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PUBLISHED IN CPAMERICA'S MANAGEMENT STRATEGIES  NEWSLETTER,

FALL 2004

           Would you like to increase profits? Take a look at this simple equation: more-productive employees = a healthier bottom line. Knowing how to bring out the best in people is an essential part of being able to motivate them. Here are some pointers to help you bring out the best in your employees:

            1. Expect the best from them. If you reflect the belief that employees will not do a good job, poor performance is what you will get from them. Work on replacing negative expectations with positive ones.

2. Assess each employee's skills, education, strengths and weaknesses. Review the employee's application and resumé for knowledge and education brought to the job. Also check the file for new skills and training the employee acquired after joining your organization. Do the current skills, education, strengths and weaknesses match the current position?

Would the employee be happier and more efficient performing a different set of tasks? Employees will lack motivation if their work is too easy or boring. On the flip side, they will be stressed out and inefficient if their work is too difficult.

3. Work with employees on goal setting. First make sure your organization has clearly defined, attainable goals and that your employees understand them. Then ask your workers to set individual goals that are in alignment with the organization's. Instruct employees to list specific steps and a timeline for achieving the goals they set for themselves. Meet with every employee to make sure you agree with their goals and steps, and to make necessary revisions. Employees are more apt to put forth their best efforts if they are involved in making decisions about their work.

After meeting with each employee individually, schedule a team meeting to discuss the part each member plays in meeting organizational goals. Stress the importance of cooperating with each other to achieve desired results.

4. Hone your communication skills. Do not just talk to employees; listen to what they have to say. Make them feel that they are understood and that they are important.

Give employees praise, but only when it is warranted and you can be sincere. If you have a habit of buttering people up solely for the purpose of manipulating them, your employees will see through this and you will lose credibility.

When reprimanding employees or offering suggestions for improvement, be as tactful as possible. Buffer criticism with compliments for things done well.

Remember that tone of voice, facial expressions and body language often communicate more than words. Messages sent by e-mail, fax or memo can be misconstrued because verbal and body cues are absent. When communicating emotionally charged messages, do it in person.

5. Make the workplace physically comfortable and appealing. Is it decorated cheerfully? Is it clean, safe, sanitary and well organized?  Are employees' chairs comfortable?  Do workers have tools and supplies required to perform their tasks? If the answer to any of these questions is no, what can you do to solve the problems?  Employees cannot perform their jobs efficiently and effectively without proper resources.

6. Provide a pleasant atmosphere. Greet employees with a smile when you first see them each day. Be positive and upbeat when you are around them. Encourage laughter. For example, a section manager of a well-known automobile company passes around Dilbert cartoons to his work group on a regular basis to boost their morale.

7. Lead by example. To get optimum performance from your employees, you must put forth your best effort. You cannot expect more from others than you expect from yourself.

If you put these suggestions into practice, you should see a happier, more motivated workforce evolve. Along with that comes a greater opportunity for a healthier bottom line.

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