As a manager, you have a big influence on the well-being of your team. Dealing with endless meetings, putting out fires, and completing projects can influence your reactions when it comes to situations with the team. Most of the time, those reactions may be negative and discouraging.
Fortunately, it’s never too late to become a great manager. Empathy and relational skills can help you gain your employees' trust. Although you need not be too personal with them (like volunteering to help with their DIY wedding program or asking about their family), you can still support and earn their respect in five minutes (or less).
Do One Thing to Help Employees Achieve their Long-Term Goals
When an employee’s work is aligned with their long-term goals, they are more motivated to do their jobs. On the other hand, if their job is not promising for their future, they can easily lose sight of their progress. As their manager, it’s your responsibility to straighten their career path.
Employees often want to learn new areas of the business or develop a new skill that offers new career opportunities. Support this goal by providing training and coaching sessions. Give them a book on the subject they wish to learn about, introduce them to mentors who can help, or send them to conferences they’d be interested in attending. Encourage risk-taking, so they can identify more opportunities.
Learn The Reasons Behind their Resentments
Burnout increases your risk of losing the best members of your team. When you sense an employee experiencing burnout, sit down and have a talk with them. Instead of telling them off for not being as productive as they used to be, determine the reasons behind their resentments. Take note of their concerns because their insight is also essential to your company’s culture.
Once you have a better idea of their situation, encourage them to find their rhythm. Help them re-discover the purpose of their work while ensuring them you’ll help them in areas within your control.
Ensure One-on-One Discussions are Actionable
Talking about issues and your team’s concerns are good, but it will not accomplish much if it’s not actionable. All discussions must have an action plan.
During the discussion, identify what both of you can do to address the employee’s issues. Setting action items and discussions of the results creates a gratifying feeling that motivates team members. At the end of each discussion, email the action points to your team member and go over them in your next one-on-one discussion to highlight their progress.
Praise Team Members for their Contributions
Praise is fuel for motivation and great work. Always give team members specific praise on something they did. If you fail to recognize their efforts, this will diminish their productivity and motivation to work. But the more unsung and specific you praise the team member for, the more appreciated your recognition will be.
To see more great work from your team, praise is the key.
It takes five minutes or less to keep an employee motivated. Boost their morale by being a better manager today.