What do your supervisors know about employee turnaround and employee motivation in your organization? You can convey the following information to supervisors regarding employee turnaround and employee motivation:
We’ve stressed how motivational techniques can be used to help employees achieve and meet their career goals while strengthening the organization. However, motivation can also be used in cases where an employee’s performance, actions, or attitudes are damaging both their careers and the organization.
- For these employees, a plan of action or correction may be needed. You may try first to come to an agreement about acceptable behaviors through informal discussions. However, if that does not work, meet with the employee and develop a formal, written plan. While it is essential that the organization’s expectations are met, it is also important to get input from the employee. This is a chance to listen and find out about the employee’s concerns.
- As you develop the plan, clearly explain what the employee needs to do to meet expectations. However, also show what the organization will do to provide support or assistance. Correction works best when it is perceived as a partnership.
- Once the plan is developed, monitor the employee’s progress with care and meet frequently with the employee to review the plan and the employee’s conduct.
- Provide encouragement, praise, and recognition as the employee’s work improves. Make it clear that the employee’s value in the workplace is increasing.
The above information comes from BLR’s presentation ‘Motivating Employees: Tips and Tactics for Supervisors’. For more information on all the training courses BLR has to offer, go to our Employee and Manager Training page.