How To Motivate Your Employees

How To Motivate Your Employees

How To Motivate Your Employees

This film will give you examples of motivating your employees. If your workforce are lazy and lack that spark of energy let VideoJug tell you how to get them motivated. Motivate your employees instantly with the help of this short tutorial.

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Step 1:

Motivate YOU first

Think about the motivations that compel you to do a good job, and focus on them yourself. This way, you will set a good example for your employees to follow, and be more pleasant to work with. Because if you hate your job, and you're in charge, what's there to work up to?

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Step 2:

Get to know your employees

Get some insight into the lives of the people you hired. Learn about who they are, and where they are going. Find out what motivates each individual to do a good job so you can exploit, we mean capitalize on it.

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Step 3:

Use smarter goals

Convey goals that are specific, realistic, and measurable. As long as they can see the light at the end of the tunnel, they will keep digging.

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Step 4:

Delegate Authority

You know the bottom line. Instead of micro-managing everyone else's work, explain to them what your bottom line is, and assign them a certain amount of authority so that they can take charge of the task at hand. By opening up new possibilities, your employees will be encouraged to do the job the way they would do it if they were in charge.

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Step 5:

Work out a Reward System

Provide a clear system of incentives for your employees, such as awards and recognition, a pay raise, increased time off, more responsibility (or less), a promotion, or a customized position. Once you have achieved success, don't forget to celebrate!

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How To Run A Meeting

How To Run A Meeting

How To Run A Meeting

Meetings can be an incredibly productive way of making decisions, planning for the future or communicating to a group of people at once. We'll show you how to run an effective meeting.

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Step 1:

Preparation

First establish why you need to hold the meeting. What are your aims? What do you need the meeting to achieve? Make a list of your targets for the meeting, and write an agenda of the items you need to tackle during the meeting. It's a good idea to send this out to your colleagues beforehand so they know what to expect.

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Step 2:

A facilitator

An effective meeting needs someone to act as referee. They are there to keep the meeting on track and make sure everyone's sticking to the agenda. Ideally they should be impartial - if this can't be you, rope in a colleague: it could be anyone.

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Step 3:

Room layout

Make sure everyone can see everyone else, and choose a layout that doesn't reinforce hierarchy - this could give an unfair advantage to those of a higher rank. Everyone should feel able to speak freely. A U-shape arrangement is perfect, with facilitator at gap in the U.

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Step 4:

Timing

If you schedule your meeting to begin on the hour, the chances are people will drift in, grab a coffee, have a chat, eat a biscuit, compare plans for the weekend, and generally bunk off for at least ten minutes before you're able to begin.

Instead, schedule it for an off-hour time, say ten past two instead of two o' clock. This simple psychological trick will encourage punctuality and means you can start on time. You should also have an enforced cut off point to close the meeting. This will reduce dithering and keep you on task.

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Step 5:

Icebreaker

If some members of the group haven't met, run through some group introductions. Go round the group and get people to introduce themselves with who they are, what they do, and something silly to help break the ice. Embarrassing stories are always good for this - get everyone to say the first record they ever bought , or their favourite guilty pleasure...

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Step 6:

The hangar

You have a definite purpose for your meeting, but, pesky free-thinking individuals that they are, your employees will want to talk about things that aren't on your agenda. Have a separate piece of paper available where you can write down and store off-topic ideas for discussion later. This will help people feel they have been listened to, while keeping the meeting on task.

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Step 7:

The 5-minute bell

There's always one who's tempted to talk... and talk... and talk... at great length about their pet subject - while you want to give everyone the chance to speak. Give everyone the chance to call time on anyone who speaks for more than five minutes. Bring a bell into the meeting, position it at the front of the room, and encourage people to ring it if the old moaner - or anyone - goes on for too long.

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Step 8:

Minutes

During the meeting you should have someone taking notes on what's been discussed and agreed. Once the meeting is over, have someone write these up and email them to everyone so they know that what they've said has been recorded. Also keep people informed of the outcome of the meeting and what action has been taken on the decisions you made.

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How To Delegate

How To Delegate

How To Delegate

Used wisely, delegation can be an efficient way of getting a job done by giving the right tasks to the right people. We here at VideoJug are going to show you how to delegate effectively.

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Step 1:

Know your team

Like the captain of a tightly run ship, you need to keep an eye on how your team works. As individuals complete various tasks, note their respective strengths and weaknesses. Take note of who thrives on what, and which individuals struggle with certain tasks. This way, when it comes to delegating a particular job you'll have a better idea of who to give it to.
Don't always give the same tasks to the same person - or delegate to only one person - this will have ramifications for the rest of the team's confidence.

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Step 2:

Define the task

Begin with the bigger picture. Divide the job up into individual tasks with a clear idea of how they fit together. Define exactly what each task is, what skills and experience it requires, and when you need it done by. This will help you decide who to give it to.

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Step 3:

Speak to the employee

Take some time to go through the objectives of the task thoroughly so that the employee knows exactly what is expected of them and by when. Also, let them know how the task fits into the bigger picture. This will lend it a sense of purpose, and will help to motivate the employee.

Make sure that the employee understands the standards by which you'll be measuring their work - agree on these standards together, and make them realistic and attainable.

Your job is to issue instructions on what needs doing -but you don't need to be prescriptive on how they should do it. Leave it to their own initiative as much as possible, but make it clear you're available to talk with if they find themselves struggling.

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Step 4:

Release and resource

Give the employee the authority they need to complete the task without obstruction, and make sure they have available all the resources they will need. This could entail assigning more staff to work with them, or providing money and equipment.

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Step 5:

Monitor their progress

Once you've given them the task, don't spend all day peering over their shoulder. Let them get on with it - but schedule a date for the first progress report. This will give them an initial deadline to work to, and will be a chance for you to keep an eye on what they're up to without crowding them. This progress report will help you see whether they are on schedule, and will give you an opportunity to help them get back on track if not.

At this meeting, don't bombard them with questions, but let them explain to you what they're doing and where they're going with it.

Afterwards, set a date for the next progress report, and if there's anything that you need to do to facilitate the task, go and do it.

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Step 6:

Feedback

Once the task has been completed, take some time for a debrief. Allow the employee the chance to evaluate their own work - where they think they did well or badly, and what they would improve on. Praise them for their achievements and offer constructive criticism where appropriate. Also be honest if there's anything you could have done better - perhaps ask them for feedback on your involvement: this will help you learn for next time, as well.

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