Employees also constantly compare the ratio of their own salary and their own contribution with the ratio of the salary and the contribution of their colleagues. If they feel that the relative ratio is unfavorable and they are not receiving a better salary, they will reduce their contribution so that the ratio is right again …
A very interesting finding is the effect of an intention threshold that must first be overcome by extrinsic motivation before takes effect. People must first be introduced to interests so that they can discover whether they are really interested or not. We know this from children, who have to be introduced to as many activities …
The US psychologist Abraham Maslow found out that the possibilities for people’s motivation are based on their current situation. People who have to worry about their economic survival work primarily because they need money. They will do almost anything for money. Whether the work is in line with their interests is not important to them. …
Employee appraisals are excellent for motivation, employee development and problem solving. Depending on the type of appraisal interviews, special features must be observed so that the interviews can actually have their effect. In communication processes, misunderstandings occur time and again. It is anything but self-evident that your message will reach your employee and that their …
Prepare well for your employee appraisal. Formally invite your employee to the appraisal. Be sure to keep the agreed appointment and reserve sufficient time (appreciation). Approach the appraisal in a balanced manner. In preparing for the appraisal, use to identify alternative scenarios and to assess your role and possible actions in these scenarios.
State the purpose of the appraisal at the beginning. Get your message across clearly and understandably. Get your employee’s perspective on this. If you have identified a deviation from what was agreed upon, talk about the consequences. Together with your employee, find out the reasons for the deviation. Work out possible solutions together and agree …
Conduct your appraisal in a professional manner. This starts by scheduling a one-on-one conversation in an undisturbed atmosphere. Go into the conversation with a positive view of people. Show benevolent facial expressions and gestures. Make a sharp distinction between behavior and person. Focus on your professional role and that of your employee. Avoid emotional outbursts. …
You are the boss. Show your team and your supervisor that you lead your team in the best interests of the company. As a leader, you are not the spokesperson for your team, but part of the leadership. Represent the decisions of the company’s leadership. Enforce even unpopular decisions on your team. Hold your employees …
The same applies to leadership ability as to other abilities: Distinguish between can and will. There are leaders who can and want to lead. There are others who want to lead but are not yet able to. There are also leaders who can lead but don’t want to or can’t lead at all. And finally, …
To be able to lead, managers need authority that corresponds to leadership responsibility. Accept responsibility for your area. Demand the necessary decision-making authority from your supervisor. Prevent your superiors from “overruling” and thereby taking away your leadership authority in your area. Make sure that the necessary conditions for performance are created in your area of …
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