Amanda Rodriguez’s Post

How to keep top-performing employees motivated The mundane strategies to inspire your most brilliant employees and motivate them to achieve great things are : 1. Provide clear expectations Managers need to provide them with goals, targets and deadlines. This also includes giving them regular feedback on their performance, asking for their opinions and reconciling issues when necessary. 2. Give praise and recognition for their contributions Managers need to praise and compliment them for their exceptional work and good qualities. This helps to improve commitment and productivity and reduce turnover rate. 3. Foster a learning environment Creating an environment where teams learn from each other and learn together with every project. It's one of the key differences that sets apart high-performing teams and companies. This also means hiring the smartest people and improving the overall talent pool. 

If you already have a harmonious work environment, above-market compensation & benefits, with steady leadership in place, but people are still leaving - these are possibly the 4 internal reasons. Values mismatch (lack of why), Lack of self-efficacy (lack skillset or confidence), Disruptive emotions (resentment), Attribution errors (confusion). These are the factors good Employees lose their motivations and leave. The very reason why New Gen Leaders must have the EQ and Communication Skills, to Coach and serve the Team. Treat you team members as Assets and they can appreciate over-time if you invest in them. On the flipside, with neglect, they depreciate.

Companies waste millions of dollars every year by failing to empower their employees. They spend thousands to identify and hire top talent. They pay millions in salary and benefits. And then they stick these high-paid employees under micromanagers who scrutinize and sometimes completely rework every single deliverable. These types of leaders are costing your company time and money. They're creating cultures of distrust. They're creating disengaged teams. And eventually, these people will leave. Let your employees do the job they were hired to do. A leader's job is to motivate and encourage people to do their best work. Not to criticize, nitpick, and send their teams through endless cycles of iterations.

In his 1968 HBR article entitled “one more time: how do you motivate employees?” among the most popular HBR articles of all time, Fredrick Herzberg reveals two primary internal motivator for people are achievement and recognition for achievement. Rarely I personally see this practice applied while it is so simple and so impactful… Additionally, lack of recognition is one of the major causes of strong performers of an organization to quit their work (indeed quit their leaders) What do you think ? What is your personal experience ? #recognition #hbr #employee #motivation

I have found that the best employees in any company: - Take ownership of their work. - Think about the solution instead of living with the problem. - Chase growth in terms of their learning experience. - Are always learning from others. - Do not take workplace issues personally. - Believe they grow bigger and better as a team. - Are never satisfied with good enough. - Take feedback constructively. - Make their team feel valued. - Show you that you have hired the right person. - Put their problems at the forefront. Then work on them. - Speak to everyone to understand their issues. When I say "best employees," I also mean founders and leaders. The standards to be set always begin at the top of the ladder.

We all know that happy employees are more likely to stay with the company, take good care of customers and do what their boss needs. Sometimes it may feel like developing engaged employees is impossible. However, satisfied employees don’t have to be mythical creatures, sighted as frequently as unicorns in the forest. With care, hard work and intentional employee encouragement, one can create a workplace environment that supports employee happiness. And inspiring employees may not be as difficult as the company think. The key is for you to recognize the difference between being a manager and being a leader. A manager plans, organizes, assigns and follows-up. A leader influences, motivates and encourages. A job of any company supervisor requires him/her to excel at both skills to be successful. The leadership component means you must build good relationships with employees in order to influence, motivate and encourage.

I only received feedback on my work when there was an issue. Never when things were going well. Or when I was doing a great job. If you want the best from your team, don't be that type of leader. Because that'll only make your team members: - Hate you, their work, or both - Feel as though their work isn't good enough and never will be - Lose motivation As you might guess, none of these will positively impact productivity. Instead, don't give feedback only when it's appraisal time or something is wrong. You can improve the motivation of your team members by giving them feedback when they're doing a good job. Recognize their efforts and ensure they know their input makes a difference. Don't be stingy with the praise. You'll be amazed by how big a difference this makes to employee engagement and motivation. Think back to a time when positive feedback boosted your confidence and fueled your motivation. Share your story in the comments section.

HOW TO LEAD A NEW TEAM . Leading a New Team? Here’s How to Start Strong! . At ElysiumHR, we believe that effective leadership begins with understanding and engagement. Whether you're stepping into a new role or guiding a freshly assembled team, these five steps can help set you on the path to success: . LISTEN Begin by understanding your team's individual goals and how they align with the company’s strategy. Conduct one-on-one meetings to uncover their aspirations and motivations. . BE OPEN Transparency is key. Share your own goals and vision, and create a culture where feedback is welcomed and valued. This builds trust and sets clear expectations. . ENGAGE Go beyond the resume. Take time to learn about your team members on a personal level. This fosters deeper connections and a more cohesive team dynamic. . EVALUATE Objectively assess each team member’s skills and strengths. Determine the best fit for each role to maximize efficiency and job satisfaction. . REVIEW Assess ongoing projects and programs that were in place before your tenure. Understand their objectives and progress to make informed decisions about their future. . By embracing these steps, you can build a strong, collaborative, and transparent team environment. Here’s to leading with purpose and vision! . #Leadership #TeamBuilding #ElysiumHR #HRStrategy #EmployeeEngagement #ManagementTips #HumanResources #IndustrialRelations #payroll #labourlaw #recruitment #outsourcing #ConsultingServices

🌀 There is no stronger motivation for employees than an understanding that their work matters, and is relevant to someone or something other than a financial statement. 🌀 To motivate your employees, start by sharing context about the work you’re asking them to do. 🔅 Recognize that challenges can materially impact motivation. Be proactive in identifying and addressing them. ⚜️ If you’re not engaged and enthusiastic about the work you do, it’s unlikely that your team will be. ⚜️ So, check in with yourself about how motivated you are for the job at hand, because employees feel more motivated when their leaders are also motivated. Great read!! #solutions101

If you are micromanaging your team and you are not giving them the freedom to work, you will eventually drive away great talent while settling for mediocrity. Micromanagement can foster anxiety, leading to negative impacts on overall organizational productivity, employee retention, and job satisfaction. The implications of this phenomenon for business organizations and their employees are significant and must be taken seriously. To mitigate these negative outcomes, it is essential that managers adopt a more empowering leadership style characterized by trust, transparency, and open communication. By doing so, they can create an environment that fosters autonomy, creativity, and innovation while simultaneously improving employee morale and organizational performance.