If the task or job is being done efficiently then give the employees autonomy and independence:
It gives employees satisfaction if they feel that they are doing a job or task right on their own. Don’t micro manage but do make suggestions if you think that efficiency could be improved with a slightly different technique. Giving autonomy and independence to a worker may encourage them to come up with more efficient or creative ways of doing a task or job better.
Keep the employee informed with clear expectations:
Despite having autonomy and independence the employee should be following basic rules of operation and if they are changed then the employee should be informed on a timely basis of the changes in rules. Whenever it is possible state the reasons for the changes in rules and how the employee will be affected by the changes.
Communicate meaningful goals or objectives:
Work is just boring work if the goals are not communicated to give work a purpose. Time limits and productive output quantity and quality can motivate an employee to meet those time and output goals and create satisfaction when they are successfully met.
Communicate a true sense of purpose:
It is motivating to feel like a necessary and useful part of a teamwork effort. Communicate what you want to achieve in your business and what to care about and why you should care about team effort designed to satisfy customers and even the community at large. Clearly state the purpose or goals of the business or organization and the important part which the employee is playing in it or doing.
Encourage suggestions and significant input from employees:
Self-worth will increase if an employee feels that their suggestions and input are important enough to be valued and considered in improving the efficiency of operations. Asking leading questions and probing gently for proposals on new ways to get things done more efficiently is very important and when a new idea is not feasible then some time should be taken to clearly explain why it is not a good enough idea.
Create a real sense of connection with moments of respect and admiration:
Everyone wants to be respected and admired and you can create this feeling in employees if you say a kind word once in a while, quickly discuss family circumstances, or ask if the employee needs help with something. A personal connection is frequently more important than group meetings and formal evaluations and shows that you appreciate the person and not just the worker.
Be reliably consistent and treat employees fairly with similar expectations for similar work being done:
Most employees don’t mind a boss who is strict, demanding, and quick to offer positive and negative feedback as long as the boss is consistent and treats everyone fairly without showing glaring favoritism to an undeserving employee. The more employees are told and understand why a decision was made, the less they will assume unfair treatment or favoritism. Employees will be treated differently because not all of them are as efficient in their job but a good boss will apply the rules consistently and give explanations for slightly different treatment to avoid charges of unfair favoritism.
Give private criticism for imperfect performance:
No employee is perfect and needs constructive criticism once in a while but it should be done in private and not in front of other workers to avoid shame and embarrassment on the part of the criticized employee.
Public praise and appreciation is sometimes helpful:
Your best performing employees will seldom need public praise because they are frequently aware of their excellence but public praise and appreciation may just be the proper motivation to turn an average employee into a better or great performer.
Give hope for a chance at a meaningful future:
Ask your employee what his future job plans are even if it is with another company and not necessarily rising up through the ranks in your company. If you show that you care about and support an employee’s future then they will probably care more about your business.
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