Many people feel constricted at work and are looking for validation. Not only do they want to be listened to, it is vital that they know that their contributions are being noticed, valued and not taken for granted. This is not for the sake of attention. They want to know that their skill sets are still relevant, useful and vital to helping them making a difference to advance the organizations they are part of. As professional development budgets are cut and automation increases, employees are required to become more self-reliant by investing in themselves as their concerns grow about where their capabilities are placing them in their organizations now and into the future.
At the same time, business entrepreneurs are trying to make their employees feel more secure in order to keep the ship afloat. In today’s fast moving world, there is risk of losing the top-talented people who are difficult and costly to replace. To manage change, entrepreneurs need to think differently about how to keep their teams on track. Entrepreneurs must become more intuitive by changing from the traditional ways of leading that have become all too predictable and so uninspiring.
Entrepreneurs are, frequently, out of touch and not communicating with their employees. They are guilty of focusing on their own personal agendas to the detriment of the team. This is most evident in entrepreneurs who try to use the same old approach to earn trust, build loyalty and stimulate their team and individual performance within the team.
Entrepreneurs must understand that in the new workplace of today, there does not exist a single method to motivate employees to perform better. It’s about how to maximize the materials required to create hundreds of methods that are customized and authentic to motivate with long-term continuity and impact.
Here are ten ways to inspire teams to optimally perform.
1. Problem Solving
Explain to employees why their contributions help solves problems and contribute to the company’s success. Employees are more inclined to improve when they know their work can add-value to the business and are rewarded for it. For example, always show the team the outcome of their collected efforts, showing and commending results, thus inspire performance by connecting the work with the outcome.
2. Inspiring Purpose
Employees respond to knowing that their hard work really makes a difference. Employees want Entrepreneurs who see beyond the obvious and look to create a new order to inspire them. They want entrepreneurs to improve their lives and those of their family and community and not do anything that would damage same.
3. Know how to motivate
The secret to inspiring employees is to know the talents and foibles of the people you are inspiring. Employees respond to their entrepreneurs who know and understand their drives, tendencies, abilities and behaviours well-enough to motivate them. The best managers and coaches always know this.
Make time spent with your employees, matter. Don’t just rely on your time and position to inspire them. Employees want a manager who pays attention and genuinely cares about them.
Great entrepreneurs take the time to know their people before they can create the best methods for success. Employees are most inspired when a manager takes the time to get to know them and show that they have their best interests at heart.
Entrepreneurs who know how to motivate their team are those who continually make the team qualities better and keep them from failing.
Employees do not respond well to being told what to do. They are eager to learn and remain functionally important. But they find it difficult to respond to those managers who only inflict fear. In today’s time challenged world, people don’t have time for lectures. Employees want continuous nurturing and managers who are paying attention to the issues. They want objective feedback to enable them to grow and perform better.
Simplify the process; get rid of the jargon and clichés and complex situations. People are looking for direction that is straight and to the point. Note, most people have mastered the art of doing their job. Help your employee do their jobs well by providing the right tools and support in a way that enhances them in carrying out their roles & responsibilities. Be a great motivator. People are inspired when they are given the opportunity to learn how to improve existing methods and how to do new things.
Employees want to achieve results. Allow them to be part of the research and development projects by encouraging them to get their hands dirty. Whilst ideas are important, being part of bringing ideas to fruition can be far a more exciting and result in meaningful growth for your employees that will result in improved performance.
Also, give your employees the tools and resources to be innovative within their work. Follow your employees’ activities to identify the tools and resources that they require to improve their performance.
Given the right environment, the best employees will instinctively challenge themselves to be more creative and will perform better. That is why incentives lead to better performance. However, note that money alone is not the only motivator. Giving your employees the opportunities to improve their self-worth will serve the needs of the company by allowing innovation to inspire performance.
6. Nurture that significant x-factor
While employees’ need to be successful is very important, it is not enough on its own to motivate them. People look to their managers for much more. If you can nurture the natural talents of your employees in ways that make them feel more responsibility within their jobs, you will be switch on x-factor that is more significant that will have a longer lasting impact.
7. Ownership of accountability
Ensuring accountability is an important factor in sustaining performance. However, when you give your employees an active role in the process of defining how accountability is ensured, you inspire their trust and a real desire to generate results that go above and beyond the call of duty.
By giving your employees full ownership of the process shows that you entrust them with your authority. You are now giving your employees to dictate the progress based on what they believe is in the best interest of the organization.
For example, if you create a special project and hand it to an employee with the instruction to take ownership of it. You do so by outlining your expectations for the end-result, but you allow him or her to take charge of the project. Review progress by agreeing to meet once-a-week and observe the change in attitude and willingness to perform. Interpret the results and observations about the employee to design your approach on how to best encourage that employee’s long-term performance outcome.
It is important for entrepreneurs to show respect, along with appreciation and praise, and demonstrate admiration for the efforts of your employees. People want to know they are respected, and you must demonstrate how respect is earned.
We all know that there are far too many recognition addicts with-in the work space. In a competitive world, we have self-reliant and believe that we must rely only on ourselves. We believe we can do things better than anyone else. We risk our long-term careers with these self-serving attitudes.
Unfortunately, too many people are attention seeking because they have overlooked the significantly greater worth of winning respect and the feel-good factor that comes with it. Nurture your employees about the importance of respect and show them how to earn it. When they see the greater impact that respect delivers, they will be motivated by your leadership.
9. Personal Actualisation and Growth
In the past, entrepreneurs have used the giving of “increased responsibility” in order to inspire performance. While this approach is very important and has merit, it is when the manager fosters the professional actualisation and growth of their employees that performance really improves beyond recognition. Leaders must take more time to oversee their employee’s development, growth and actualisation.
It is vitally important to encourage networking opportunities and opportunities for performance development and find the resources to do so.
In the end, it is the relationship, which is based on trust, that inspires employees to perform. When you are conscious of implementing the points above, you will certainly ignite your ability to earn trust with your employees and encourage their performance. By trusting someone, you demonstrate your belief in them. People are encouraged and driven when they know that their managers believe in their abilities and willingness to deliver.
Inspiring employees to optimally perform is an art form that requires a manager who can see the best in people that they cannot see themselves. Inspiration makes your employees feel that they matter to the company and that the company genuinely cares.