No matter how busy you are, try not to cut employees short when they talk. People often think out loud and process information as they talk instead of offering a polished statement after considering all the issues. Rushed managers sometimes jump the gun and finish sentences off or try to rush employees through their statements, assuming they know just what the employee is going to say. Take an extra minute or two to hear them out, and you may be pleasantly surprised by their complete thoughts and ideas. These ideas your employees say are very important, they may help you do exactly what your employees want. An employee, a customer or a potential networking contact get on the right track when their manager pay attention closely to what they offer to the organization.
Meeting Employees frequently, Key to managing them…
First or frequent impressions are important. When you meet someone within your organization, whether new or old, get off on the right foot by using his or her name or the work he or she has done several times in the first few minutes. This will solidify them in your memory and show the other person you’re captivated to what they have to offer—two positive benefits from both sides that will pay off down the line. Employee recognition is more than just a quick pat on the back. To make sure you reinforce the performance you want effectively, remember these essential truths:
• Memories fade quickly. Will employees who are struggling with a major project at the moment remember that you thanked them for their work last time? Positive reinforcement is an ongoing process. Don’t get so caught up in the idea of specific annual or monthly celebrations that you neglect to provide positive feedback on a daily basis.
• The bottom line is just the start. Don’t limit your recognition efforts to employees who make the most money for your organization. Focus on the behaviors that lead to success: improving quality, taking initiative, providing service, and solving problems. By broadening your scope beyond generating revenue, you can provide opportunities for every employee in the company to earn recognition.
• Workers aren’t mind readers. Does everyone understand why some workers are singled out for praise? You can’t reinforce positive behaviors if workers aren’t sure what behaviors merit awards. Whether you’re presenting a formal reward or a saying a simple thank-you, take the time to explain what these employees did right.
• Proportion is important. When recognizing employee efforts, make sure the prize fits the achievement. You don’t have to hand out hundred dollar bills for answering the phone correctly, but don’t reward an employee who saves your organization a substantial sum with a gift certificate for coffee.
Making Employees understand your approach…
One way to tell them is to listen to your words as you talk to people. If you spend a lot of time using phrases such as “I should,” “I have to,” or “I ought to,” then you may unintentionally be telling those around you that you’re indecisive or that you lack the confidence to make decisions for yourself or them. To motivate the employees rather say “I should” or “I ought to,” try saying, “I want to” or “I will.” Instead of complaining, “I have to,” substitute a stronger phrase: “I’ve decided to.” These words may seem insignificant, but the language you use can influence the way other people perceive you—and add to your authority in the workplace.