How To Inspire Employees On Much Productive Work!

It has long been formulated for this approach. Perhaps it is obvious, but it does not get any worse.

First, let’s break them down:

• Never demand or praise employees for:
  • Arrive at work on time or before lunchtime;
  • Follow a dress code,
  • Work after hours and work on weekends.

These are not all, and the examples are specially selected simple and obvious, but they are well suited for an explanation.

Please note that this is not only about “do not praise”, but also about “do not demand.”

Strict dress code

I was recently surprised to find that so far a large number of companies require a strict dress code for all employees (even those who do not get out of the office and do not see clients) and makes sure that people arrive at 9:00.

We omit those situations where they (the form and strict arrival time) are really necessary because they can be counted on the fingers: streetcar driver, doctor, police officers, etc.

Now, why so? After all, it is good when an employee is not late and does not go to the office in ripped jeans? The fact is that people have a very developed sense of self-defense. We all consider ourselves well done and good employees.

And even when we understand that not everything works out, we are looking for something to praise ourselves and how to make excuses. The brain does not really want to recognize itself as bad (a person/employee/ parent) and includes protective mechanisms.

So, if your company (department/team) has a requirement to arrive at exactly 9:00, then even the weakest member of the team will think that he is already a little, well done. After all, at least he is dealing with something.

Do you understand? In his head, there will always be “but I’m never late!”

If I fail all the terms, bring the team, do not fulfill the plan (what are the other criteria for success at work?), but I come a little earlier, leave later and are always shaved perfectly — I will definitely consider myself well done.

This effect is greatly exacerbated if you also praise the person for something from this list. It’s worth saying once about such a Mike in the presence of Steven that Mike is doing well, because he’s never late, not that you, Mike — all, consider that you lost Steven.

Do not demand to arrive at 9:00. Demand to complete the plan/do the tasks well and on time.

Unless, of course, we are talking about a store or office of a bank, where the doors for customers should open at 9:00 and you cannot be late for logical reasons. And even in this situation, do not praise those who arrive on time. It’s like praising a person for coming to work or eating at all. You lower their level of self-esteem to the bottom.

Why should I try and get out of my skin, if I’m already well done?

And with the rest of the items the same story.

• But with delays at work, it’s a sore point. No, I’m not one of those who say: “An effective employee does not delay, and if you are delayed, it means that you work poorly.”

Sometimes there is so much work that only a loafer can do everything! And someone just works slowly – his right.

BUT! It’s quite another matter to praise it! Here the same algorithm will start working: “I can always linger, sometimes even on purpose, in order to say that if I am poor and unhappy, I work like a damn here.”

No. You can not do it this way. If an employee was delayed and due to this completed the task on time – well done for completing the task on time.

If you are late, but the task is still failed – not good, analysis of the situation, punishment, conversation – how do you hint to the employee there that you should try better?

The logic is simple – I don’t care how much he is at work. I didn’t fulfill the task!

• You did not close a single project on time!
• but I always arrive on time, stay at work and the only one who respects the office dress code, but no one appreciates me!

And you, the leaders are to blame for this.

If you follow the arrival of employees, their time, clothes – you put yourself in the role and at the level of a kindergarten teacher. And employees – in the role of children. And children can be hooligan, misbehave and act up. And you allowed them that.

• Recently I read an article that praising is not for the result, but for the process. The article turned out to be very popular and now the question may arise – are my ideas contrary to this approach?

No. Do not contradict. Simply, if you decide to praise people for the process, then look for those moments of the process that affect the result. Praise them for them. And everything that does not affect efficiency is excluded.

In fact, the article is not about praise, but about what is needed and what cannot be expected from employees.

Do not demand that does not affect the result and you do not have to spend a lot of extra time for the employees to be on the same wavelength as you.

It makes no difference to me what my team is wearing and how much they come/go from work. I don’t follow who dines for how much.

• Everyone knows what to do and understand their role. Everyone feels the right moments when – well done, and when – not.

No one will consider himself well done for being late if the deadlines for the project are disrupted.