In your work, you will be required to oversee the activities of other employees. You will play a key role in sharing their responsibilities, explaining best practices, and establishing even greater efficiencies in their jobs. At the same time, you will be a key part of their performance, they sense your management conscientiousness, and may feel that they must comply with whatever you disagree with. Your actions effect them, and their actions affect you. Your responsibilities in this type of relationshippeak with Florence Nightingale.
Some of your responsibilities include:
• Managing your own employee performance and objectives. For example, your website may have a great amount of traffic, but if the site is not maintained or up-to-date, or does not contain current information, you could lose a great deal of business from your customers.
• Teaching them new information. For example, if there are many changes to your marketing processes, you may want them to know about it, and how to manage those changes.
Others include:
• Letting them know how to find and resolve their problems
• Assisting them in clarifying their self-designed goals
• Assisting them to identify their career priorities
• Knowing your organization’s corporate conversations in order to position your employees to achieve these goals
To meet your responsibilities, you should consider these three concepts:
- People Can Become Trained To Learn New Things Only When Their Motivation to Study Is Deep.
If you feel that your employees have not made any energy or passion for learning, it will be difficult for them to commit to regular growth. Without appropriate motivation, they will not be motivated to invest time in learning. When you don’t feel that your employees are motivated by what they do or how their jobs are performed-they may not even invest the time to invest in themselves. We don’t want them to waste their opportunity to learn.
- Motivation Is Set Up When People Decide To Learn Something New, and Make Time To Commit To It.
As they acknowledge the need to be educated and trained, your employees will have a need to participate. When the paycheck keeps flowing, it’s easy to say “poker88” to learning, as it’s a bigger hassle. It’s even more difficult to discipline your employees to learn and commit to ongoing learning, when that is what you desire.
- Setting Incentives For Participation Is The Easiest Way To Motivate and Encourage Them To Invest Time.
The biggest challenge for your employees will be putting their time into learning for the specific purpose of the incentive itself. If you want to encourage continuous education, you’ll be more successful than if you never mentioned it. When your employees invest their time for the purpose of receiving something specific for their investment, such as a prizes or recognition, it’s easier to stimulate a feeling of ownership in the process.
To meet your responsibilities, consider these three concepts:
- People Can Become Trained To Learn New Things Only When Their Motivation to Study Is Deep.
- Motivation Is Set Up When People Decide To Learn Something New, and Make Time To Commit To It.
- Setting Incentives For Participation Is The Easiest Way To Motivate and Encourage Them To Invest Time.
When you set goals, recognize that everyone has a vested interest in seeing those goals fulfilled. For example, if you want to increase and enhance customer assistance, you’ll do well to properly recognize employees that are on the team to improve customer service. By setting an incentive, you get back the time that your employees invest for each goal fulfilled.
When you use incentives to get what you want out of your staff, you’ll get much more. Simply remember that you are motivating them through the work they do, and that by doing it well, you will help them realize the satisfaction they derive from knowing they’ve successfully improving the performance of your organizational mission. This in turn will motivate them to continue to invest more of their time in their ongoing development.