Image by Myriam Zilles from Pixabay
Candidly, and not to over-simplify, there’s a difference between inspired employees and motivated employees.
If employees have inspiration, they have a purpose – a conviction to perform well. Typically, such employees are high performers because they also have emotional intelligence (EI).
With EI, they’re aware of their emotions and how to express them.
They handle workplace relationships appropriately with empathy. This means they engage in stellar teamwork to help the organization to serve customers.
If employees have to be motivated, it’s because you as a manager will need to push them into higher performance.
You cannot be both a buddy and a boss. You must be comfortable in knowing the power of your position as a manager.
To win despite a pandemic, you must identify your strengths and weaknesses as a boss. Why?
Especially during crises like the coronavirus, to coach your employees to top performance – you must be a coaching leader and role model to oversee employees who are already inspired and manage those who need motivation.
So, your organization’s success depends on how well you the manage the crisis. Meantime, remember there are key differences between leaders and managers.
How to lead in stressful situations:
1. Get enough sleep
You and your employees are not alone – much of America isn’t sleeping well and is waking up each day to increasingly bad news.
Sleep deprivation is a detriment to clear thinking and performance. So, focus on good sleeping habits. Take 20-minute power naps if necessary.
Sufficient rest will build your immune system and will help you to be a leader of your team. Encourage your team members to get enough sleep, too.
And, don’t forget to budget time for family, exercise and recreation.
2. Be pragmatic while maintaining optimism
Your employees and other stakeholders need facts. They deserve fast but accurate answers.
Concurrently, they need help in maintaining high spirits. So, set the right example with optimism.
3. Stay focused on your organization’s objectives
Stay true to your mission statement. During a crisis, many people become rattled.
So, remind your employees of the goals, and strengthen their confidence and resolve.
4. Be a consistent role model
You must behave and perform how you expect your employees to act.
Stay calm. Don’t be negative.
Be a good example in teamwork. If your team members must work overtime, join them and help them at every opportunity.
5. Bend but don’t break
Be malleable. Constant adversity and change often mean you must be flexible in your procedures and processes.
As for the needs of your workers, be flexible with them. For instance, if they have family issues, work with them.
When you can’t, be empathetic in explaining why.
6. Engage workers
Employee participation is the key to harmony, positive morale, top performance and to alleviate uncertainty.
Therefore, be consistent in communication by establishing routines to engage your employees. Engage them extemporaneously as needs arise.
Ask for input and suggestions. Listen carefully. Use their ideas whenever feasible. Be sure to thank and congratulate them.
7. Be precise in your evolving requirements
Employees can become confused in transitions prompted by emergencies. Make sure changes aren’t scary to your team.
Be clear in your instructions and policies so your employees are on the same page with you.
They’re sure to have concerns and questions. Deal with them quickly and as empathetically as possible.
8. Be assertive – avoid procrastination
When decisions are needed to deal with changing situations, don’t wring your hands. Don’t procrastinate.
And don’t make your employees wait for your decisions or actions. Otherwise, it will hinder morale.
9. Reward employees
Stressful situations are hard on your employees so be generous in your compliments and do it publicly when you can.
In this way, you’ll help ensure their cooperation and motivation.
10. Relax with your workers
Even if you have a remote staff and must practice distancing, chill with them. Even online, you can praise accomplishments and share fun activities.
From the Coach’s Corner, more management tips:
Employee Morale in Pandemic Warrants Your Leadership — Even if you’re designated as an essential business and keeping your doors open, your workers know people are losing their jobs all over the nation. So it’s important for you to maintain a healthy staff morale by taking steps to ensure they have faith and hope.
Is New Managing Approach Needed for Your Remote Staff? – If your company is relying on remote workers as the result of the coronavirus pandemic, you might need to be more astute in managing your staff. Here’s why and what you can do.
Precautions for Your Workplace Coronavirus Plan – Be especially mindful of employees who have symptoms similar to acute respiratory ailments such cough, fever and shortness of breath.
For High Performance Create an Emotionally Intelligent Culture – The benefits of an emotionally-intelligent culture are huge. Such organizations have strong sales, great customer loyalty and high employee morale — all because their employees have emotional intelligence. Here’s how.
For Best Performance, Inspire Employees with Non-Financial Rewards – Money talks, of course, and is a way to motivate employees. But money is not always the chief motivator. Here’s why plus the four categories of ideas to inspire your employees.
Productivity: 5 Management Tips to Motivate Your Employees – A major quandary for managers is to bring out the best in their employees. Every manager wants to do it, but it’s not always easy. What’s the reason? Usually, it’s because employees are disengaged – disconnected from their managers and companies. Here’s how to fix it.
“The secret to winning is constant, consistent management.”
-Tom Landry
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