- Dec 13, 2012
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1899 days ago
Motivate Managers to Motivate Employees
Managerial staff and employees are the key to maximizing productivity, reducing stress and surviving this resilient economic crisis.
When you are facing tough economic challenges selecting a motivation-based management team is a key success factor. A recent report on “Managing for sustainable employee engagement: Developing a behavioral framework” found that managers who consult rather than instruct tend to motivate and retain employees far more regularly.
Consulting as opposed to instructing is a concept that is often misunderstood within the managerial world. This concept looks at the way in which managerial staff communicates with and involve their staff. This concept includes the acceptance of responsibility for outcomes delivered, both by the team and the manager and the inclusion of ideas from a wider source base.
In his book ”The 5 Levels of Leadership”, John Maxwell emphasizes the need for productive managers to remain calm under pressure, invest time in talking to their staff and getting to know their staff on an individual level. This makes the inclusive approach more effective in increasing levels of employee engagement and lowering levels of stress and absence.
It is not difficult to understand why an inclusive approach would have a positive influence on employee behaviour. When managers are inclusive, they tend to give recognition for the good work. This in turn earns trust and encourages involvement and additional input.
Trust and recognition is a non-monetary reward, which makes employees happier in their jobs. If employees are happy and feel valued by the company and their managerial staff they will want to work harder. Happy employees are more productive, have healthier relationships and better health. They also tend to get better performance reports and have positive work behaviour. It is not hard to realize that happy employees are more productive, engaged and loyal. The success of the company is therefore largely influenced by the managerial staff chosen and the type of managerial approach used.
ICAS Southern Africa
ICAS Southern Africa is part of ICAS International (a division of AXA PPP) – the world’s leading provider of behavioural risk management services to the business community. Since its local launch in 1999, ICAS has established itself as the Africa’s foremost specialist in the provision of behavioural risk management and employee wellbeing programmes – contributing to the health and performance of employees and organisations in all sectors of the economy.
With operations spanning the continent, ICAS Southern Africa supports more than 500,000 employees in over 300 companies, 24 hours a day, 365 days a year.
ICAS combines the expertise and experience of its local employees with the global strength of its international operation, giving client organisations access to a sophisticated and comprehensive service offering designed to enhance the wellbeing of a company’s workforce, to improve both individual and organisational performance and to reduce the risks and costs associated with human behaviour. The flexible range of services included in the offering ensures that the people requirements of client organisations are aligned with business requirements, facilitating the achievement of positive individual and organisational outcomes.
ICAS’ services are provided through sophisticated, high-tech call centres and a large multidisciplinary team of highly qualified professionals, trainers and consultants. ICAS prides itself in being a world leader, employing advanced technology, developing and adopting international best practice and maintaining the highest standards of ethics and professionalism. The company values innovation, quality, and integrity and is driven by its commitment to achieving results for clients