As a general principle of good leadership, the more interest you show in your workers first, the probability of your success will increase.
Being human in your relationships with your employees will almost certainly result in greater efficiency and larger profits.
According to Rosenbaum’s listing, the following are some of the methods that high person-oriented leaders would use to motivate staff:
Build workers’ self-esteem – build your employees’ confidence in them by approving their good work and showing them that you expect their best efforts.
Inform employees – good communication within the organization is essential to success. People give their best efforts when they are aware of the purpose of their work. A good leader will explain to staff the reasons for doing a particular activity. He communicates the staff on what he is trying to accomplish and the understanding of how the work will be accomplished.
Delegate authority and responsibility – good leaders know how to delegate authority and responsibility. You achieve results not by doing everything by yourself but by trusting others to accomplish your goals. A leader must use the valuable human asset in the employees to the fullest.
Maintain contact with your employees – use your leadership abilities to maintain personal contact with your immediate colleagues, identify and use each person’s talents, potential, capabilities and abilities most effectively.
Analyse the problem, not the person – it is important to maintain the worker’s self-esteem when recommending a corrective action or giving a corrective instruction. The focus should be the problem instead of the person’s deficiencies.
Apply the reinforcement principle – desirable behaviour should be rewarded immediately because people tend to repeat rewarded behaviour. Be sure that your employee sees the rewards as such. Apply more reward at the outset of a desired behaviour change than when the behaviour change than when the behaviour pattern is established.
Be an active listener – this ensures proper understanding of a problem or complaint and the lines of communication are open for you to discuss a solution to the problem.
Set specific goals and continually review them – set specific, clearly understood, measurable and achievable goals. Achievable goals are not too easy or too difficult but it motivates people and builds self-confidence in people.
Give corrective action on workers’ performance in private – be careful not to discuss the errors of an employee as motivational or corrective speech. Learn to correct your employee one-on-one, rather than criticizing them publicly.