To gain balance, we need to remember the simple things in life. This is also true for developing and maintaining our management skills. Recently I revisited the Desiderata by Max Ehrmann (1872 - 1945) and felt it was apropos to post on my blog. I hope you get as much reflection and understanding from his words as I did.
Desiderata (Desired Things)
Go placidly amid the noise and haste,
and remember what peace there may be in silence.
As far as possible without surrender
be on good terms with all persons.
Speak your truth quietly and clearly;
and listen to others,
even the dull and the ignorant;
they too have their story.
Avoid loud and aggressive persons,
they are vexations to the spirit.
If you compare yourself with others,
you may become vain or bitter;
for always there will be greater and lesser persons than yourself.
Enjoy your achievements as well as your plans.
Keep interested in your own career, however humble;
it is a real possession in the changing fortunes of time.
Exercise caution in your business affairs;
for the world is full of trickery.
But let this not blind you to what virtue there is;
many persons strive for high ideals;
and everywhere life is full of heroism.
Be yourself.
Especially, do not feign affection.
Neither be cynical about love;
for in the face of all aridity and disenchantment
it is as perennial as the grass.
Take kindly the counsel of the years,
gracefully surrendering the things of youth.
Nurture strength of spirit to shield you in sudden misfortune.
But do not distress yourself with dark imaginings.
Many fears are born of fatigue and loneliness.
Beyond a wholesome discipline,
be gentle with yourself.
You are a child of the universe,
no less than the trees and the stars;
you have a right to be here.
And whether or not it is clear to you,
no doubt the universe is unfolding as it should.
Therefore be at peace with God,
whatever you conceive Him to be,
and whatever your labors and aspirations,
in the noisy confusion of life keep peace with your soul.
With all its sham, drudgery, and broken dreams,
it is still a beautiful world.
Be cheerful.
Strive to be happy.
Tuesday, August 16, 2011
Sunday, August 15, 2010
Motivate your employees with autonomy
There has been some interesting research conducted about the motivators behind employee performance. Many managers and company owners believe that employees need to be given incentives (mainly monetary incentives) to make them produce more, to be more engaged in the organization, or to maintain a high morale. However, through research, this is proving to be the wrong way of thinking.
It appears that the best way to develop employee performance (as well as retention) is to give people more independence and freedom to make their own decisions. Why is that? Well, research has found that employees who are not allowed to make their own decisions at work also do not have any ability to make any changes within the company. This causes employees to wait until they are told what to do, and instead of working to grow and develop the organization, they await their next 'order'.
On the other hand, when employees are empowered to make decisions and interject their thoughts, they become much more engaged with the organization and buy-in is increased. Additionally, the increased engagement allows employees to believe they have the power and understanding to handle any problem that may arise. As managers, we want and need subordinates who can handle problems without the need for constant reassurance or guidance.
Some employees may need to work up to being autonomous, and others are already able to handle the responsibility. Only you, as the manager, will know who is ready and who is not. The first step is to discuss the need for autonomy with your fellow managers and be sure each of you understands its importance within the organization. The next step is to discuss this new way of thinking with your employees and ask for their input and thoughts. Incorporate these ideas into a newly developed way to manage, and use this plan to take your organization to new levels.
Remember to recognize employees for their ideas and efforts, whether the organization adopts an idea or not. This will continue to foster the belief that each employee is an important addition to the organization and has as much to offer as those people above him or her in the organization.
It appears that the best way to develop employee performance (as well as retention) is to give people more independence and freedom to make their own decisions. Why is that? Well, research has found that employees who are not allowed to make their own decisions at work also do not have any ability to make any changes within the company. This causes employees to wait until they are told what to do, and instead of working to grow and develop the organization, they await their next 'order'.
On the other hand, when employees are empowered to make decisions and interject their thoughts, they become much more engaged with the organization and buy-in is increased. Additionally, the increased engagement allows employees to believe they have the power and understanding to handle any problem that may arise. As managers, we want and need subordinates who can handle problems without the need for constant reassurance or guidance.
Some employees may need to work up to being autonomous, and others are already able to handle the responsibility. Only you, as the manager, will know who is ready and who is not. The first step is to discuss the need for autonomy with your fellow managers and be sure each of you understands its importance within the organization. The next step is to discuss this new way of thinking with your employees and ask for their input and thoughts. Incorporate these ideas into a newly developed way to manage, and use this plan to take your organization to new levels.
Remember to recognize employees for their ideas and efforts, whether the organization adopts an idea or not. This will continue to foster the belief that each employee is an important addition to the organization and has as much to offer as those people above him or her in the organization.
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