1. Make goals, standards and responsibility concrete and measurable
For example, you might set a goal of reducing errors and rework, eliminating queues or increasing jobs completed. If possible, use a number (error rate, average waiting time, etc.) or other concrete means to measure progress. Get together with each team member to discuss and agree on goals in advance, whenever possible. Provide a challenge, but one that can be met!
2. Measure performance
Regularly check each team member’s performance against the established goals, standards or responsibility. Let the team member know how he or she is doing. Offer praise if due, but don’t hesitate to offer constructive criticism as well.
“Don’t wait for an annual performance appraisal to offer your praise or counsel”.
3. Evaluate tactfully.
When commenting on someone’s work, it helps to be
- Constructive – rather than dwelling on errors, focus on how to prevent them in the future and express your confidence in the team member’s ability
- Timely – don’t wait for an annual performance appraisal to offer your praise or counsel
- Specific- be detailed in describing what was good about a team member’s performance or where improvement are needed (focus on the performance – not the personality or your emotions)
- Sincere- say what you mean and mean what you say – sincerity is always appreciated
4. A few words on criticism
Criticizing someone’s work is really an attempt to guide the person toward better performance. While it’s rate for someone to enjoy being criticized, constructive criticism can help to motivate when viewed as a way to help improve performance.
4 Comments. Leave new
good
only 4 step are enough to motivate a team
nice one…
Every concern requires physical, financial and human resources to accomplish the goals. It is through motivation that the human resources can be utilized by making full use of it.