The majority of employees can motivate themselves. Unfortunately, their managers often cause them to lose their motivation. Maxim Strashun, Head of Talent Development EMEA at Lenovo, gave a presentation on this topic at the recent HR Directors Business Summit conference in Birmingham.
Maxim Strashun is a Canadian who moved to the Czech Republic 15 years ago and then, after another eight years, to Slovakia. He has focused his professional career on management training and education. An overview of the main points of his presentation at the HR Directors Business Summit was published on the HR Magazine website here. All of his complaints about managers' behavior seem so obvious that every manager must have knowledge about these mistakes and avoid them. However, experience shows us that this is not the case. So what should you finally stop doing wrong?
Don't ignore new arrivals
When new employees enter a company, they should have their workplace prepared, including all the tools they need and a colleague who will show them around and be available for them. If they don't even have a chair to sit on, and nobody shows them where toilets are, demotivation will set in very quickly.
Put an end to unclear goals
Each employee must know what you expect from him. Many managers still think that their people can read their minds. They'd rather ask them regularly how they perceive their roles and responsibilities.
Don't leave anyone outside the team
If an employee comes to you with the feeling that he is not part of the team, don't tell him that it's his fault. In fact, it's your fault because you have failed to integrate him.
Stop venting your stress on others
When you have a bad day, or have 2difficulties that extend over a longer period of time, it is your problem and you should deal with it yourself. Uncomfortable work environments don't motivate anyone.
Stop wasting your subordinates' time
Do your people really have to put aside all their work to fulfill the tasks you give them immediately? Most things don't have to be done right away, so always give specific deadlines. Then let your people decide when and how they will perform their tasks. Trust them, don't micromanage every little thing they do.
Don't ignore your people's futures
After some time, employees begin to stagnate and can't see further possibilities for development. Managers should talk with their people regularly about how they see their work in the future and how their managers can help them.
Stop having a "sink or swim" attitude
Defend your subordinates against attacks from people outside the team. At the same time, solve problems that occur among your team members. Your people should never feel you don't stand up for them.
Don't forget to praise people
Managers often understand the importance of sharing feedback only in the negative. Positive feedback is, however, even more important. When your people achieve something, they want your recognition.
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