. Here it is, the alternative motivation of working with the employees on the floor. Yes, you are going to want to express that you are wanting to brush up or learn areas of the business, which you are lacking. However, an underlying motive is to find out what pushes your employees, to accomplish work as well and proficiently as possible. You are wanting to learn strengths and weaknesses of certain employees.
By finding out these things, you are going to find out personality flaws, which will either cloud up your perceptions of any given employee, or clarify where the employee will perform best for your department or business. I have found that these two personalities are prevalent in most labor types of employment.: (It may be erroneous, according to psychologists, but my experiences have shown me differently.)
For Example, one whom is quiet and whom does what ever is asked with no resistance, is probably proficient negotiations. He has negotiated him/herself into “flying under the radar.” As long as he/she is not exposed, this employee will probably be good at getting others to perform tasks, through negotiating terms.
Employees whom are boisterous, are typically wanting to be center of attention. They will be good workers, provided they can be “highlighted” often enough to stroke their egos. These employees need constant validation, towards their work output and importance.
Employees whom are intense, typically have shown that they are very technical, detailed and mechanically inclined. Their candy is being able to put their names on any project, they have accomplished. They need some moderate commentary on their good work, but nothing over-bearing. However, given situational inquiry, they will sound off like a bird and want to be heard.
Basically, if you find what drives your employees you have found their “Candy” to satisfy that “sweet tooth”, which all of us have. It also can serve as a positive means to obtain production gains, on the floor; while achieving the respect from the employees you are working with.
Finding Your Employee’s Talents:
Working with the employees, in various departments or in your assigned department, can give you some indications as to where a given employee might serve the companies goals better, while allowing the employee to perform duties he/she enjoys. When I have found an employee working in one area, may be wishing to be in another area. Giving them the opportunity to move areas, will make them happier, but also give you an idea of where their interests lay. These employees are found to be happier, therefore will normally increase their output. Maintaining them in the new tasking position, can also improve your working relationship with that individual.
The Key in all of this, is Communication. Open and Tempered Communications between you and your employees is paramount, in establishing what their specific talents may be. These talents might take some time, to uncover but once they are brought out, this information can pay dividends for both you and your workers. Now, I understand that if you have limited positions for say a Brake Press, and you have twice that many employees wanting to be on that press, there may be an issue. Yet, staying positive, there is still a way to make it work.
Using this as a training program enhancement can allow your employees to cross train and back each other up, when demand is up for a given job to remain fluidly putting product out. Again, communication is “Key”. By utilizing those whom have worked that press previously, to fill in when the normal operator is out on vacation or out sick. Using the experienced employees to train everyone in the department, who shows interest, in operating the press. Now this is just an example, it will work on any position for most any company.
What Business Management 101, And Experience, Has Shown Me.
In business, there is a saying that having one cashier and one “bean counter’ or accountant, can be hazardous to your bottom line. Internal theft, can run rampant and leave you wondering where the resources went. The same is true in production, labor forces, and other career fields. When there are checks and balances, and rotation of responsibility can curb boredom and quality issues, which will affect your customers.
In the Transportation business, taking a dispatcher and making him obtain his license to drive a semi-truck, will allow you to cycle him and your drivers. This builds an environment where the two can work cohesively, since they both know what the other is experiencing. Or taking the dispatcher and making him/her ride for a time with a driver, will accomplish pretty much the same thing. Both develop a relationship, and the dispatcher understands the barriers and issues that are faced by the phantom driver he may rarely see, in person.
In the Store setting, or production setting a quality assurance technician being placed with areas of production, can give him/her insight as to what causes certain product flaws and what can be done to avoid the issue, from repeatedly arising. It will also give them insight as to what to look for, while performing inspections, for potential flaws. On the other side of this example, putting a machine operator on quality assurance, will allow him to see where typical issues may arise and what he/she can do to prevent such flaws. Which ever applies to your business, cross training is beneficial beyond the space available for me to address.
Success In Motivating Your Employees
Success in motivating your employees, is the goal here. It is also to show your employees that they are valued. Even those whom feel unappreciated, can be turned into productive employees, whom have been revitalized. Communication, working with them and becoming interested in their talents and preferences, will go along way in achieving everyone’s goals.
Letting your employees that you are willing to learn, then working to let them expand their usefulness and talents, may allow them to see that they are not being “dead-ended” with no way to growing, within the business. Communication between your employees and yourself, as a manager, is again important. Push them to further careers through improving their educational background. Motivate them to prove their worth, not only to the company but to themselves. By showing that your are not fearful of pushing your employees, to better themselves. By bettering themselves, they are bettering your business and their families lives.
Guess What! Every One Wins!!
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