Want it done right you have to do it yourself

If you want it done right… You have to do it yourself.

As managers you have enough on your plate as it is, let alone completing your  employee’s work as well.

There are key elements that may help you spread the work load and ensure your employees get their jobs done with little or no intervention from you as manager.

The following is a list of those key elements:

1. Plan your workday the night before.

By having a plan the night before you can work in your head what the top priorities are, which in turn will make you more prepared and less anxious, especially when life hits you and throws you curve balls that steers you away from your plan.  Just remember that you created a TOP priority list and what is on that list is what’s most important.

2. Require Updates

As a manager you don’t want to hover over your employees to ensure that they are doing their jobs, let alone have enough time to do that anyways.  But you do want to know how their work is progressing.  Require of your employees that they give you daily or weekly updates, via face-to-face or email, on how their day or week went, work they completed and work in progress.  By requiring updates from your associates you demonstrate to them that you are holding them accountable and are interested in how their day or week went.  Communication is key.

3. Follow Up

When you have an employee that has more work in progress or work incomplete than compared to completed, as a manager you need to promptly notify that employee and request on why they are experiencing poor performance.  Conducting these follow ups will help ensure that the employees finish their work on time and tells the employees that their boss is watching.

 

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Ways to Help You Not Wilt under Criticism

You can’t be the best.  You’re crazy to try that.  You don’t know what you’re doing.  You won’t make it.  It’s impossible.  You’ll be alone.

Many people will be quick to criticize you on your new ventures, ideas and plans.  But not many will congratulate you or tell you that they are there for you if you need anything.  It is very difficult to not listen to all of the criticism you hear and almost impossible to not believe it.  But here are a few jewels to help you get over the hurdles of criticism:

1. Keep the overall vision in mind.

2. Don’t ask yourself if you think you can do this, but ask yourself how am I going to do this?

3. Remember that for every won’t, can’t, shouldn’t, wouldn’t, etc. there are always will, can, should, would, etc..

4. Instead of asking What and How, ask the Why question first.  If you have an answer for the question of Why, then move forward.

5. You are the only one that can stop yourself.

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Money Incentives for Employees

Throwing money at anything and everything is always the answer, right?

Money does solve many things.  It’s the Sales Cures All Effect.

Does that mean that you give out gift cards to your employees for every exceptional act they do, well that depends on you as a manager.  Do what you want, if you think that your employees deserve, then do it.  If it makes you happy and your employees happy, do it.

Pay Close Attention

Pay close attention to your employees that have received the gift card AND the employees that did not.  Were the employees that did not receive a gift card happy for the employee that did receive one or seem fake or have factitious reactions when they were celebratory towards the winning employee?

Again, pay close attention to your employees reactions after you tell them that they are going to receive a gift card.  Were they ecstatic, did their reaction seem over done, was it genuine, did you find the gift card sitting on their desk after they left work to go home, etc.?

Giving out monetary incentives could help you, as a manager or boss, gain important information on the morale, politics, mood and much more in your office or department.  Of course, giving out money incentives to your employees may raise the level of morale and motivation, but only for a temporary amount of time.

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Employee Low Morale and Motivation in India

It is well known that the country of India has many issues with employees with low morale and motivation levels.

Why is that?

Is it low pay?

High and dense population?

Anger issues?

Disrespect between managers and employees?

Disrespect between employees?

Extreme Injection of countries Outsourcing to India?

As of July 27, 2014

22.22% of visitors to MoraleBoost.org comes from India.  Consistently in the number 2 spot, behind the USA and well ahead of the UK.

The visitor demographic of the top 2 cities in India surpass all other cities in India by a significant margin, the numbers are as follows:

1. New Delhi

23.81% of India’s visitors

2. Mumbai

17.36% of India’s visitors

Over 41% of the citizens of India visit MoraleBoost.org for morale and motivation topics comes from only two (2) cities.

Granted the population of these two (2) cities is very large, almost 30 million people.  Also, I can only assume that many rural places in India do not have significant access to technology.  One thing is for certain that the morale level and the motivation level are low in India.

The keywords that are used from the citizens of India also is key aspect to mention, the following are just a few of the keyword searches that are entered and are directed to MoraleBoost.org:

Bullying in the workplace

Not trusting your boss

Not trusting your employees

Not trusting your coworkers

And many more daunting keywords as well:

Afraid, Angry, Revenge, etc.  

Definitely some eye opening and scary words.

All of this data has shed some light for me on International morale and motivation levels of employees and management.  I will definitely study and focus more attention on the causes, direct and indirect factors that are associated with morale and motivation within the country of India.

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Greatest Motivation Killers – GAG

There are many aspects that can affect employees morale and motivation in the workplace, but there are a few that if present will severely limit the advancement of the workforce.

There are three (3) major key aspects that if present will adversely affect your place of business, that are listed from a the following acronym:

G.A.G.

G.

Grudges

A.

Anger

G.

Gossip

These three (3) key aspects are self explanatory enough, if any or worse all of these aspects are present in your place of business you will experience lower employee morale, more hostility and less productivity.

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