Business Management’s Post

Motivating Your Team: It's Not What You Think 💡💡💡 Most of us have seen people who perform their jobs by doing as little as possible. Some people do the bare minimum at work. They come in late, leave early, and miss deadlines. They only do what they have to do and are often found complaining about their jobs in the break room. Other people give 110% to every project. They are always on time, work hard, and approach new projects with a positive attitude. Why do some employees perform their jobs at a minimal level, while others give 110%? The answer is MOTIVATION.🏅🏅🏆 Motivation is the process that initiates, guides and maintains goal oriented behavior. Some of the most important factors that affect employee motivation in today's workplace include, 1) A decreasing emphasis on money: While money is still important, employees are increasingly motivated by other factors, such as work-life balance, meaningful work, and opportunities for professional development. 2) An increasing amount of work: Employees are often asked to do more with less, which can lead to stress and burnout. Managers/Leaders need to be mindful of this and provide support to their employees. As a Leader, you want to develop and encourage good employee performance. But how do you motivate your team? 🤔🤔 Here's a secret: LEADERS CAN’T MOTIVATE EMPLOYEES.🧐 Motivation is an internal state that only individuals can control. However, Leaders can create a workplace environment that will inspire and support strong motivation. Here are a few tips: 1) ❤️ Create a workplace that helps employees satisfy their psychological needs as well as the need for income. This includes needs for autonomy, competence, and relatedness. 2) 🎯 Set clear goals for employee performance. Employees need to know what is expected of them and how their work contributes to the company's success. 3) 🎖️Encourage good performance through rewards and reinforcement. Rewards can be financial or non-financial, such as praise or recognition. 4) 📢 Maintain open communication with all employees. Employees should feel comfortable sharing their ideas and concerns with their Leaders. Do you agree that leaders can't motivate employees? Why or why not?

Let's take a look at a 4 things that can help with motivating others. 1. Set Clear Goals and Expectations: Explain in detail what the MISSION is and WHY its important to the organization. This is bigger than any one person and it needs everyone on board. - Ensure that individuals understand what is expected of them and what they need to achieve. - Make goals specific, measurable, achievable, relevant, and time-bound (SMART) to provide clarity and direction. 2. Provide Support and Resources: You have to be provide everything possibly needed to achieve the mission. Tools, training, resources, practice, time, planning for contingencies, etc.. - Be available for guidance and assistance: Show genuine interest in their progress and offer help when needed. 3. Encourage Autonomy and Ownership: Trust your people. - Delegate responsibilities: Empower individuals to take ownership of tasks and projects, allowing them to exercise autonomy and creativity. - Provide opportunities for growth: Offer challenges and opportunities for skill development to foster a sense of personal and professional advancement. 4. Recognize and Reward Achievements: - Celebrate successes in a way that is received by your people: Its important to acknowledge and appreciate individuals' efforts and accomplishments, but not everyone wants to be the focus of attention in a group or called out in public. So make sure the acknowledgement is going to be received. - Provide meaningful rewards tailored to your people: Offer incentives, such as bonuses, promotions, or recognition, to reinforce positive behavior and motivate continued excellence.

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A good boss is not only a great leader but also a supportive mentor. They inspire their team members to reach their full potential and provide opportunities for growth. When employees feel valued and respected by their boss, it creates a positive and uplifting work environment. Good bosses empower their employees by trusting them to make decisions and take ownership of their work. This trust and empowerment make employees feel respected and valued for their skills and expertise. It shows that their contributions are recognized and appreciated, which in turn boosts their motivation and productivity. They acknowledge their hard work, celebrate their successes, and express gratitude for their dedication, which makes employees feel valued and respected. They lead by example and inspire their team to do their best. It's all about creating a positive and motivating atmosphere that brings out the best in everyone. "A good boss listens to his workers, not just to gather information, but to build trust." These qualities make a boss someone you can respect, trust and enjoy working with.

A Good Boss is just like a Father to a Son. A Good Boss knows the limitations of team members. But he never discuss them in front of all. He tries to improve them and counsel them in private. Boss is as good as his/her team members. Team members respect thre boss when they feel secure with him. Team members can discuss any shortcomings with boss and boss should be ready to help them out without humiliating them in public. #boss

Be a Good Boss 💪🏽 A good boss is not only a great leader but also a supportive mentor. They inspire their team members to reach their full potential and provide opportunities for growth. When employees feel valued and respected by their boss, it creates a positive and uplifting work environment. Good bosses empower their employees by trusting them to make decisions and take ownership of their work. This trust and empowerment make employees feel respected and valued for their skills and expertise. It shows that their contributions are recognized and appreciated, which in turn boosts their motivation and productivity. They acknowledge their hard work, celebrate their successes, and express gratitude for their dedication, which makes employees feel valued and respected. They lead by example and inspire their team to do their best. It's all about creating a positive and motivating atmosphere that brings out the best in everyone. "A good boss listens to his workers, not just to gather information, but to build trust." These qualities make a boss someone you can respect, trust and enjoy working with.

Motivating a team is HARD. You are expected to: ⤵️ ▪️ Follow theoretical approaches ▪️ Implement step-by-step instructions Rely on superficial engagement but it’s actually really simple: ▪️ Lead by example: Show your commitment and passion for the work. ▪️ Stay true to company values: Build trust and credibility among employees. ▪️ Support and listen: Be available and responsive to your team's needs. ▪️ Motivating a team isn’t hard, but we’ve been conditioned to think it is. "In the end, leadership is not about being in charge. It’s about taking care of those in your charge." — Simon Sinek 👉 Many leaders struggle with effectively motivating their teams. Theoretical approaches and instructions often don't yield the desired results. A lack of genuine leader engagement can lead to employee indifference, which, in the long run, hampers company growth and makes it difficult to achieve goals. At PAM Pharm, we believe the best way to motivate a team is by leading by example. As a leader, I always strive to lead by example. Here's how we do it: ⤵️ ▪️ Act according to company values: Adhering to the principles and values we promote builds trust and credibility among employees. ▪️ Learn and grow: We constantly expand our competencies, showing the team that personal and professional development is a priority. ▪️ Work with passion: We demonstrate commitment and passion for our work, which inspires others to take action. ▪️ Provide support and listen: We are always available for our team, listen to their needs, and help solve problems. ▪️ Maintain balance: We show the importance of balancing work and personal life, taking care of health and well-being. These actions make our employees see us as role models and feel more motivated and engaged in their work. What techniques of leading by example work best in your companies? Share your experiences in the comments! 😉

How do you motivate people in your team? This is a question we are often asked by employees and whilst there are many theories of motivation out there, one of our favourites is still Bandura's theory of self-efficacy. Albert Bandura's Self-Efficacy Theory is all about individuals' beliefs in their own capabilities to accomplish tasks and achieve desired outcomes. It plays a significant role in shaping motivation, goal-setting, and perseverance. When people have high self-efficacy, they feel more motivated and perform better, while low self-efficacy can lead to avoidance behaviours and feelings of helplessness. This belief in oneself is influenced by past successes, observing others succeed, receiving positive encouragement, and effectively managing emotional responses to challenges. In the workplace, understanding and utilising this theory can lead to improved employee motivation and performance by creating a supportive environment, offering constructive feedback, and recognising achievements. It's a valuable concept that can have a positive impact on personal and professional development! Applications of Bandura's theory in the workplace could include; Mastery Experiences: Provide opportunities for individuals to succeed in challenging tasks and provide feedback that highlights their progress and achievements. Role Modeling: Encourage interaction with successful role models who demonstrate competence and self-efficacy in desired areas. Verbal Persuasion: Offer positive and constructive feedback, reminding individuals of their strengths and potential. Psychological Support: Foster a supportive work environment where employees feel valued, respected, and supported. Training and Development: Provide training programs that enhance employees' skills and competence. Goal Setting: Collaborate with employees to set clear and challenging goals aligned with their abilities and interests. Celebrate Successes: Recognize and reward individual and team achievements to reinforce their sense of competence. Encourage Self-reflection: Promote self-awareness and reflection to help employees identify their strengths and areas for growth. If you would like to learn more about how to apply this theory or other theories of motivation to your specific team/workplace please reach out.

Employee recognition isn't merely a nice gesture; it's an essential practice. Why? Because when employees feel appreciated: Their motivation soars. Job satisfaction reaches new heights. Team productivity flourishes. Company performance excels. But here's the key: Recognition must be: Authentic Regular It carries the most weight when it originates from: Managers Company leaders It's not just about offering praise; it's about expressing genuine gratitude for their dedication and contributions. Here are six ways you can acknowledge your team today: Express gratitude, even for minor efforts. Write personalized notes to convey your appreciation. Listen attentively to their ideas and feedback. Share success stories in meetings or through emails. Maintain regular check-ins to inquire about their well-being. Recognize significant achievements with awards or bonuses. These actions foster trust and ensure everyone feels valued. Remember, recognition transcends mere acknowledgment; it's a potent instrument to: Inspire Engage Retain your team. Start today. Cultivate a culture of recognition as a habitual practice.

Diversity and engagement at work are key to innovation, creativity, and growth. To create a culture of inclusivity and engagement, emphasise emotional intelligence in your management style. Here are 10 ways emotional intelligence can help you build a strong, diverse, and motivated team.