A workforce that is motivated and engaged is typically a more effective and productive workforce and, ultimately, more loyal to the organization. However, creating an environment that fosters the right attitudes and optimal levels of employee investment can be a challenge for management.
Such an endeavor requires managers who have established trust with employees, a relationship characterized by certain behaviors. For example, supervisors and other leaders should be able to demonstrate a track record of honesty in their dealings with workers. Additionally, they should be adept at clarifying the respective roles and responsibilities of all team members, providing professional development plans to bolster improvement and growth.
Leaders and managers also should strive to create an environment that nurtures beneficial relationships in the workplace. This can include providing team-building opportunities designed to bring together employees at every level.
Being fair and open also are key factors in building trust, including establishing transparent processes for employee recognition and discipline. Of course, it’s incumbent on leaders to personify the behaviors they value and seek others to embrace.
Leaders who have established a solid foundation of respect and trust should be better prepared to manage employee behavior, whether it involves positive reinforcement or, if necessary, disciplinary action. Here are three strategies used to influence and direct team members:
Before incorporating any of these strategies, managers must understand how each strategy works and be fully aware of its potential benefits and drawbacks. Regardless of the approach eventually selected, managers who have earned the trust and respect of their team are likely to be better able to motivate employees to achieve greater success.