Again and again, managers tell me that they want their teams to work more independently. They want to stop herding cats and micro-managing. They want to actually leave at 5:00! Or reasonably close to it.
We all know when members are enthusiastic, take initiative and get it done…and when they don’t. They drag their feet. They ask questions that seem so off base, you don’t know where to begin. You start taking back the work, you watch them head out the door before you. You even hear that they’ve been complaining about you…What??
No, it’s not you. The work world has changed slowly, but radically. And many of the techniques we use to motivate team members aren’t as current as we think. What I’ve seen in my wo
rk is that people (ie-employees) act in their own best interest. “Back in the day,” when companies offered lifetime employment, pension plans, and had enough staff for managers to mentor their employees, being loyal to one organization was in their best interest. But today’s organizations can’t make those guarantees. Which means that employees fend for themselves.
rk is that people (ie-employees) act in their own best interest. “Back in the day,” when companies offered lifetime employment, pension plans, and had enough staff for managers to mentor their employees, being loyal to one organization was in their best interest. But today’s organizations can’t make those guarantees. Which means that employees fend for themselves.If you don’t take the time to figure out what they want, you will lose them. You will discover too late, that they are faking it.
How do you learn what really motivates your managers?
- Asking them is a great place to start. And don’t judge what they want from your lens. Remember times have changed. And, it’s not the same for everyone.
- Become aware of what they are good at. Compliment them when you see them using those skills.
- Teach them what you know about navigating politics at work.
- And do your best to create a safe space. When failures happen, be patient and focus on their intention. Most of us know when we’ve messed up. Usually, there’s no need to point it out.