Tag: management

Employee Empowerment: How to Create Majorly Motivated Managers

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If you want to have a prosperous company, you’re going to need to assemble a group of self-motivated and talented managers to make your business a success. If your current team has potential it isn’t yet living up to, never fear; there are many ways you can train them to be the enthusiastic, ambitious and goal-driven leaders you seek.

Below are 6 tried and proven tips for creating majorly motivated managers who will represent your best interests and keep your business performing perfectly, even when you’re not there.

 

1. Have Clear Expectations—

Nobody can feel like they’re doing a good job at something if they don’t know what doing a good job means. Evaluations that involve job coaching rather than criticism are highly recommended to help employees achieve objectives.

Establishing clear performance expectations and allowing your managers to have input during the goal-setting process will empower them by making them feel like a part of the team.

 

2. Let Them Be a Fearless Leader—

Once clear goals and expectations for job performance have been established, let the people you’re training to be leaders do just that, and without anxiety.

The only way a bird learns to fly is by flapping its wings, so don’t make your employees fear failure with harsh consequences if goals aren’t met during the learning process. Push them out of the nest and into the big blue sky of management knowing it’s okay to fall down a few times.

 

3. Micromanagement is Demotivating—

Nothing says “I don’t think you can handle this job” like a boss who follows everyone around, constantly checking their work.

In addition to creating nervous employees who’re being judged for every step they take, micromanagement lowers morale by making adults feel like they’re being treated like children.

If you want to create a relationship based on trust and respect you have to let go of your controlling impulses and show your managers that you trust and respect them enough to perform well—even when you’re not watching.

 

4. Open Your Door and Mind—

Sometimes business owners can get so caught up in the responsibilities that come with being the boss, they can’t see the smaller things happening during day-to-day operations. But a well-trained and trusted manager can be the eyes and ears you don’t have the time to be if you let them.

Be open to managers, their concerns, and especially to any new ideas they might have about more efficient ways to run your operation. Companies evolve, making changes necessary along the way that can often boost profits.

An open mind and consideration for suggestions your employees bring to the table will empower them by making it clear you value their opinions.

 

5. Encouragement is Excellent—

Everyone likes to receive feedback and praise for a job well done, no matter how confident they may be.

Be sure to let employees and management know how much you appreciate their hard work, and give specific examples of positive performances. It may seem like a small thing to do, but a little bit of encouragement from the boss can greatly raise overall morale.

Bonuses and other financial incentive programs with clearly defined goals to be met can be huge motivators. Nothing motivates like money, so if you’re making extra because your managers are amazing, share the wealth.

 

6. Power to the People—

Once they’re trained and you’ve established trust in their abilities to lead, step back and allow managers to make important decisions on their own.

By giving them the freedom to exercise their management muscle without approval required for every little thing from the boss, you will not only empower them, you will create less work for yourself.

If there is an area in which you’d like to retain all control, simply set boundaries before granting permission to make decisions without clearance in other areas.

 

When you create an environment that allows employees to feel like they’re a valued part of something bigger than themselves, they feel empowered, work harder, and everybody wins. Use the employee empowerment tips above to create committed, progressive managers who will help make your business a thriving success.

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These Go to 11: How to Motivate Your Team to Turn Up Sales Volume

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Experiencing a sense of belonging in the workplace has been shown to create happier employees, because people will work harder and longer if they believe in what they’re doing and feel appreciated by co-workers and management.

In addition to enjoying a positive work atmosphere every day, companies that encourage unity and bonding to allow employees to feel like part of a team become primed for success… and increased sales.

Read below about 5 recommended ways to get your sales team motivated and running at full volume:

 

1. The Power of Differences—

The world isn’t made up of only one type of person, and your workplace shouldn’t be homogenous either.

To create an atmosphere conducive to team unity, it’s important to emphasize the value of diversity in your employee pool, and appreciate the large range of ideas and perspectives this blend can bring to the table.

Employ a wide variety of people with different backgrounds, cultures and life experiences, because you never know where the next great sales-boosting idea will blossom — but it will never grow out of a group of people who think exactly the same way.

 

2. The Power of Happy Home Lives—

Managers can sometimes get so wrapped up in the sales quotas and stressors of their jobs that they forget to allow employees to leave work where it belongs at the end of the day: in the office.

Employees who are forced to take the job home with them or miss important family events will become resentful and unhappy as their personal lives are pushed to the wayside for employment obligations.

By giving employees set schedules and not asking them to work random overtime hours, you will allow them to retain structure in their home lives, which can have a hugely positive effect on morale and sales.

 

3. The Power of Attainable Goals—

Setting goals is an important part of motivating your team to boost sales, but there is nothing as demotivating as unreachable quotas and no reward for consistently solid work.

When people are working as hard as they can, yet have been given unrealistic numbers or goals they can’t possibly reach, this constant failure can breed a feeling of helplessness and frustration that makes most people give up. If you can never win, what’s the point of playing the game?

Small, multiple goals are highly recommended for motivating employees, with smaller but more frequent rewards. But if your company is driven by sales quotas and investors looking for constant sales volume growth, be sure to set attainable larger goals for your people.

 

4. The Power of Praise—

It’s surprising to realize just how much a tiny bit of validation can boost morale and make a team member feel appreciated who might have been feeling insecure about their role.

Taking the time to get to know the people around you and asking follow-up questions about the details they’ve shared with you will also make co-workers feel cared for and more comfortable.

A kind word or compliment for a job well done can creative cohesiveness and loyalty among employees, letting people feel like an effective part of a group.

 

5. The Power of Positive Leadership—

A management style featuring mutual respect and confidence in employees will keep people on your team working hard for you and focused on achieving goals.

Overbearing, negative leaders who treat their workers poorly rather than leading by positive example don’t motivate anyone to work harder, instead creating a distrustful, unsettling environment.

Set clear expectations for employees, consistently reward or praise them when they meet goals, and remember; it’s always nicer to be asked rather than told what to do.

 

Research has shown that sales teams with good co-worker relationships and a constructive, stress-free workplace do better at their jobs, ultimately making more money for employers. By creating a sense of community and letting employees know how much you appreciate them, you can raise morale – and sales – to record-breaking new levels.

Hiring Like a Boss: How to Recruit Efficient, Effective Employees

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It’s easy to find adequate employees who can do the job required of them, but most companies are seeking more than satisfactory: they want to recruit workers who will help the company move forward. The world is full of clock-watchers, but assembling a team of motivated self-starters can take any business to the next level.

Below are 7 tips to help anyone hire the best employees for the job.

 

1. Let Diversity Deliver—

When considering new employees, avoid hiring a team full of people like yourself. You already have your point of view to offer, and hiring those with similar backgrounds might feel comfortable, but it won’t take you anywhere you haven’t already been.

The world is multicultural, and if you’d like to profit from it, you need to echo this diversity within your team. Having a variety of life experiences from which to pull ideas is a valuable resource that can push your company in profitable directions you might not have imagined.

 

2. Be Clear on Compensation—

To avoid wasting time spent interviewing someone who isn’t going to accept the job offer if you decide to make it, clearly establish the available position’s job requirements, salary, bonuses, benefits, vacation and sick leave from the very beginning.

If there is room for negotiation, set your limits early, and if the work compensation is set in stone, let the applicant know this early-on to avoid pointless follow-up interviews.

 

3. Call on the Crew—

Having current employees participate in the hiring process via group interviews can help you determine who might be the best match for available positions. Your present team knows exactly what the job involves because they do it every day, and might offer valuable insight on potential new hires.

Including the crew will also allow everyone the chance to interact interpersonally during the interview, to confirm compatibility amongst employees.

 

4. Don’t Discount Different—

When perusing potential job candidates, avoid following a formula of rigid requirements, and listen to your intuition. Don’t discount someone lacking experience or a traditional background for the job, because people may surprise you when they adapt quickly and excel in a new field.

The charmer with a theater degree might be amazing at sales, for example, because one of the most important aspects of sales is selling yourself, which is what actors do best. If you have a good gut feeling about a non-traditional applicant you’ve interviewed, consider giving different a chance – you may be pleasantly surprised.

 

5. Find Former Feedback—

People can change, but you don’t want to waste your training time and money undoing bad work habits you didn’t detect in the screening process. For this reason, calling former employers of potential new hires to ask about their job productivity is a smart move.

If there are no references, this should set off warning bells in your head, but be sure to ask why before you throw the application into the “no” pile. There may be a logical reason (i.e. the company went out of business) or a situation that can be explained.

 

6. Consider Commitment—

Training can cost money, not to mention the time lost by mentors teaching trainees new skills. This makes it important to hire people who see your open position as a career and not just a stepping stone.

Ask probing questions during interviews to make sure you’re hiring someone seeking a future with your company, and discuss long-term employment goals.

 

7. Grab the Go-Getters—

Unfortunately, when faced with an amazing candidate, some managers avoid hiring them for fear of losing their job to the motivated soul sitting before them. This is a huge mistake, because exceptional employees are not competition: they are the people who will make you look good for hiring them.

Be confident that your job is secure, and consider a smart new hire the person who will help you achieve your next promotion.

 

As the boss, you feel excited about the success of your business, and need to hire employees who not only share your enthusiasm, but want to work hard to turn all potential opportunities into victories. Use the hiring tips above to recruit the most efficient, effective employees possible to increase profits and make your company a success.