There is something known as the ‘advancement theory’; it is founded on surveys undertaken amongst sentient employees who possess the capability to offer indescribable but valuable options for resolution of issues. They are the lot who invariably exert day in and day out, sometimes all by themselves to get to the bottom of organizational problems and cracking them. As a byproduct of their efforts, the clients also stand to benefit. The issue thus is, “As a supervisor or director, how can I egg on top players in the centre of continuing and intricate assignments?” The result of surveys conducted conclude that if I were to boost your resourcefulness, productivity and job contentment, I should be shoring up your growth on every possible occasion.
A common example will clarify the issue. An infant who mutters mama or papa invariably receives encouragement. No parent waits to rejoice till the moment his or her child speaks fluently. The maiden expression by itself calls for celebration and is commemorated; likewise, any good step forward by any worker also calls for similar action.
At any workplace, big or small, men and women want to witness the greatness of the feeling that they are progressing. Petite beatings have the capacity to lower self-confidence and spirits and resultantly motivation levels. Therefore, all hold ups should be viewed as an opportunity to modify, rectify and improve matters rather than view them as disaster. In other words, there is this inescapable requirement to bolster the vital belief that we are on the correct path.
There is no denying the fact that advancement and development singularly result in unsurpassed excellence in work, including meeting deadlines. If that be so, how do managers and executives conduct themselves to optimize their output as also of their subordinates? There is also no denying the fact that impediments and pessimistic dispositions are prime reasons for all breakdowns and perilous outcomes. So, if you can do away with them in any workplace environment, people will reach the zenith of their performance. But the most important point of the matter is that such liberating actions should be launched judiciously and without they ever coming to know about them.
It is a known reality that absence of requisite wherewithal or presence of inappropriate means and paucity of time impede growth. But an atmosphere san correct and precise apparatus renders any assignment hundred times more complex and complicated. And if there is no supporting gear or a qualified person to address problems, work will perpetually come to a standstill. The aspect of offering encouragement apart, all supervisors and directors should be disposed to a display of some sort of decentralization and delegation. This will facilitate every worker to realize individual potential and role; and most importantly take responsibility for the same. If such an atmosphere at the workplace persists, all employees will be willing workers and their sense of enthusiasm go sky-high; needless to state they will never ever want to leave the organization.
It is essential that explicit and unambiguous objectives are identified for accomplishment. Objectives extend into both short and long terms. However, the important aspect is that both are significant as far as individual and organizational prosperity are concerned because it is daily, weekly and monthly aims eventually contribute to the attainment of eventual targets. It is therefore, not without reason that organizations insist on collating periodic steps forward so that employees at all levels derive feelings of job contentment whenever they execute assignments as per plans. In addition, they also become conscious of the fact that they are on the correct path and close to attainment of larger objects and end result.
The question that now comes up is how can you extract the maximum out of those working with you or for that matter, advance ahead in your own sphere of activity? You should invariably endeavor to identify short term goals for yourself. Besides this, you also need to keep an eye on and be cognizant of their accomplishment. It is essential that you work hard to clear your workplace environment of off-putting manipulations. As a supervisor or director, you should refrain from both accepting and offering unduly gratifying remarks about any matter. This calls for due vigilance over what is happening around you. In this way, you will be able to notice acts done well and seize the opportunity to give a pat on the back. It is also necessary that you create a yardstick with which you can properly gauge advancement. Making available adequate resources and time is an important issue which you should always consider; if you feel that something may not be achievable, it is always better to consider the issue pragmatically and with due consideration to various operating parameters.
You should not spare no efforts to give confidence to your subordinates by frequent pep talks in a manner they receive best. A system of providing honest advice and legitimate criticism always pays rich dividends. It is inescapable that you allow some amount of decentralization so that those under you have sufficient elbow space for making use of their ingenuity. Remember that it is the end that justifies the means. And you must make certain that you express your delight at all progress made by anyone and if possible, always observe the occasion with collective rejoicing. By complimenting those who excel and being a party in their feelings of accomplishment will always produce good results.
It is human tendency to experience forward looking feelings. We all take some pride and pleasure in current attainments; and if they are acknowledged, the levels of motivation go up automatically. What is of utmost importance is the need to improve operational and functional standards by injecting inventiveness and ingenuity in the entire system. And once this is achieved, individual and professional contentment will register an upward swing.
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