We come across numerous articles on how to motivate team members and most of them typically revolve around some of the points listed below:
- Working with a responsive boss
- High levels of trust displayed by the direct supervisor
- Having a proper reward systems in place
- Interesting and challenging responsibilities
- Working in a good work environment
- Being paid on par with the other players in the industry
A lot of people management training also focuses on many key parameters including some listed above. But at the other side of the spectrum, the manager is a human being too, who needs motivation to perform better and help the team perform better. I guess we all pretty much agree that any human relationship must be a mutually beneficial and conductive engagement, and in my opinion, a supervisor-subordinate relationship is (and should be) no different. As much as it is the responsibility of the manager to motivate team members, there are a few things we can also do to motivate our managers. These are not impossible things to do, but doing these would only keep us in the good books of the manager – without compromising our values that is.
Being a can-do team member – Agreed, it is the responsibility of manager to build a can-do team, but certain times, people are so judgmental that even honest intentions are taken otherwise. If we are approached by our manager for some “challenging assignment”, please understand that he/she has picked us among the lot because we have shown behavioral traits to overcome challenges. There is no reason to cringe additional responsibility, rather we can be proud of the fact that we are the chosen one. Its better to discuss and work around challenges, than being defensive. Honestly, do you believe your manager would respond to you positively if you don’t?
Trusting your manager – Like it or not, believe it or not, your manager has more challenges than you can imagine. Expecting our manager to disclose all information before starting off anything is not feasible. Yes, trust is a mutual thing, but once we see traits of trust in our manager, is it not our responsibility to respond appropriately? Do you expect the manager to unconditionally trust you without reciprocation?
Understanding the reward system and working with it – It is generally not uncommon to crib about the reward system when we see a peer being rewarded and not us. If there is a proper reward system in place, it is better to understand the parameters and work towards them. If we can’t figure it, just ASK!!! It is not right to brand a system/decision biased without understanding it properly.
Taking Initiatives – Responsibility is generally given to people who display traits of handling the the unknown. The best to way to do it is by taking initiatives – I mean “initiating” things on our own and seeing it to completion. Just completing the assigned responsibilities is not the ticket to promotions or bigger things – it just ensures our paycheck.
Not being the negative force of the team – We all want to work in a good, professional work environment. But isn’t the environment is made of & by people who are part of it? What have we done to make the environment better for our part? At least, what have we done to ensure we don’t make it worser? Being a cribber, pretender, back stabber, the greedy goon, the office bully are the best ways to ensure we get noticed for all the wrong reasons. Work life balance is one of the most discussed topics these days, but sometimes I get the feeling that having a good work life balance is all about having the ability to dump work to attend to personal things – please correct me if I’m wrong.
Not expecting unrealistic and undeserved salary hikes – We all need money to survive, but honestly, is that the only reason we work for? If yes, be rest assured that we cannot find peace even if we work for a peace mission. If no, ponder over (and give feedback) on the points suggested above.
This is just a suggestive list and I’m hoping for comments from everyone for a better understanding. And if you feel you perfectly fit the bill and still not getting your due, then the best advice you can get is to dump your current job and move on.
Note: I have a manager too!!