Motivate your empoyees, you would not regret it!

I have had a feedback talk with my employee today.

According to my previous post I have discussed the strengths and created a plan to utilize them more efficiently.

In addition, the expectations from the everyday task was openly discussed the first time.

All the truth was mapped out and for the first time in many years, this employee got to answer the question about what is it that she likes to do at her work.

After discussing the strengths, I have obligated to utilize them more and I told her that I will demand a full dedication and a lot of work in this area. I told that she would not have time to breathe. I told that I will be very demanding.

The response I got was astonishing, after bursting in tears she has thanked me for my believe in her. She was in joy the way I never seen a person.

Perhaps this is the first time I have had a proper open conversation with my employee and all thanks to the understanding I got from a person who already did this all many times.

Today I was told that my job is to motivate. Finally I got an explanation about how to do it. I used it and it worked.

Insight of senior managers

Today I have been participation in a management course. It consists of many different parts, spread over different days.Usually at this kind of courses, there are many different techniques discussions, group activity and the list goes on.From time to time, a senior manager will visit and give a speech, mostly boring stuff.

Today was different.

I saw this person the first time. But he changed my understanding of things.

Many time I heard about the need to focus on strengths and not on weaknesses. But from reality check this did not feel right.

But today I got an explanations that finally concluded what is this about and how its done.

Dispositions section of my blog shows that I have a team of 10 which share the same responsibility.

Over the years, I have been educated that the whole team need to have nearly the same level of knowledge, speed and quality. All the extras are bonuses that whelp them advance their careers, but all the basic common qualities are just to fit to the job description.

Needless to say than no all of my employees are at the required level. We are constantly meeting and discussing how can we improve, but I always knew that we mostly discussing about reducing the damage rather than bringing success.

I learned that every team needs balance. My job is finding the strong points of every person and bringing them up to front. It would not be 100% accurate but what is? Instead of having 30% of my team doing 60-70 % of work. I can make everyone give much more output on their strong points while keeping their low qualities from doing any damage to them or to the LOB. The truth is, I never even told anyone that they are not as good as it possible, I always talked about potential and meeting it and many more motivational stuff, while trying to motivate people to do what they do not love.

Today I will make a trial, I will tell my most complicated employee about qualities that I need to be maintained on the damage prevention level, but I will empower the strong ones to the maximum.

This is the importance of a strong person in the high management position. His example and ability to explain stuff were more successful than at least 2-3 books I read.

I will more of senior managers would be able to express themselves in this manner. At least now I have a proper example.