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Useful Information About The Book
However good your people are, they could be a lot better. That's the gist of this book, to show you how to achieve dramatically better performances from those you supervise or manage.
Why?
The answers are many and varied. It is that we manage in a command-and-control style that we have inherited through generations of tradition. Our standard approaches to managing others are oriented to compliance, not inpsiration. And they've worked adequately for so long that most people never give those traditional methods much though. Most people do not really examine the ways they relate to their employees or consider all the alternatives.
Most managers do not manage their people in ways that bring out the best in them.
Alexander Hiam is the author of numerous books for executives and workplace leaders, including Motivational Management (American Management Association), Making Horses Drink (Entrepreneur Press), Closing the Quality Gap (Prentice Hall), and The Vest-pocket CEO (Prentice Hall). He developed the Strategic Leadership course and assessment instrument and the Profile of Leadership Opportunities (which is based on the book Making Horses Drink), as well as dozens of other training and development products. (All available at TSpectrum.com)
Mr. Hiam is available to present keynotes and workshops. |
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The book will show you how to:
- Measure Motivation Accurately
Many managers accept "average" levels of motivation without realizing these levels could (and should) be much higher. With the Job Motivation Level inventory you'll be able to measure employees' motivation, see situations from the employees' perspective, and use the information to create a more motivated environment.
- Determine Where The Problems Are
The first place a manager should look is in the mirror. To help you figure out if it's "you" or "them" this section includes a formal analysis of motivational problems, a detailed manager's communication plan, and helpful hints and suggestions.
- Overcome Common Challenges
For starters, stop trying to make employees feel bad about their "poor" performance. This chapter will show you how to keep your enthusiasm up, forget your own frustration when listening to employee input, mirror employees' feelings, and use praise to create optimism.
- Master Key Points of Positive Feedback
One of the best things any manager can do to boost motivation is to improve positive feedback. Some of the most important element to remember include to observe employees closely to "catch" them doing someting right, praise them immediately if possible, tell them specifically why they're being praised, and let them keep track of their own progress.
- Master Key Points of Negative Feedback
Negative feedback is essential, but it can't be the foundation for your feedback system. Some of the key points to remember are to make sure the employees first know what is expected in their job, deal with one behavior at a time, focus on the behavior or task and not the individual, and end each negative criticism with a positive, encouraging note.
After employing the strategies in this book, you'll have a staff that is raring to go. Hand out treats if you want to, but just remember that author's advice that employees don't want to be treated like children. They want to feel empowered. They want challenges and they want to feel good about meeting them. Motivating & Rewarding Employees will show you how to help them make it happen.
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