As a manager, it’s your role to help encourage your employees. Here’s a list of 7 easy ways to do so.
You probably know your employees based on their work title, given responsibilities, and contributions to the workplace. However, it’s important to take the time to learn about your employees as people.
By asking about their family, hobbies, and life outside of work, you establish a sense of connection. When an employee realizes you care about them as a person, they’ll be more likely to come to you with ideas and concerns.
Learning about employee personalities and characteristics also helps you motivate each person. For example, some people prefer written instructions, while others prefer a short phone call.
There’s nothing more frustrating than trying to deliver quality work when you don’t know what you’re supposed to be doing. By using good communication to set clear expectations, you provide your employees with a detailed goal to work towards.
Regularly scheduled meetings can help ensure you are on the same page. Meetings provide a dedicated space for you to communicate expectations and for employees to ask questions.
No matter how well you explain something, your employees are going to have questions and run into problems. If you are approachable, they’ll come to you and quickly sort out the problem.
If you are not available to your employees, they will try to solve their issues by themselves. This can lead to the creation of even larger problems.
If your employees feel like you don’t trust them, they will lose their confidence and even come to resent you. So, show your employees you trust them by giving them responsibility for independent work. It’s also valuable to vocalize this trust.
When you do give your employees responsibilities, back them up! If they make a mistake, don’t reprimand them or tell them they lost your trust. Rather, work together to figure out what went wrong and how you can fix it.
If you want your employees to come to you with concerns and ideas, you need to be honest and transparent.
If the company is struggling, don’t hide it when asked directly. If this workweek will be longer than 40 hours, tell your employees.
When an employee does a good job, recognize it! This can be as simple as saying “good job.” It can also come in the form of nominating employees for awards or promotions.
Remember, recognition doesn’t have to wait until the end of a big project. Each day provides opportunities for recognition and thanks.
Chances are, your employees have goals for their future. By talking to your employees, you can understand these goals and help your employees make a plan to reach them.
If your employees feel like you’re invested in their future and success, they’ll work harder to meet their short-term goals.