SUCCESSFUL LEADERS KNOW HOW TO MOTIVATE OTHERS

In today's constantly changing, fast-paced, merger-unhappy world, employees spend more time interacting with their computer than with their manager and surveys confirm that many employees never receive positive feedback. Many sources report that employee loyalty is, understandably, at an all-time low, following over a decade of slash-and-burn corporate economics. Combine this with the fact that everyone's information-saturated, and you've got a real leadership challenge on your hands.

If you're an organizational leader or manager, you must inspire, empower and motivate your team to genuinely want to be a part of the team. You no longer have a choice. Employees increasingly demand greater job satisfaction, and consider themselves free agents. If a job isn't working for them, they'll move on to greener pastures. The loyalty of previous decades is a thing of the past -- for both companies and employees.

Given that most companies have access to the same technology and markets, what gives one company a significant edge over another is its employees; specifically, their responsiveness, productivity, innovation, resourcefulness and knowledge. From experience, you probably know that talented, gifted employees are difficult to find. And when you do find them, you've got to work harder to keep them. One way to do that is to create supportive environments that influence -- but don't dictate -- desired behaviors and outcomes. This cultivates an environment of creative, energized do-gooders, who actively support the company's business goals (no matter how many times goals change).

Here's how it's done:

• Make communication a priority. Open channels of communication to allow employees to ask questions, stay informed and share information. Employees want to know what changes are taking place, and how the changes affect them and the work they do. Find ways to connect personally with employees, especially now that they spend so much time working in isolation at their computer terminals. Sending an e-mail message doesn't have the gusto of an honest, face-to-face interaction.
  
  
• Involve employees in creating a clear vision/mission/business plan for their group. The more they're involved, the more committed they are to the group and their role in the group. Employees want a voice in the decisions that affect them and their jobs. Involving them in the decision-making process can lead to some really good ideas, and those closest to the problem usually have the best solutions.
  
  
• Keep your team up-to-date on the status of the plans you jointly created. Let them know how their efforts are doing as part of the total picture. And be honest; communicate bad news as well as good.
  
  
• Demonstrate a genuine appreciation for employee efforts. You should never be insincere -- people can read this from a mile away. If your appreciation doesn't come from the heart, employees might distrust you. Be specific about what you're praising, and don't give praise for routine work. Feeling valued strengthens the employer-employee bond, and is a major step in winning commitment through motivation.
  
  
• Match employees' skills, interest and levels of competence to the tasks they do. As management theorist Frederick Herzberg said, "If you want employees to do a good job, give them a good job to do." This requires initiative on the part of the employee and collaboration with you. Ask your employees what they like most about their jobs, then match future projects with their interest areas.
  
  
• Let employees make decisions, when appropriate. Employees may need to make immediate decisions to act in the best interest of the company. Make your expectations clear; collaborate on what kinds of decisions an employee can make and give reasons for the kinds of decisions that you don't want him or her to make.
  
  
• Reward employees, as appropriate (remember bullet #4?). This doesn't have to be elaborate or expensive -- a simple note of appreciation or acknowledgment at a staff meeting will often do the trick. Reward employees who demonstrate consistent superior performance over time with more interesting job assignments.

See? There are ways to motivate employees and build your leadership skills. The hard part is committing to take the right steps day in and day out (it's not a seasonal kind of thing). And there's a bonus. Review the list of ideas above and you'll realize that you're not just motivating employees to do better work; you'll also be able to delegate more work as employees build their skills, expanding expertise within the group and enhancing your department's image. You'll walk away with kudos for your leadership skills, and a reputation for outstanding work. Who doesn't want that?