Managers encourage motivation when it has context

Angelo recently attended the national conference for one of our largest clients, a company with world-wide offices. As the first order of business for the conference, for the entire first morning, the CEO gave a detailed and glowing report on the company's local and global performance.

Over the course of the next three days, Angelo asked the different groups he worked with what they had taken away from that presentation. Without fail, they said they appreciated hearing first-hand how well the company was doing, and that it made them feel good to know how they were contributing to a company that was doing something great.

The cause and effect here is apparent: a successful company, one with a defined and shared mission, engenders prideful employees. And more often than not, prideful employees are motivated employees.

Working with some client businesses, however, we unfortunately find that managers often fail to communicate to employees how they and their team contribute to the bigger picture. This disconnect of context, in which employees view their jobs in isolation, practically stifles any chance employees have to derive pride from their work.

What a failed opportunity to create a motivational environment and engaged employees! And it's not that hard.

For employees to perform at their best, managers at all levels must ensure that their people understand the structure of their job and how it fits with the rest of the business. It's a simple matter for managers to address, one of the most basic possible and a fundamental management responsibility. But by neglecting to do so, managers almost guarantee they will de-motivate employees and sabotage their team's chances for success.

Have you structured your employees' jobs so they can perform at high levels? Do they clearly understand what the job is, how they fit into the rest of the business, how they are measured and the standards they are expected to perform to?

Posted: 2/8/2011 7:27:43 PM by Andy Klein | with 0 comments
Filed under: communication, isolation, management, motivation
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