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For their successful, good life Information you really need: Government-funded publisher, awarded the Global Business Award as Publisher of the Year: Books, Magazine, eCourses, data-driven AI-Services. Print and online publications as well as the latest technology go hand in hand - with over 20 years of experience, partners like this Federal Ministry of Education, customers like Samsung, DELL, Telekom or universities. behind it Simone Janson, German Top 10 blogger, referenced in ARD, FAZ, ZEIT, WELT, Wikipedia.
Disclosure & Copyrights: Image material created as part of a free collaboration with Shutterstock. Text originally from: “The farewell to objectivity: How you can actually use emotions to create movement” (2015), published by BusinessVillage Verlag, reprinted with the kind permission of the publisher.
By Markus Hornung (More) • Last updated on October 20.02.2024, XNUMX • First published on 07.01.2014/XNUMX/XNUMX • So far 4823 readers, 1706 social media shares Likes & Reviews (5 / 5) • Read & write comments
When Executives clear and communicate in an understandable way, this takes the strain off the employees. It is equally important for that Team, to be able to estimate how the management behaves under certain circumstances.
Ob People be able to work motivated or would prefer to quit, that is what decides above all Behavior their direct superiors. This is confirmed by a study by IW Cologne on the subject of employee satisfaction. But what qualities make a superior a model boss?
Due to their function, executives are omnipresent for the employees. They are not only allowed to act, but also give instructions, control, judge and check. Therefore, you are extremely important to your Employees. It doesn't have to be the choleric nightmare in the executive chair. Even managers who seem balanced can demotivate their employees.
The challenge lies in paying attention to the values of the employees. Bosses who respect them lead better. This succeeds above all with the overriding success factors of clarity, predictability and recognition. Because all expectations that employees have of their superiors can be boiled down to these three key qualifications.
When employees are asked what they do on the job satisfied does, they always give credit and a respectful treatment of each other on record. These wishes are mainly addressed to superiors. However, recognizing employees is not the same as praising their work.
A simple “Well done!” refers only factually to the behavior, while the following sentence has an intensive effect because it describes the emotional Effect focuses on: "I am really happy about your negotiating skills, which enabled us to win the order." Who gives his employees real emotional Esteem and maintains an open, respectful interaction is rewarded with a satisfied team and better performance.
A further elementary tool of successful managers is the ability to express themselves unequivocally. No evasive answers, no conjunctive, no vague formulations.
Bosses who say, "I would suggest we start that Projects maybe in the fall”, make employees despair. With the statement: "The project starts in September under the condition that...", on the other hand, are associated with clear procedures.
With a good one Executive the employees simply know where they stand. If the supervisor reacts calmly three times to the late arrival of an employee, the entire team is unsettled if he immediately hits the ceiling the fourth time.
People draw the feeling of security from the predictability of their counterparts. The same also applies to clarity, recognition and respect for each other. How important these factors are is also felt by managers - at the very latest when thinking about their own boss.
Here I summarized once again how you manage to be clear, predictable and appreciative:
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Markus Hornung is a consultant and speaker on the subject of emotional intelligence. As a graduate mathematician and physicist, he skilfully combines knowledge from philosophy, psychology and neuroscience with practical instructions on the use of and dealing with emotions. Hornung has been co-founder and managing director of the consulting company EQ Dynamics in Munich since 2003. His previous customers include MAN, various German educational institutions and associations, LBS Bayern as well as several savings banks and Volks- and Raiffeisenbanken in Germany. More information at www.eqdynamics.de All texts by Markus Hornung.
Now the puppy protection is gradually changing and delivering results is becoming increasingly important. However, time pressure, high expectation of his own supervisor and problems in the projects of the employees lead to the fact that he often interferes with the projects with the sentence "Now let me do it, I can see, that is nothing!".
Hello Mr. Morgan, you are right, a lack of trust on the part of the boss, an obsession with control and the inability to delegate lead to the demotivating result for employees as you described. In the end, this shows the boss's own personal insecurity ...
[...] would suggest that we might start the project in autumn ', leave employees in despair, "says Markus Hornung, head of the training and consulting company EQ Dynamics." With the statement: [...]
[…] Week has BERUFEBILDER. DE-Author Markus Hornung pointed out how important good leadership is for the motivation of employees and the success of a company. Also important: incentives. What tips do you have for [...]
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