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job search tips/workplace trends
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Staying results-focused while remaining ahead of market changes and new competitors gives managers more than enough to do. Engaging and motivating employees without the need to micromanage or losing sight of the main goal is where your priorities should lie. By supporting a productive workplace and employing effective employee feedback questions, you can meet company goals more easily while getting the most from your team.
But how do you keep your team headed in the right direction and producing the results you need without constant supervision?
Employee motivation has little to do with constant supervision and more to do with accountability, trust, and communication. When you show that you value your team enough to trust them to do their job, clearly communicate with them, and show accountability for their actions, they will respond with responsibility, integrity, and focus. Without needing added incentives or rewards, they’ll become empowered to work autonomously towards shared goals.
Trust Vs Fear
Intimidation and fear have never yielded authentic accountability, and neither will it develop a true sense of responsibility. People who are managed with fear perform only to a standard that avoids your wrath.
Establishing trust, on the other hand, will lead to engaged and motivated people who are willing to exert extra effort to reach shared goals that push the company forward. Trust is the core of accountability. By fostering relationships based on trust with managers and peers, people will be more likely to invest emotional energy into their work and become fully engaged in your mission.
Trust is built through actively listening, supporting people, and showing them that you hold yourself accountable for your actions. A vote of confidence can go a long way towards people becoming committed to their work and accountable, reliable staff members.
Transparency and Accountability
Be open with employees about what's happening at the highest level so there are no surprises. It will also give everyone a chance to ask questions and give feedback. If employees feel included in big decisions and committed to the direction your company takes, it will help sustain motivation and increase company loyalty and pride.
Show integrity with transparency and demonstrate that you hold yourself accountable for your duties, too. When you don’t show that you are also accountable and open about your goals (both the ones reached and the ones missed), no one else will feel compelled to do the same.
You can’t expect others to be accountable for their work and goals unless the expectation of this is clearly conveyed and regularly updated as things change. Without articulating expectations, employees will become frustrated or disillusioned and start searching for their next job.
Regular conversations about projects let your team know exactly what is expected of them and how they can reach the targets set. By setting smaller goals along the way and communicating these regularly, people become more engaged.
Provide and accept regular feedback and don’t forget a simple "please" or "thank you". Politeness goes a long way to building good relationships in any sphere.
When it comes to suggestions and ideas, if employees feel that their voice matters, they in turn feel confident about their position in the company. Positive communication and recognition of a job well done will reinforce the idea that a manager supports and values an employee’s place in the business.
Don’t wait for the yearly performance review to discuss work ethic or individual direction. Provide regular opportunities for goals to be articulated, and you’ll find that your employees will be more productive and motivated. These feedback sessions also allow you to discover the best ways to motivate your team, and follow those practices for an overall more efficient and positive workplace.
About Matt Krumrie
In addition to writing resumes, Krumrie has published over 2,000 career and job search articles for CollegeRecruiter,