A leader may respond to financial rewards or incentives, but that doesn't mean everyone on their team will share the leader’s sentiments. There are many factors that come into play when considering how to motivate an employee. Does the job itself motivate the employee? This is considered intrinsic motivation and at times you find employees where the job itself motivates the employee. They are challenged and love what they do. However, most employees find they are motivated by activities outside of work and need to be motivated to do better on the job.
You don’t have to look far to find a list of techniques and models to help people deliver constructive feedback to others. Yet even when we diligently use these techniques (e.g. describing without attacking, being specific versus vague, pointing out the impact of one’s behavior), we often still find that people’s reaction to our feedback is not what we had hoped for.
Although there are many reasons for unsuccessful feedback attempts, here are 3 commonly overlooked “feedback traps” and how to avoid them.
Increased demands for service, higher expectations for quality, reductions in full-time staffing, reduced budgets for temporary help – all of these lead to more work needing to be done with fewer resources. How can we decide what to tackle and what gets put on tomorrow’s to do list? The answer is to know and constantly reconsider your priorities.
Answer three basic questions and you will be able to determine where the bulk of your daily focus should be.
“Individuals play the game, but teams beat the odds.” – U.S. Navy SEAL saying
Now, I am not a Navy SEAL, but with 2 of my 3 children on the Autism Spectrum, my wife, Jeanine, and I have to use a team approach to deal with the daily trials and tribulations that arise. Families in our situation face multiple challenges such as learning issues, a barrage of medical therapies and numerous social complications.