(MoneyWatch) People are always asking me why I'm so critical of
management fads like employee engagement and emotional intelligence.
It's not that I think employees shouldn't be engaged or that it's not
important for managers to be empathetic. The problem is more fundamental
than that.
More often than not, jumping on trendy fads that are
based on generic research, surveys and tests is just plain lazy
management. It's taking the easy way out.
I come from a school
of management called the high-tech industry where corporate culture,
executive leadership and employee motivation develop at a grassroots
level. They're a means to developing innovative products that provide an
exceptional customer experience.
What starts as a bunch of
quirky entrepreneurs with a crazy idea occasionally blossoms into a
unique culture where managers are inspired, workers are empowered, and
everyone is motivated to achieve the same vision and goals.
What's
fascinating is that I've never seen two corporate cultures that operate
the same way. They're as diverse as the characteristics and behavior of
their founders. From Intel's authoritarian Andy Grove to Facebook's
product-driven Mark Zuckerberg. From Google's introverted Larry Page to
Apple's mercurial marketer, Steve Jobs.
While
all the business leaders and executives I've worked with over the years
had their own ways of doing things, I don't think any of them would
question that there are common ways to ensure that employees are
challenged, inspired and motivated to do their best work. These are my
top 10:
Exhibit flawless work ethic. Lead by example. If
you work your tail off to get the job done and exceed customer
expectations, employees will emulate that behavior. Likewise, if you
screw around, they'll follow that example, too.
Indoctrinate them with the big picture. Everybody
wants to be part of something big. They want to know why their work
matters. Make it important to your people by telling them why it's
important to customers.
Hold yourself accountable.
Goal-setting in most companies is ineffective -- executives make big
bucks no matter what, or there's little or no follow-up. When management
holds itself accountable, it's a lot easier to do the same with
employees.
Provide genuine, real-time feedback, good and bad. This
is one of the hardest things for any manager to do, especially the
negative stuff, but it's also one of the most critical and effective
management tools.
Promote their accomplishments and take the heat for their failures. Period.
Give them what they need to do the job. Provide the tools, training and support they need to be effective; keep management off their backs; then get out of the way.
Challenge them with as much responsibility as they can reasonably handle.
It's human nature to want to achieve things. Show you have confidence
in them by setting a reasonably high bar and allowing them to succeed or
fail on their own.
Communicate. Tell them what's going on
as openly as you can within reason and without unduly burdening them
with confidential information they shouldn't or don't need to know.
Be as flexible as possible without impeding team effectiveness. If
the priority is to get the job done as a team, that doesn't mean
everyone has to operate exactly the same way. People are individuals.
They need some freedom to do their best.
Be human. Show some empathy, humility and a sense of humor. It'll go a long way.
http://www.cbsnews.com/8301-505125_162-57548184/how-to-motivate-your-team/
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