Everything is constantly in motion. The disruptive change is determined Companys and Executives. No wonder that the everyday management, leadership and communication madness sends its regards. Are people really still the focus?

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Jack of all trades leader

Executives are also only People. However, inhuman things are often expected of them: to always be up to date in terms of content, to communicate humanely, to steer with foresight and to lead sensitively.

The Strategy must not fall behind, just like them Employees. Not to mention the challenge of digital Transformation, which wants to be handled in an agile way.

In the best of intentions

The following, more or less fictional stories by and with Hannes show what impact all this can have. The graduate in business administration, 49 years old, production manager and member of the executive board of an international industrial group, tries to be more a source of momentum than a supervisory body. Instead of conducting, he would rather serve.

With clearer Communication, collegial Style and higher Esteem is it his Objectiveto come up with results. Despite the best of intentions, he doesn't always succeed. While we are still wondering about one or the other absurdity while reading, we realize that we have certainly experienced some things before - in the Meeting, on the executive floor or in the Office (next door). And whole Honestly, we know one or two strange things Behavior not even by ourselves?

I'll motivate you then

Hannes got it: his employees are no longer motivated. According to the last staff survey, employee motivation in his department has fallen for the second time in a row. This time it is 0,4 percentage points less. Although the level is pretty good at 86,492398 percent, there is always room for improvement. Says the CEO. "You're never allowed to do that satisfied make sure you're happy," he says.

Hannes is a little unsure what to do. At some point he learned that a Executive cannot motivate his employees. In the best case, it shouldn't demotivate them in the first phase and then create an environment in which everyone can develop and develop. That is exactly what motivates. But that will only take effect in the long term. Hannes only stayed a few months to spice up the motivational value. He must therefore actively motivate and consult the relevant literature.

The implementation begins

Hannes has decided that he will “Think positive' as the basic motto for them Motivation begins. Before going to the office of his department or the manufacturing hall of his production island, he looks into the Spiegel: "Positive face" and a permanent XXL grin. That radiates. Just like his euphoric "Hello, I wish you all and the super big ones a nice, great morning Success today". His greeting should be contagious and Energy give. Hannes has recently also been wearing smiley buttons on his shirt.

He greets a staff member every day by handshake and sends a positive daily message by e-mail during lunch break. Even the signature of his e-mail account has motivated Hannes. The "friendly greetings" is replaced by "lively energy and a super happy day wishes you ...". Hannes is not at all on such bells and whistles. As an engineer, he is committed to scientific facts. But if it is in the books, it will probably be right. And faith is known to move mountains.

Five steps to motivation

There is no single right approach to motivating someone else - just as there is no right one Guide. But how can you succeed in motivating employees in such a way that you Commitment becomes a personal matter?

Step 1 - Being highly motivated

Motivation can only trigger who radiates motivation. And for that you have to carry them inside yourself.

But be careful: Anyone who initiates changes and innovations must consider: Those who are active are automatically more motivated. That is, just because we might even find that one Projects great, we can't assume that everyone else will too.

Step 2 - convey meaning

The work has to be done Sinn make. Each individual must recognize this meaning for themselves. For one employee it is the satisfied one Customer, for the other the trust of the boss.

With patience, authentic action and empathy, we can help to convey meaning that - perceived by the individual employee and ideally fitting to his imagination - motivates!

Step 3 - Stop demotivating

A somewhat provocative approach: those who assume that their own employees have to be motivated also assume that they are not.

Most of the employees arrive quite motivated Workplace, but experience "demotivation" there - it's over! So don't stare the employees through too much Regulate, bias or excessive claims demotivate.

Step 4 - Allow free space

Most people appreciate freedom in designing their work very much. Chefs should therefore think about what they want as mandatory and then communicate it.

Anything else, such as B. ways about how to get quotes, the phone conversation with you customers leads or coordinates best with colleagues is left to the individual employee. Offers of support are allowed.

Step 5 - Own solutions make you proud

Who even the Solution who can test them out and successfully implement them himself is prouder and therefore more motivated. Real participation, even on a small scale, has been shown to be one of the most important things people do Stange to keep.

But please no alibi participation. As a boss, do I already have one? decision like it, I shouldn't ask "What do you think about it?" anymore.

Conclusion: Personal commitment is transferred to executives

The personal commitment of superiors is automatically transferred to management. So the following applies: Live motivation, clean goals forms and leave the way open. The employees will develop in it and on it. THAT motivates!