It can be challenging to motivate staff to complete their work when they prefer to delegate tasks to others and spend their time gossiping or engaging in non-productive activities. Without any provision for disciplinary action, managers may struggle to address this behavior, especially if they lack support from higher authorities. In such situations, how can we effectively manage and motivate staff to enhance their performance?
From India, Kolkata
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From India, Kolkata
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If you try to implement the rules without powers, no one will hear you. Call the employee; try to talk to him in person about other topics and slowly get to know his problems. Be friendly with him, make him feel that what he is doing will affect his career. After 3 months, if you find it is worthless, you can leave it. Don't know if you will benefit, but at least you will get to know something.
From India, Gandhinagar
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From India, Gandhinagar
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Dear Janamousumi,
What differentiates a manager from a non-manager? It is the authority vested in the manager. However, if a manager is deprived of their authority, then that person is not a manager at all. I have seen individuals with significant influence who can impact the overall atmosphere of the company through their informal power.
Your juniors may not be listening to you because they too understand that you are a toothless tiger. Therefore, the right course of action for you would be to communicate with the top management and request the authority to exercise legitimate power. There are also other powers that can be used to motivate juniors, but to utilize them effectively, the organizational culture must support it, which seems to be lacking in your company.
Thanks,
Dinesh Divekar
From India, Bangalore
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8219What differentiates a manager from a non-manager? It is the authority vested in the manager. However, if a manager is deprived of their authority, then that person is not a manager at all. I have seen individuals with significant influence who can impact the overall atmosphere of the company through their informal power.
Your juniors may not be listening to you because they too understand that you are a toothless tiger. Therefore, the right course of action for you would be to communicate with the top management and request the authority to exercise legitimate power. There are also other powers that can be used to motivate juniors, but to utilize them effectively, the organizational culture must support it, which seems to be lacking in your company.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Janam,
I am sorry to hear about your difficulties. It is important to define the roles and responsibilities of each person, establish simple Key Result Areas (KRA) and Key Performance Indicators (KPI), and monitor whether they are meeting the requirements. Create straightforward reports for your supervisors.
Communicate with your team regularly, and follow up consistently throughout the day. Be present on the floor at all times, dedicating most of your time to the shop floor. Familiarize yourself with their work routine, be approachable, and maintain a friendly and flexible attitude to build better relationships.
Remember that imposing punishments may not be effective unless you have strong support from top management. In a proprietorship, assuming the full authority of a plant head role can be challenging, even if the designation suggests otherwise. Take time to reflect and make informed decisions.
I hope these suggestions help you in your role. If you need further guidance, feel free to reach out.
Best regards,
[Your Name]
From India, Bengaluru
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I am sorry to hear about your difficulties. It is important to define the roles and responsibilities of each person, establish simple Key Result Areas (KRA) and Key Performance Indicators (KPI), and monitor whether they are meeting the requirements. Create straightforward reports for your supervisors.
Communicate with your team regularly, and follow up consistently throughout the day. Be present on the floor at all times, dedicating most of your time to the shop floor. Familiarize yourself with their work routine, be approachable, and maintain a friendly and flexible attitude to build better relationships.
Remember that imposing punishments may not be effective unless you have strong support from top management. In a proprietorship, assuming the full authority of a plant head role can be challenging, even if the designation suggests otherwise. Take time to reflect and make informed decisions.
I hope these suggestions help you in your role. If you need further guidance, feel free to reach out.
Best regards,
[Your Name]
From India, Bengaluru
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A manager is just a manager when he is micromanaging, and a manager is a good leader when he/she is capable of influencing and convincing the employees and creating a ground to be led with pride and without prejudice.
In your case, it seems that the whole management is not aligned with the organizational goal but is solely engaged in profiteering. I shall advise you to get to know every employee personally, understand their problems, identify their pain points and weaknesses, and create awareness about how professionalism and productivity will benefit them in the long run.
Training and interaction are often required for improvement. Leverage and encourage the employees, appreciate them, award them, and promote them within peer groups. Be the person standing by them, try to resolve issues within your capacity. Once a bond of faith and trust is developed, they will follow you, and you will become a good leader too.
From India, Vadodara
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In your case, it seems that the whole management is not aligned with the organizational goal but is solely engaged in profiteering. I shall advise you to get to know every employee personally, understand their problems, identify their pain points and weaknesses, and create awareness about how professionalism and productivity will benefit them in the long run.
Training and interaction are often required for improvement. Leverage and encourage the employees, appreciate them, award them, and promote them within peer groups. Be the person standing by them, try to resolve issues within your capacity. Once a bond of faith and trust is developed, they will follow you, and you will become a good leader too.
From India, Vadodara
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Yes, authority is required in order for underperforming employees to be motivated. However, it is not necessary, nor is it possible, especially for those at the middle management level, for such authority to stem from 'power' over the employees. Every person handling employees can develop moral authority over the employees in their charge if they:
- lead by example rather than by giving orders;
- strive to be just and fair with everyone;
- delegate tasks but not responsibility;
- accept faults rather than engaging in fault finding;
- encourage honest feedback;
- can distinguish mistakes from mischief and vice versa;
- acknowledge mistakes at the earliest opportunity and make corrections;
- do not assign impossible tasks; and
- do not demand respect but earn it.
There may be much more that could be added to the list to help every manager succeed in gaining the willing cooperation of all those under their charge.
From India, Kochi
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- lead by example rather than by giving orders;
- strive to be just and fair with everyone;
- delegate tasks but not responsibility;
- accept faults rather than engaging in fault finding;
- encourage honest feedback;
- can distinguish mistakes from mischief and vice versa;
- acknowledge mistakes at the earliest opportunity and make corrections;
- do not assign impossible tasks; and
- do not demand respect but earn it.
There may be much more that could be added to the list to help every manager succeed in gaining the willing cooperation of all those under their charge.
From India, Kochi
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