Businesses grow and become even better when employees are as effective as they should be. As a business leader or manager, it is your sworn and solemn duty to grow your business and make employees more productive.
As their leader, it is your job to bring the best out of your employees.
If done well, you would notice that they are now happy with their job and would give their best to remain at that high level of productivity.
One thing employers often forget is that there is no company without the employee and that every employee should know how to motivate employees in a workplace.
This article teaches how to motivate employees as a manager and help them to increase their productivity.
It does not matter how many leadership books you have read over time or how many leadership courses you have taken before now.
It does not matter that you have led a team of effective people before now because there is no definite handbook about how to draw the best out of your current employees.
The difference in human behavior makes it impossible to take a leadership template from one set of people and apply it effectively to another set of people.
Take out your time to study each employee to have a clear idea about how each of the employees function and how to make the redundant ones among your staff to become more productive.
So, how can you make your redundant employees more productive?
Here are seven things to do that works on humans in general.
These 7 ways would help you lay a strong foundation for a productive, happy workforce.
1. Equip Employees Well
Nobody works well with their hands tied behind their backs.
No employee would do as well as you would want them to do when you have not given them the things to work with.
Endeavor to equip your employees with all the necessary information and machineries they need to work with.
See, nobody lives in your head.
There is no need to refuse to give them enough information to work with because you believe they should figure out the rest themselves.
The best and easiest way to boost their productivity and effectiveness is to give them all the information and resources they need to carry out their responsibilities.
You probably have more experience than they have and so, dishing those out at intervals as they carry out their tasks would not hurt anyone or increase anyone’s pay.
Be there for them when they need you, be sensitive to their needs at work, and meet those needs.
2. Treat Employees With Respect
People thrive where they are respected.
Whenever an employee feels disrespected, their whole day is gone up in flames.
Employees are people who have lives outside of your office and you should always have that at the back of your mind.
Employers often find it easy to neglect their employees, this is wrong in all areas.
It is wrong to think you own your employers because you pay their salaries. The shocking truth is that they are the ones paying themselves.
Let me explain!
The work they do is the reason why a paying client would come in through your door every day and for each happy client that leaves, they have generated their pay for the day.
As their manager and their leader, yours is to coordinate their jobs and sign the pay slips on payday so you can issue out pay slips.
So, in essence, they work for the money they receive. This is a bit sketchy but yet true.
Respect them accordingly. When they reach out to you, respond effectively.
Give feedback and try to be as constructive as possible. Do we need to talk more about this?
3. Often Have One-on-one Meeting With Them
Do you know what having a one-on-one meeting with each employee does to their self-esteem?
Here is the thing: they understand that there is no way on earth you would always have time for them to look at their faces but whenever necessary, endeavor to reach out to them to have a sit-down.
Employees feel respected when their leader sits down with them to discuss an issue that concerns their person or working conditions.
Be genuine enough to feel concerned about their personality and the things they go through as humans.
Remember their names and the importance of the job they do, that way, when you call them by their names to come over to your exalted office to talk about an issue, they come relaxed and ready to find a solution to whatever challenge there is.
Consider having your employees update you on a project you asked them to handle in one-on-one meetings, this would afford you the time to also guide them where they are going wrong and create a valuable bond between you and your workers
4. Delegate Effectively
You employed them because you cannot do all the job alone, plain and simple!
If you could do all the required tasks by yourself, you wouldn’t be an employer and they wouldn’t be your employees.
Delegate effectively. Every employee has his/her areas of strength; it is your duty to find out those strengths and play to them.
Knowing your employee’s skills set and patterns of behavior are integral to maximizing their potentials at the workplace. Do not delegate to an employee a job they cannot do or do not have the required skillset for.
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I understand that most times, to draw the best out f people, you need to give them a huge challenge.
Did you know that there is a difference between a huge challenge and an insurmountable challenge? If you give them a challenge so huge for them, never forget to provide them with the needed support ad assistance they need to meet the expectation and when they don’t, criticize constructively.
Your job is to build them up and not talk down at them or tear them apart.
5. Train And Retrain Employees
When you notice that an employee lacks a required skill set, train them.
Understandably, learning on the job is a good way to train an employee but this often backfires. Forcing employees to learn their jobs as they go often winds down to wasted resources and effort if they don’t learn in good time.
So, instead of allowing workers to scamper their way through their job all in a bid to learn on-the-go, take out time and resources to train them for their job profile.
What this does for the employee is that it increases their productivity and efficiency while it gives you an edge because their indebtedness to your business is a good investment.
Helping them expand their skillsets would increase their general efficiency and create a happy workforce. This ultimately rubs off on the clients and increases profits
6. Reward Productive Employees
Who doesn’t love a little reward? You do? They do, too.
Seek to reward productive employees openly.
Rewarding an employee makes that employee do more for the business and also triggers a healthy competition among your workforce. When you have all your employees doing their best for that incentive you offer, your business thrives.
Do not, however, make your reward stereotypical. When the employees always know what to gain as a reward, they soon outgrow that reward except that reward grows as well.
You should look for ways to spice this up. Sometimes, instead of a cash reward, you could allow them to pick a certain day off work on a paid leave.
You could take them out for a meal or give them a “lazy day coupon”. A lazy day coupon is a permission you give to them to arrive work late on a chosen day (you should, of course, set a time threshold for this). This gives them extra time to bond with their family and still end up at work.
7. All Employees Are Equally Important
Not minding the job they do, all employees are equally important. This stems from the reality that no human being is more important than the other.
Never allow an employee to feel that their job is less important. While managing a business the last time, I had the utility guy do his job effectively but the moment I had another person cover his job without telling him at first, it backfired.
His feeling of being less important and easily replaceable was like a wound to his person. To correct that, I had to sit one-on-one with him to explain that I was only trying to help.
I could have been a boss and waved it aside but I didn’t because their person and happiness are more important than the work they do.
I would rather not have a disgruntled employee.
If however, an employee starts feeling overly entitled, nobody would be against you if you take action.
The idea is to create a happy workforce and make the redundant employees you have to become more effective and discharge their job better.
You are their leader for a reason. When you use employees optimally, your job becomes even easier.
Tell me, how best are you going to treat your employees going forward?