Managing the initiative of employees

Every employee who has at least a little ambition wants, sooner or later, to get the coveted "promotion" and change their status in the company for the better. This is connected not only with a bright financial future, but also with the emerging perspectives in terms of authority, knowledge and skills. If the status of an employee in an organization does not correspond to his potential hidden opportunities, then we hasten to please you: this is the main control lever that will allow you to control the employee.

It plays a role not only careerism, but also to some extent a banal struggle for existence: it is human nature to try to be better, stronger, smarter just for the sake of his comfortable life. All that a manager needs to do is to identify such a desire and direct the initiative to develop in the right direction for a particular company. And this, oddly enough, is usually the most difficult thing.

Why do business owner

Management initiative comes from the "top" - the owner. It has two main duties that are not subject to delegation (unlike the rest). This is the choice of purpose and its setting. Without clear perspectives and ideas of the future of the company, it is impossible to effectively use the initiative of employees. In other words, it is necessary to clearly understand why the owner begins the whole epic with the initiative and what result he aspires to in the end.

The main thing that the owner must determine is what he wants from the company. Any employee, from a top manager to a simple clerk, must represent what the main mission of the company is. If this promise reaches its goal in a timely manner, making the way from the “top” to the “bottom”, then part of the path has already been successfully completed: employees can finally take the initiative in really important aspects.

In addition, the awareness of the mission of the entire company allows you to open a personal mission: the employee will present what he wants, how he plans to realize himself, what interests and desires he has. The manager should notice this and see which employee is located to something more than others. Now it is necessary to assemble all the “bricks” (skills of the employees) and build a strong “house” (effective team) out of them. It will be easier to do this when employees feel the previously hidden motivation, awakened intentions and show maximum initiative in the overall development of the company.

Do companies need initiative employees and what to do with them?

The most dangerous thing that can happen to an employee is the loss of meaning in their duties. Fatigue and unwillingness to work do not arise from workload or routine, but from the fact that employees simply do not see the value of their actions and do not want to do anything. Therefore, initiative employees are definitely good, especially since it shows that your company has clear goals that satisfy everyone.

Nevertheless, the head may face some dangers in the initiative of the employees. Frequent reflection “for the sake of what I work” can lead to a divergence of the directions of his and the “ship”. This is what makes managers look for working and proven ways to manage the initiative in a team.

Creating conditions for initiative

So, we found out that initiative is an important quality of employees when it comes to the company's desire to develop further. At the same time, motivated employees who take the initiative by themselves, because of their position in life, are quite rare. And the manager has a new task - to create conditions for the manifestation of initiative.

First of all, it is necessary to prepare the ground: the employee must feel his safety and understand that there will be no unpleasant consequences after the display of the initiative. Punishability of the initiative, even if it is obviously useless for the company, is the wrong strategy. Instead, it is better to encourage really useful actions of the worker.

Money can also be the first factor that will create the conditions for the initiative. Financial interest is an excellent engine of progress, but you should not lean on this lever: when an employee is motivated only with money, there is a risk that he will easily part with your company for a higher salary elsewhere. Monetary stimulation must be supported by corporate culture and an understanding of the values of the firm.

Let the employee feel the trust of the manager. If an employee has the necessary knowledge and authority to perform an unusual duty, then safely delegate it. Awareness of its benefits for the entire company leads to an increase in employee self-esteem, which means that he sees his importance and is ready to work for the good of the company even harder.

5 initiative management tools in the company

When your company is full of initiative and motivated employees, the question arises: how to effectively and accurately manage this huge number of opportunities? Still, the medal has two sides, and in inept hands the initiative of employees may turn out to be not only useless, but even harmful. So what methods do modern managers use to direct employees in the right direction? For successful management of the initiative, 5 effective ways are recommended:

Communication setup

Allow people in your company to convey to you their ideas and suggestions. Let it be held, for example, in the form of flyers, where the best ideas will be selected with decorated and correct motivation. It remains to appoint the person responsible for the implementation of the proposal, allocate resources - and that’s all, the idea has “earned”. The practice of such round tables in the future will lead to the fact that decent offers will fall straight to your table and you will get access to an infinite number of interesting offers.

Horizontal rotation

At first, this method horrifies many executives, but over time, everyone somehow recognizes its effectiveness. Just reorient your employees! Send an accountant to marketing, and let the production department temporarily become a sales department. This method is very popular in Japan, the country of workaholics, where even government officials are obliged to change their positions annually.

Corporate culture

Awareness of its corporate culture is of no small importance. It is necessary to understand that only the coincidence of the company's value system with the mission defined by the owner is the true path to success. For setting up and introducing the traditions of corporate culture, there are old as the world, but very effective ways: the work of interest clubs within the company, the creation of a corporate newspaper, trips to joint events.

Implementation of project management

A regular secretary working for a company can be a much more valuable employee if you see hidden professional opportunities in time. Try to expand his job responsibilities - and you will be surprised at how quickly an employee motivated in this way can develop.

World practice: “Chef goes to the people” and “Free chair on the Board of Directors”

Do not be afraid of already known tried and tested world practices: if they are popular and talk about them, then most likely they really work.

What should topes and initiative employees do?

Companies are different in size. In small firms, the situation is extremely simple: a manager can get out of his office, walk around the office and talk with his employees, thereby establishing contacts and maintaining initiative.

It is much more difficult to work with companies of 1, 5-2 thousand people: how to cope with so many people? In this case, the classical toolkit, already listed above, comes to the rescue. With the experience of its use, an understanding of the work of the mechanisms of the toolkit will come, and you will be able to independently detail and disclose the proposed ways of managing the initiative in relation to your particular firm.

The main thing for a top manager is to be attentive. When organizing, for example, for a team, a joint event, course or training, you need to control networking: employees must share goals and dreams. This technique contributes to the development of initiatives within the team and, in addition, creates a corporate spirit in the company.

Initiative employees are a “resource” that not only young companies need, but also experienced market participants. An employee aimed at a successful career should develop the quality of initiative, because it will be the main competitive advantage and promises good prospects. Working in a large company, it is important to be able to find a balance between one’s own initiative, the general mission of the company and the team. This ensures the employee that he remains visible and at the same time will be the same team member on a par with others.

The benefits of employee initiative are obvious. Anyone who is distinguished by a similar quality, ultimately realizes his dreams and goals, realizes ambitions. The task of this top manager is to make these goals and ambitions coincide with the goals and ambitions of the entire company. This can be done by adopting the tools described in the previous block. When your employees see that their initiative has been useful to the company, their moral satisfaction will be an excellent motivation for new feats in the company. Managing an initiative is a modern path to success for any company.
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About the author

Елена Рабкина

The most interesting for the most beautiful. I write about what is interesting, beautiful, useful to myself, and, I hope, to you too :) I am constantly looking for something new and always glad to share new knowledge and inspiration!

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