Adopt both feedback and coaching approach: Using a mix of both feedback (top-down communication), and coaching which is more of a collaborative process and helps improve performance. This strategy helps mitigate behaviours that will hinder success and develop skills that are more productive.
Promote Employee Potential: Encouraging the acknowledgment of praiseworthy and innovative potential is a positive behaviour driver and motivator. Employers and managers help influence how employees view themselves, through positive motivators such as commendations, acknowledgements, and awards. This creates a reinforced behavioural pattern of commitment to tasks and going above and beyond in their duties.
Empower your Employee: Micromanaging employees for every assigned task or duty is not an ideal positive behaviour driver. As a short-term strategy micromanagement is useful for training new employees, increasing performance of underperforming employees and controlling high-risk issues but it is not ideal for long term behaviour management. Micro-management in the long-term cause’s low morale, high staff turnover and reduction in productivity. Proper delegation of duty is a better positive behavioural re-enforcement approach.
Where delegation is applied, it is also instructive to include:
- Having a vision board for the goals of the organisation.
- Developing a policy and procedures manual.
- Developing solid lines of communication between managers and subordinates.
- Expect some employee errors.
Make failure a learning process: Even the smartest and most diligent employees are not immune to failure, failure is inevitable. Everyone makes mistakes in their professional careers, and employers or managers are tasked with the duty of framing those situations correctly. Discussing failure as a learning opportunity instead of berating an employee reinforces loyalty and commitment. Employers and managers need to teach failure as a necessary part of growth and innovation.
Remove bottlenecks & barriers: Barriers are not good for any workplace. Having less barriers or none at all makes for a healthy productive workforce. Employers and managers must show respect to their employees and create easy channels of communication, an ‘open door and communication’ policy proves as an effective method. Managers must be good listeners and where there are conflicts, they should be tackled sooner rather than later.
Motivate and Reward: Creating a fair work environment where rewards and recognition are properly applied have a positive impact. There must be adjustments made in the implementation and application of rewards and recognition to be more inclusive in workplaces, where all work type categories are qualified for Reward & Recognition based on talents, contributions, and achievements.