Pons Consulting

Leadership Edition One

Is your team motivated to perform?

How are you doing as a manager / supervisor?

There is an unquestionable link between productive effort and level of motivation. Are your direct reports motivated to do their best for you as their manager each day?

What motivates people at work?
Tips for improving performance
1. Knowing work standards and expectations.
Only 100% clarity is good enough. Continually develop / clarify people's roles and responsibilities. Document expectations clearly. Get staff to talk about these in team discussions.
2. Belief that their contribution is important.
Talk about the importance of each person to the team. Discuss contribution one-to-one and in team settings. Expose others to the importance of each person to the team.
3. Accessibility to and visibility of you, their manager.
Be seen. Walk the floor daily. Speak to half your team each day. Speak the way they talk. Work a job on the floor, once every 6 months. Share ideas on the difficulties they experience. Let one team member shadow you for one day each quarter.
4. Your belief in their personal growth.
Become a coach. Set development goals with each person annually. Review these formally and guide the employee to act on them. Quarterly review. Find opportunities to coach individuals.
5. Your genuine appreciation (thanks) for good work.
Find the good. Find 5 different ways to express appreciation (refer to the following edition of Manager's Tips for Superior Performance). Show appreciation for 60% of your team regularly. Compliment people at the time you note the good work.
6. Giving them the opportunity to use their talent.
Know how each team member perceives his/her talents. People do what they enjoy doing best. Ask and continually clarify the person's view of their strengths. Match these to tasks and / or projects.
7. A manager that they can confide in.
Be a genius. Know and talk the interests of others before your own. Ask people how they are and listen for the answer. Find time when greeting to find out or reflect on something important to the person. Ask about their time off, hobbies, family. People like to talk about themselves.
8. Regular / constructive feedback on performance.
Verbalise your positive thoughts on performance. Review performance and progress formally at least twice per annum. Find informal ways to have chats about a performance progress with 2 - 4 people every month.
Who We Are

Pons Process Consulting was established in 1995. A respected business consulting practice, whose focus is on people management and development. We provide comprehensive and customised organisation change and development services to our clients.

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