What kind of problems do managers face due to changes?
You do not have to think about it for a long time to answer this question.
The answer is a question:
How do I motivate my people during the change?
What do you mean by motivation?
Shortly said, it's about having a reason to act.
And people get into action if they have a goal in mind.
A goal that provides a certain need.
Motivating your people means that you give them the courage to achieve a certain purpose that meets their needs.
However, it works much better if your people have their own motives. Because ...
Can you really motivate another?
Do you influence the other?
You can feel involved in many things.
However your influence is smaller than the amount of engagement.
By many things you feel involvement, but you have no influence on them.
5 Tips to motivate your people!
They help you to make the most of your indirect impact on your people!
Make it your goal of motivating your people.
Tip 1 Provide a clear change target
What do you want to achieve exactly with the change?
What is the problem that you solve?
What's better if the change is done?
Tip 2 Specify the need for the change goal
Why is the change necessary?
Is it going to work smarter?
Is there a better cooperation?
Tip 3 What are your reasons to change this goal?
What are your reasons for interacting with this change?
What motivates you?
How are you moving?
Tip 4 Open a conversation with your people
The first three tips are intended as preparation for the open conversation.
Use them to make your people clear what needs to be changed, why that is necessary and what your motives are.
Then check how your people are reacting on it.
Does your needs meet the need they have?
What are their motives?
How do they feel about it?
Why do your people get angry?
Draw connecting lines!
Tip 5 Use the 'Asking Art'
Ask as many open questions as possible to your people.
Be curious! Do not be happy with the first answer to a question.
Ask! Ask for underlying needs, ask for driving springs.
What makes your people move?
What is the need of the community?
Where do your people get energy from?
What does the other get excited about?
And then...listen, listen to what your people have to say.
Recent Comments
34
Good tip Loes. It is really very important for a company, and organization or any group holding and leading people to a direction. As managers, the clear path to a direction, the reasons to that direction, the purposes to that direction must be set forth to serve as a guide and an influence why we are such to that new reality.
Right, it's not a relationship of who is the superior and the inferior or employer and employee but a relationship of equal people doing their prescribed task for the good of the company or organization.
Great post, Loes.
Like you have laid out so well, a good manager Leads - managing change is one of the hardest things to Lead through.
I acknowledge that Claudio, a change can be right for the greater good, but wrong for the individual, and how can you be a good leader to keep your people in that case motivated
Great post, Loes. Communication from all parties involved is a key ingredient during any change.
Randy
You are very right with these 3 things, Nelson, and when they have trust, loyalty and sympathy, they have no problem at all to motivate their people
Unfortunately, some leaders and managers are living in the clouds, and don't bother with the ones who have put them up there in the first place.
Wow...what a great post, Loes!
That reminds me of a place I used to work at for quite a few years. The top management never seemed to listen to the people below their rank, even if it was very useful and practical advice.
Unfortunately, I had left this place as I was totally fed up with the management's attitude.
I got to know that many followed my lead, and the place was left crawling with only a skeleton staff within a very short period of time.
Some people at the top will never learn!!!
It's not always easy to manage a company and keep track of what is going on, on the work floor.
Not listening is almost always the reason for the gap between leaders and employees.
Thank you for your comment, James, Your former boss can sign up under your WA account now:))
What your post has basically highlighted, Loes, is that this problem is a widespread one, and it should serve as an eye-opener to people up at the top to make it a priority to notice the little people at the bottom, for these, are the blood that runs through the veins of the business.
How nicely put it this way, James, you truly have a way with words! Without the people, there is no business.
See more comments
Hi Loes,
Nice post thanks for sharing.