Help out.By Dennis McCafferty | Posted 12-09-2011
Employees should measure their own progress.
If each task is designed so that teams can easily access results and understand impact, this provides immediate gratification and fosters motivation.
Goal tangibility doesn't translate to your instructing people on precisely how to do things. Giving them freedom in their approaches leads to creativity and collaboration that energizes your workforce.
Don't set lavish expectations. But give employees what they need to do the job. Otherwise, they'll conclude that it's not important.
Determine what workplace routines, procedures or personal dynamics are inhibiting progress, and seek to remove or rectify them.
Give enough time â but not too much.
Constant impossible deadlines lead to stress and burnout. Yet, the challenging-yet-doable time frame can be exhilarating.
Donât discourage ideas.
Watch out for dismissive language â not just through your words, but through your body and facial cues. This could cause your team members to conclude that you don't want their input.
There's a difference between micromanaging and pitching in with needed collaboration, customer interaction and other hands-on duties.
Donât ignore personal problems.
Difficult personal situations exist. Convey empathy for these employees so they know you're a leader who supports them.