Very relevant article. It is based on the theory of Skill or Will gap identification of Training Need Analysis(TNA). I think rather than using the method mentioned in the article after recognizing de-motivation, it should be used as an on-going process for all employees(laggards or star performers), this will help to reduce usage of last option. However, for this there needs to be a very robust HR system and the all departments must be well-aligned with the mission.vision and values of the Organisation.
Employees can be definitely motivated based on the article as incase there are low performers , the manager needs to understand the ability of the resource working under him based on it the work can be assigned.
If according to the manager the subordinate is not performing upto the mark, then he/she should not get into assumption mode.This would make subordinate defensive!!!
I think that its a two way process to increase the efficiency of an employee, the manager who is first point of contact for the team member should have a conversation with the member about reasons for his low performance, also the member should take a step forward and convey what difficulties he/she is facing in accomplishing his objectives.While interacting the conversation should be kept casual so as that the employee is able to open up and resolve his issues affecting his efficiency/performance.
Motivation cant be bought in an employee overnight, one suddenly cant expect a low performer to be motivated and give good performance.. To motivate an employee its important the manager covers the touch point, try to get a lil informal & also create a rapport for the employee to share what their feelings are... This helps them to confide in a manager.. The manager should also be traind for that
Interesting but how does one actually recognize de-motivation especially in such a fast paced corporate environment. Isn't the last option most used
ReplyDeleteVery relevant article. It is based on the theory of Skill or Will gap identification of Training Need Analysis(TNA). I think rather than using the method mentioned in the article after recognizing de-motivation, it should be used as an on-going process for all employees(laggards or star performers), this will help to reduce usage of last option. However, for this there needs to be a very robust HR system and the all departments must be well-aligned with the mission.vision and values of the Organisation.
ReplyDeleteGood to see our Skiers getting involved....
ReplyDeleteWould appreciate everyone views
Employees can be definitely motivated based on the article as incase there are low performers , the manager needs to understand the ability of the resource working under him based on it the work can be assigned.
ReplyDeleteIf according to the manager the subordinate is not performing upto the mark, then he/she should not get into assumption mode.This would make subordinate defensive!!!
ReplyDeleteI think that its a two way process to increase the efficiency of an employee, the manager who is first point of contact for the team member should have a conversation with the member about reasons for his low performance, also the member should take a step forward and convey what difficulties he/she is facing in accomplishing his objectives.While interacting the conversation should be kept casual so as that the employee is able to open up and resolve his issues affecting his efficiency/performance.
ReplyDeleteMotivation cant be bought in an employee overnight, one suddenly cant expect a low performer to be motivated and give good performance.. To motivate an employee its important the manager covers the touch point, try to get a lil informal & also create a rapport for the employee to share what their feelings are... This helps them to confide in a manager.. The manager should also be traind for that
ReplyDelete