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Other Added - Why Employees Don’t Work to Full Capacity
Starting a business is a scary and exciting time. It takes a leap of faith, but also offers up the hope of successfully doing something you love. Still, there are things to be wary of.When taking the leap of faith on a business, people will often look to friends to join them. There are a couple of reasons for this. The first is it is nice to have s
3. Do not just “hit and run.” If an employee does excellent work on a project, spend some time with that employee to let him or her know how much it means to you and the company. Better yet, take that employee to lunch as a way of rewarding the behavior.
4. Use praise to improve poor performance. If an employee is doing well in one area, but poorly in
It is a known fact that people need money, at least in the present times, and the need for money increases as the years go by. Most people try to increase their income by looking for more ventures for business but in order to really get more money, you would have to also lower your costs. If you are still starting up an office, or trying to expand an exis
1. Not being involved in decision making.
2. The lack of a reward for good performance.
3. No opportunity for advancement.
4. A lack of supervision and inadequate training.
Good managers remember to recognize and motivate employees. Great managers do it every day. Here are some proven methods for making sure that praising employees becomes part of your daily routine:
>> Make employees a part of your weekly “to do” list. Add the names of the people who report to you to your list of goals to accomplish. Then cross off names as you praise them.
>> Write notes at the end of the day. Keep a stack of note cards on your desk, where you cannot ignore them. At the end of the day, take a minute to write thank-you notes to any employee who made a difference that day.
>> At the beginning of the day, put five coins in your pocket. Then, during the day, each time you praise an employee, transfer the coin to your other pocket. It may sound corny, but once you get in the habit, you’ll start relying on tricks like this one.
Many managers think that handing out praise indiscriminately is better than not praising at all. They are wrong. Do not make the mistake of thinking any praise is good praise! If you hand out praise the wrong way, at the wrong time, or for the wrong reasons, it can do more harm than good. Here are some guidelines to follow when using praise to motivate employees:
1. Be very specific about what you praise. Never say, “Bob, you are doing a great job, keep up the good work.” For all you know, Bob may have spent part of the morning making personal phone calls and goofing off. He is going to think that you are a pushover and easy to fool. Wait for something specific to praise, e.g., “Bob, you did a great job on the Anderson account. Keep up the good work.”
2. Do not praise ordinary performance. If you praise employees for daily routine tasks, they will not be motivated to do better. Also, if and when they do excellent work, your praise will not mean as much.
3. Do not just “hit and run.” If an employee does excellent work on a project, spend some time with that employee to let him or her know how much it means to you and the company. Better yet, take that employee to lunch as a way of rewarding the behavior.
4. Use praise to improve poor performance. If an employee is doing well in one area, but poorly in a
Q: I have outgrown my home office and need to find office space for me and two part time employees. I am really excited about opening my first official office, but never having rented commercial space before I don't know anything about how this process works. What are some things I should consider before signing a lease? I'm really eager to get starte
>> Make employees a part of your weekly “to do” list. Add the names of the people who report to you to your list of goals to accomplish. Then cross off names as you praise them.
>> Write notes at the end of the day. Keep a stack of note cards on your desk, where you cannot ignore them. At the end of the day, take a minute to write thank-you notes to any employee who made a difference that day.
>> At the beginning of the day, put five coins in your pocket. Then, during the day, each time you praise an employee, transfer the coin to your other pocket. It may sound corny, but once you get in the habit, you’ll start relying on tricks like this one.
Many managers think that handing out praise indiscriminately is better than not praising at all. They are wrong. Do not make the mistake of thinking any praise is good praise! If you hand out praise the wrong way, at the wrong time, or for the wrong reasons, it can do more harm than good. Here are some guidelines to follow when using praise to motivate employees:
1. Be very specific about what you praise. Never say, “Bob, you are doing a great job, keep up the good work.” For all you know, Bob may have spent part of the morning making personal phone calls and goofing off. He is going to think that you are a pushover and easy to fool. Wait for something specific to praise, e.g., “Bob, you did a great job on the Anderson account. Keep up the good work.”
2. Do not praise ordinary performance. If you praise employees for daily routine tasks, they will not be motivated to do better. Also, if and when they do excellent work, your praise will not mean as much.
3. Do not just “hit and run.” If an employee does excellent work on a project, spend some time with that employee to let him or her know how much it means to you and the company. Better yet, take that employee to lunch as a way of rewarding the behavior.
4. Use praise to improve poor performance. If an employee is doing well in one area, but poorly in
America needs good teachers; in fact today there is a huge demand for qualified teachers. You could become a kindergarten, elementary, middle or high school teacher. You can even become a special education teacher.With experience a teacher can become the principal of a school, or a part of school management and administration. A trained teacher cou
Many managers think that handing out praise indiscriminately is better than not praising at all. They are wrong. Do not make the mistake of thinking any praise is good praise! If you hand out praise the wrong way, at the wrong time, or for the wrong reasons, it can do more harm than good. Here are some guidelines to follow when using praise to motivate employees:
1. Be very specific about what you praise. Never say, “Bob, you are doing a great job, keep up the good work.” For all you know, Bob may have spent part of the morning making personal phone calls and goofing off. He is going to think that you are a pushover and easy to fool. Wait for something specific to praise, e.g., “Bob, you did a great job on the Anderson account. Keep up the good work.”
2. Do not praise ordinary performance. If you praise employees for daily routine tasks, they will not be motivated to do better. Also, if and when they do excellent work, your praise will not mean as much.
3. Do not just “hit and run.” If an employee does excellent work on a project, spend some time with that employee to let him or her know how much it means to you and the company. Better yet, take that employee to lunch as a way of rewarding the behavior.
4. Use praise to improve poor performance. If an employee is doing well in one area, but poorly in
All of us want to discover success, yet too often we move in paths that take us to the wrong destination. You can find your dream job, IF..... and that's the KEY to your success.... knowing or fixing the IF in your life.Let's think about your goal. You do have one, right? If not, then your first step must be to sit down and THINK. What's my
1. Be very specific about what you praise. Never say, “Bob, you are doing a great job, keep up the good work.” For all you know, Bob may have spent part of the morning making personal phone calls and goofing off. He is going to think that you are a pushover and easy to fool. Wait for something specific to praise, e.g., “Bob, you did a great job on the Anderson account. Keep up the good work.”
2. Do not praise ordinary performance. If you praise employees for daily routine tasks, they will not be motivated to do better. Also, if and when they do excellent work, your praise will not mean as much.
3. Do not just “hit and run.” If an employee does excellent work on a project, spend some time with that employee to let him or her know how much it means to you and the company. Better yet, take that employee to lunch as a way of rewarding the behavior.
4. Use praise to improve poor performance. If an employee is doing well in one area, but poorly in
Did you know that you can get your colleagues or previous employer(s) to help in securing your dream job? How you might ask, well, when next you are in an interview and have to convince a prospective employer about your skills and ability you might just find this tip invaluable..It is a simple technique that could apply to any area of your life, in
3. Do not just “hit and run.” If an employee does excellent work on a project, spend some time with that employee to let him or her know how much it means to you and the company. Better yet, take that employee to lunch as a way of rewarding the behavior.
4. Use praise to improve poor performance. If an employee is doing well in one area, but poorly in another, use praise to improve the poor performance. Sit the employee down, praise what he or she is doing right, and then say, “Now I want you to take the same approach on this other matter. . . “
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