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...for a Well Motivated Work Force
and their own style. Leaders give employ-
ees as much autonomy as their competence
will permit. They know that over controlling
or micro-managing negatively impacts per-
formance and destroys initiative. Nobody
likes to work with someone standing over
their shoulder.
Fifth point worthy of note is Recognition:
Your employees need to be recognized for
good work. Formal recognition programs
acknowledge outstanding performance.
But informal recognition has an even great-
er impact. Catch people doing something
right and recognize them for it.
Finally, Support: Employees need the nec-
essary support to do their work. Some sup-
port is tangible such as time and resources.
Some support is intangible such as the will-
ingness to listen and provide coaching. Your
employees need both and leaders need to
provide them. It’s not fair to give people
challenging assignments without the ability
to be successful.
If you can take out some time in working
to build a work environment built on these
key points, you are well on your path to
having a well motivated work force; lead-
ing to better results and an exciting work
environment.
We in UBA can harness on this and in turn
create a sustainable competitive advan-
tage for our global bank.
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