Challenge people to discover their best

 Challenge people to discover their best

 

The general notion of motivating people is a pat on the back but does that only raise the level of performance we need amidst ever-growing challenges. A pat on the back should only be when someone really does a good job and if not you, as a leader would be doing injustice to the people.

 Given the erratic nature of the operating environment, which on a daily basis dictates and significantly changes the operating environment for business organizations, employers and employees are faced with the challenge of having to constantly adapt to meet challenges head on and to figer out new ways of working.

The work environment for employees is fast paced, dynamic and challenges, making your strategies and value propositions short lived so you need constant creativity, analytical thinking continues improvements and correct speed of execution to improve or sustain performance.

To succeed as a manager you have to grow yourself and when you become a manager, success depends on how you grow you are your team members. Challenging employees to reach their best potential is done good way of growing them.

Employees have the potential to do more than they think they can and it is not until they enter the working world that many slowly begins to discover that. An employee who recognizes the value of a challenge, and experiences the personal and professional growth through overcoming the challenge, is an employee who will develop a positive and realistic self worth and an understanding that personal achievement and business achievement are inextricably linked.

Leaders have widely divergent ideas about what really motivates the teammates, with some leaders ending up in avoidance mode. Most performance problems are not dealt with directly. More often, instead of taking action, the manager will or matches the work to his capacity.

Most leaders try to combine a mix of challenge and support to get the best out of their teams. Achieving this balance is never easy, and is specific to each person. But in the end, growing others is a worthwhile effort for both noble and self interested reasons. It’s personally rewarding to help others accomplish more than they’d thought possible.

Raise the bar, create a sense of internal competition, differentiate and pay for performance and reward excellence, performance differentiation is the best way to motivate the high performers.

When an organization creates such a performance culture, employees at the bottom end will have to either catch up to match up or give up the competition and look elsewhere. Managers should distinguish those who would like to stay in the game from people who are unwilling to compete and deal with two categories appropriately.

Challenging employees may also provide the benefit of increasing their level of job satisfaction. There a number of ways to challenge an employee; whichever method you use, make sure the employees feel like the process is to help them and not to penalize anyone.

Job rotation is a good way to build capacity in employees and it prevents the boredom and stagnation that can occur from repeatedly performing the same tasks. Job rotation challenges and simulates workers by offering them the opportunity to learn new job functions and develop skills, which also makes them more assets that are valuable to the organization.

Workers who speak advancement opportunities may view job rotation as a way to become more attractive managerial candidates, as they will develop a broader perspective of how your organization functions

Encouraging innovation and creativity can lead to ideas that can help your business grow. Challenge your employees to become innovators by starting an idea generation program where employees are rewarded for ideas that are eventually adopted and implemented by your company. Rewards can take the form of monetary compensation or public recognition, or the opportunity for the creator to lead a team charged with bringing the idea to fruition.

Increase employee engagement by involving them in the decision making process. For instance, havea trusted employee sit in on a job interview to provide input about the candidate’s suitability for the position, and how he might fit in with the team. By increasing your employee’s engagement level, they will feel they have a greater stake in the direction of the company, which can challenge and motivate them.

 Leaders have tremendous power simply by being in a position of authority, and can use their words to influence hoe others view themselves. The act of expressing belief in your employees and focusing on setting high, but achievable standards for them has real repercussions.

When we communicate with an employee, we too often leave out the potential we see in them to be successful. We may challenge them but not say why we’re sure they can do it. instead, consider the idea that if you see something praiseworthy, innovative, or potential enhancing from your team members, call it out.