In every business,
human resources are considered to be the most precious resources. The staff within
the business drive the success of companies. Even though the responsibilities in
roles at a company are different, the ultimate goal of every employee is to
contribute to the effective implementation of the business strategy of the
company. When there are many people involved in working for the same purpose,
there is a need for a leader who can drive each employee towards a specific
path. A leader is a person who has sufficient skills and traits to drive others
towards achieving pre-designed organizational goals and objectives by planning,
allocating sufficient resources, organizing, implementing, and reviewing
activities in order to achieve the objectives. As per Juneja “Leadership is the
potential to influence the behavior of others. It is also defined as the
capacity to influence a group towards the realization of a goal. Leaders are
required to develop future visions, and to motivate the organizational members
to want to achieve the visions”
Possible ways to
motivate people
If I were a manager, I
would try to do my best by applying my past experiences and academic knowledge
to motivate people to do fulfill the organizational objective by working hard. Despite
the fact that radical changes are almost impossible overnight, I would set up
the system and the company’s sales strategy to ensure that the best performers
would not be frustrated. These would be my priorities after joining as the
leader of this department.
1.
Setting a clear
performance evaluation system
People tend to frustrate if low performers are recognized by the
managers. The rest of the staff think that the only reward for laborious work would
be more work. However, setting up a performance evaluation system is an idea for
how to deal with this bad culture. I would prefer to use the Annual Goal
Performance Review (AGPR) system. In this AGPR approach, the manager will set
up the annual specific goals (outcome level) of each staff in coordination with
them and the departments’ goals in line with the individuals’ goals. Afterward,
the manager will follow up and evaluate this goal in the quarterly, semi-annual,
and annual meetings and provide the necessary feedback to encourage them to
achieve the goal. It also the responsibility of the manager to award the best
performer based on the AGPR. The staff salary and promotions should be linked
with the achievements of their goals. I would use this system in the
organization to achieve success.
2.
Allocating tasks to
the suitable candidate
Sometimes, a manager assigns the wrong people to the wrong tasks.
Everyone is indeed different, and everyone has a different capacity and
different set of expertise. As a manager of this company, I would have to
choose the right people to complete the right work. In order to find out each individual’s
capacity, I would develop a template (like a roster) that clearly shows
individual traits and knowledge as well as their expertise. Then, I would
thoroughly study these profiles and select people to take on the best-suited
roles. And, allowing the right person in the right work is also the source of
motivation to those staff.
3.
Setting an example
myself
Many leaders speak a lot. They think that providing feedback to an
employee at every step could enhance their performance. However, the result is generally
the opposite. The staff struggles to follow a leader unless that leader acts in
the same way as he/she directed them. Staff will follow what a leader does, and
not just what a leader says. So, I would be the role model for my staff and show
them an example of how I want them to work. What will happen after that in the
given circumstances is, they motivate to focus on work the best they can in the
industry.
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| She is my daughter, Aarohee and she is my reason for motivation. What is yours? |
4.
Changing the
perception toward the company
The staff who have
been working for a long time in this bad culture might have a negative perception
of the company. If this perception lasts for a long time in their minds, they
cannot work as properly as expected. In order to minimize these thoughts, a
manager can do several things that can change their mind and encourage them to
be devoted to their work. First, I can offer an opportunity for staff to
participate in different national and international training as well as workshops
to provide new learning opportunities. The new skills and knowledge they learn
could be applied in the business. On the contrary, they feel that they have a
great opportunity to grow themselves within the company. Last but not least, the manager should encourage
a work-life balance. If the manager
assigns monotonous and large amounts of work, the employees cannot manage their
personnel lives, which ultimately, would hamper the motivation and of course their
performance.
Challenges
1.
Changing the environment
Although the manager would
have changed in the department, the rest of the employees are the same, and they
all worked under the last leader. The working culture has influenced them to not
work hard nor smartly. So, turning a procrastinating staff into active members could
be very challenging for a new manager.
2.
Behavioral problem
Everyone wants to be promoted
within an organization. In the given circumstances, if I was promoted as a
manager, the remainder of my colleagues may not be satisfied with the
management decision. Some of the staff may decide not to support me, or if I
assign them to work, they may treat me as a sales representative instead of the
manager. In this type of challenge, I would change working style while I present with the staff which they can feel very comfortable. A prime
example of this strategy would be recognizing or appreciating their
performance. If I start the conversation by giving thanks for their
contributions, the staff would feel more comfortable working with me
Managing the
expectancies of the employee
There will not a radical
improvement in a very short period of time in the company’s profit, but the
expectancies of the staff may be that this would occur. If I motivate people to
work hard, the profits will increase gradually, but the staff may want
immediate financial benefits, bonuses, promotions, and so on. This is one of
the challenges that I could face in this institution.
Traps to avoid
1.
Showing off as I am the
leader
Many managers want to
show off their skills to the staff, but it is the very first thing that a
successful manager should avoid. Every employee would know that I am the new
manager of the organization and they want the managers’ direction, guidance,
and feedback to improve their sales and profits of the organization, not showoff
behavior. In the given condition, if I was a manager, I would try to earn the trust of my colleagues.
Everything takes time
to heal and organizational success will take time as well. It needs effective
planning, resources, organization, and evaluation to improve. Also, these
processes will require the time, passion of the staff, effective guidance and
direction of the manager, market trend analyses, and so on. Later, success will
be achieved. If I was appointed manager, I would avoid expecting a measurable
profit and fascinating performance of the staff immediately. I would know that these
improvements could not be achieved in a very short time.
References
Juneja, P. (n.d.). Leadership basics.
Retrieved from https://www.managementstudyguide.com/leadership-management.htm
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