The really good managers always push employees to achieve their true potential and exceed their limits. Expecting the best from your own team is not just a big plus for business, but especially for employee loyalty and development.
This approach to employee management is especially important for young people from the Millennials and Z generations who have a raw talent that requires to be modeled through job experience. It seems easy to observe the steps a young employee does in the early years in the organization. On the other hand, it is difficult to see when it has not reached its expected potential when you hired him.
There is a series of signs showing that an employee has not reached his maximum potential, such as:
- Fails to achieve his goals;
- Doesn’t share ideas with the rest of the team;
- Doesn’t evolve professionally.
How do you help your employee overcome the blocking and maintain the motivation at work? In the context of a shortage of specialists, encouraging personal development at job can be a solution for any business.
When Words Move Mountains
People are deeply social beings, so they are looking to connect and work in a team. The importance of the social aspect has been proven by many researches. The trust, the connection, and the relatedness are part of the underlying categories of behavior in various social situations (along with status, certainty, autonomy and fairness), according to David Rock’s SCARF model.
The security and relatedness feeling is given by the teamwork. Often, however, every person in the organization, although part of the whole, works individually. As part of the motivation process, a way is needed to empower employees to work as a team, even if they technically don’t do this.
The simple word “together” is a strong social clue to the brain. It reflects the idea of belonging and connecting, that there are people you can trust when working with them for a common purpose.
Managers who internalize and use this term as often as possible motivate employees to reach their potential and achieve the desired results.
The Secret Power of Speech or How a Good Leader Encourages People
Words have an incredible influence: even one alone can win, lose, limit or change how others perceive you. Along with “together” as an essential part of a motivational speech, there are other terms that generate enthusiasm among team members, according to different articles as this.
Whether it is used in a personal or professional context, the word “if” applied for future screenings broadens the horizon for performance, improvement, and dream. The simple question, “What would you say if you knew?” moves the pressure from the wrong answer area. Describing the achievement of a hypothetical objective increases expectations for success and improves current performance.
You will reach that point IF you see you at that point. The hypothetical element is the key, while the word “if” is the trigger.
A series of yes-es increases the employee’s opening for what you propose, just like in a sale. Even if the questions that should answer yes are not specific to the subject of the discussion, the acceptance at the general level becomes more probable.
Gratitude not only improves your mood, but also helps your career and professional relationships.
The effective thanks, however, has some key elements, such as to be delivered in time, to compliment the person who receives it, to recognize the intention and the costs of the person and also the benefits, according to psychologist Jeffrey Froh.
Replacing “must” with “choose” can motivate even the most unwilling employee. The simple perception that you have to choose instead of being compelled to do something completely changes the approach.
Every time you want anyone to act, give him a reason. The cause and effect relation works because it makes the demands appear rational and objective, and not incomplete and purely subjective.
No matter what words you normally use, integrating them into daily dialogue can lead to improvements in employee performance through motivation and direct engagement in work, aspects that lead to loyalty.
Of course, words won’t be everything, but they are often the necessary catalyst. What motivating expressions do you use most often or what words push you to perform?
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