Three ways managers accidentally demotivate their teams.
agree their performance is managed in a way that motivates them to do outstanding work. Here are three of the most offensive forms of “motivating” I’ve seen managers employ, and three alternative approaches I’ve seen work wonderfully.Busy managers often have to squeeze in their recognition efforts to already crowded schedules. So they’ll pop their heads into people’s offices on the way to other meetings and say things like, “Hey, great job this morning at the pipeline review.
The common shortfall among these misapplied approaches is that they all serve the leader who’s giving the praise, not the recipient. If you want to direct your good intentions into more-meaningful expressions of recognition, consider these alternatives.Nothing affirms an employee’s great work more than a leader saying, “That was amazing.
, really matter. By honoring the story behind the work, you honor the results as well as the employee who reached them. You also get a view into the person’s mind: how they problem-solve, where they have doubts, what parts of the work they love, and what makes them feel proud. Those insights become invaluable later. When you make assignments, you’ll know what will be most gratifying for that person.
It’s a leader’s job to create a recognition-rich environment in which those they lead choose to give their best. That starts by ensuring recognition genuinely serves the needs of those you’re offering it to, not your own.Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Team Management. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
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