Most managers feel that there is a constant struggle between management and employees. This perceived struggle often stems from attempts to motivate the employee to perform the tasks necessary to complete their job. The real tragedy is most organizations don’t understand or don’t train managers on proper motivation techniques.
Motivating an employee is one of a manager’s primary duties. An employee’s failure to perform is almost always considered a failure of management. Let me repeat that in a slightly different way: If you are a manager and your employees are not performing their assigned duties, it is your fault.
There are many hurdles that we as managers have to overcome when it comes to motivating our employees. First hurdle: The employee doesn’t want to perform or is lazy. As a manager, have you talked with the employee? Have you administered the proper discipline? If it is not the right fit, why is the employee still there?
Second hurdle: In today’s economic environment, managers (and employees) can feel overworked. Managers don’t feel they have the time to “manage” their employees. This is a tougher hurdle to climb, but if a manager puts in the time and effort, it does get easier as employees and managers learn to trust each other. Additionally, with sufficient trust, you can start efficiently delegating your duties to your employees.
I’ve only addressed the top two hurdles, but I encourage you take the time and write out the obstacles you face. Work on overcoming these obstacles, build the proper relationships with your employees, and motivation will come. What are you doing to motivate your employees today?
Stay tuned for next week’s blog on motivational techniques!