Depends on what you're managing, mcDonalds or Microsoft? Here's some stuff that worked when I was at census: 1. Whatever expectations you set, they will fall short. Set expectations so that performing to 80% of it will get the job done. Slowly build up to your own expectations. 2. praise in public. Easiest way is to post performance metrics, such as widgets made pre week or per day and give a prize at end of the week/month/day. 3. Constructive criticism. "You do X and Y very well, now its time to work on Z. Try doing A to improve Z." 4. Don't sugar coat, don't be excessively mean. Just be straight.
Sponsor weekly happy hours. Employee morale & subordinate relationships are always best built over booze.
Or you could do this: <iframe width="560" height="315" src="http://www.youtube.com/embed/ojPVOhHhwnk" frameborder="0" allowfullscreen></iframe>
In one role I manage a lot of people and in another role I don't. My advice if you want to maximize the productivity of the team you inherited: It's all about motivation. Say there are two employees. One extremely difficult to motivate and the other easy to motivate. Both of these people can be lazy. The one who is easy to motivate can become/be lazy if you do not motivate them properly. While it is easy for us to label people lazy, you have to be honest about which one of those are your fault and which ones are not. Some lazy people are your fault, others are not. Generally speaking, if you have the luxury, treating people as individuals motivates people to do work for you. Talk to each of them, get to know them as much as they are comfortable with sharing. Don't make assumptions. Try to understand what gets them to work hard, and what gets them to become lazy. If you have a comfortable environment, then you can even ask them straight up. With this information, you need to do what's within your power to motivate them. Key: within your power. You can't do everything for everyone. But if you demonstrate to them that you took their thoughts, considered them fairly, and then tried to set things up for them as much as you could >> everyone appreciates the effort. No one expects you to go out of your way. Now that you've done this, you make sure you lay your terms out. You did your best to motivate them. They should also know nothing is for free. You expect them to do their best too. If your job requires creativity, cash prizes (i.e. bonuses) will not motivate them more. If your job is mechanical/repetitive, cash prizes will motivate them more. Unless you want to isolate people, do not: - Divide them up. - Compare them to each other publicly. - Get someone to snitch. - Micromanage everyone or no one >> each person is different. - Do not engage in gestures just to prove you're the boss. Remember, if no one's motivation changes, then you have done nothing as a manager. As a manager you can and should improve people's productivity by managing them. If you get the hard workers to work hard and can't get the lazy ones to stop being lazy, you have failed as a manager in the purest sense of the word. If you are responsible for keeping $$$ under control, this is also usually the least expensive way to go. Now.... if you don't really give a damn, just want these guys to work hard, are willing to get rid of people and have the ability to bring on new people: Reward the hard working and be publicly critical of the least hard working. Micromanage everyone. Special cash prize for the one who best kisses your ass. Good luck.
<iframe width="420" height="315" src="http://www.youtube.com/embed/y-AXTx4PcKI" frameborder="0" allowfullscreen></iframe> ...regardless if you work in sales or not. word for word. http://youtu.be/y-AXTx4PcKI in case vid doesn't show.
Is that when you were in kindergarten? That worked in a professional setting? Did you get a cookie with that gold star? What Win said was correct. Work hard. Work smart. Treat them as you'd want them to treat you....you know, the Golden Rule. Don't be a d***. As soon as you start being a d***, they'll start going over your head into your boss' office. When that happens, you can forget gaining respect from them. Do not lower your standards. Help them when they need help. Ask them for help when you need it.
Depends on what your standards are. We have one particular guy in our company who has no problems working 12+ hour days, even on weekends. He actually enjoys it. His problem is that if others don't approach that level of commitment, then they are 'slackers'. I told him that you cannot expect others to work as insanely much as he does. Your expectations should be what they hired on for. If they do their job and work their required number of hours then they 'meet expectations'. That should be your base line, regardless of what you or anyone else does.
I work inventory control for an oil company in a huge warehouse. Employees have to follow procedure in order to be able to locate parts. If they are not putting the effort and actually physically looking for the parts, the parts will get lost.
See this? I don't know where you guys work that you have such sissy ass management techniques. Real work like this requires compliance. You make those maggots comply or fire 'em.
Whatever you do dont be mean and aggressive. They will just do the opposite of what you want. Be 'cool' with them but dont overdue it with trying to be nice and friends. Theres a line you have to work out where they will listen to you yet feel like there not being punished, gl.
