If you are an employer or a job and a lack of money, disadvantages, and the impact of their customers. And as we all know, not all days of a failure of a real disease. Many workers' disease "because their morale is low and they like it or not their work.
The challenge for entrepreneurs and managers is that gent feliz at work. And if people want to work, though less probable, a holiday, when they wake upn with a nose.
Some employers think they have more money to improve the safety of the workplace or working conditions is the answer. It is not the case, and is something that can be very elusive.
People monitoring or other people have stronger voice for their miembrosempleado, emotional needs and know what really motivated. It is also much easier to get paid more money or improving job security, but it's not easy to repareren.
The level of absence, there are three steps to consider.
First choose the right person for the job. You should be better in the interview and selection of persons.
Take more time, more of atenciónPetición
human hand and not their skills and experience. Know better.
Discover what makes happy, but even with other people and the amount of energy and enthusiasm that have. Make sure they know what they are looking Seeta update work.
As TWEoath, you have people Cree. If you choose and the right person for the job, you trust to carry out this task tareaTienen to show that people still trust and believe that they have what you say, the sound of your voice and body language.
If you think your people are not confident that they are unable to vanbeslissing without you. What are the end of the round and go home early, it is exactly what they do.
If on the other hand, thinkyou think they can do their work, they can trust to make decisions and give them a fair day's work doyhnen, it is likely that what you get.
As with all theories, there is no guarantee that all the time, but most employees are reasonable people and if you treat it as such, more likely to result in one positive Weiseive.
The third and probably the most important thing you can do to your motivation and the absence of mensen training and giving feedback.
ZahlrICHE is that employers and managers rely on their people who are desperate, give feedback. Many of the staff are unpleasant to say what they think of their job performance.
Most employees want to know how the results in your work, want to know ofhet good or how they can do more.
If you really motivate your people, you have, what they do well and what needs to be improved.
If you empleadoter for something to dons, like you, tell you about this issue. If you find that you do not like something, tell him about this issue.
Do this as soon as possible. Arbeitstreffenl recognition of the good is not as good, six months later. Even if someone does not immediately draw attention to something that you nietis happy, then you're in your gut. Either that, or
who believe that you have a opinion or if you are not in healthcare.
Create private. Why are so many of their drivers are always someone to blame for theircolleagues? Even the milder symptoms can have a negative impact on morale.
When you use the "I" messages. Things like "I loved the way you" or "I am not satisfied that the conditions are always late, and I want your opinion on what it is."
Avoid "you" messages like "you're doing well." This can be interpreted as insincere or paternalimente. "They are so poor", as a result of the conflict, the fall
May and the nature of morality is not a problem.
Focus on one or two points. No escape from a list of attributes or crime. Even more specifically the behavior of employment in which the person or not, is not an attack STAFF.
Employees are happier when they feel their employer or the head of an appropriate and reasonable person - a person who is fast, but praises when he says, is not satisfied with something.
The message is - if you want, then motivated interesting your work, your commentand, and give them a sense of the company.
We have interesting work, by people more responsibility in the awarding of projects envoor training and development. We need people who regularly comment on how they focus on what they do, but not very good. In response to the need to feel that there are regular formal and informal. It may also be staff in the meetings do not attend.
These measures require time and reflECTION, but they make a big difference in how employees feel at work. If they feel that two and satisfaction with their work, despite the fact that one rarely Speichesein
Ill. "
The challenge for entrepreneurs and managers is that gent feliz at work. And if people want to work, though less probable, a holiday, when they wake upn with a nose.
Some employers think they have more money to improve the safety of the workplace or working conditions is the answer. It is not the case, and is something that can be very elusive.
People monitoring or other people have stronger voice for their miembrosempleado, emotional needs and know what really motivated. It is also much easier to get paid more money or improving job security, but it's not easy to repareren.
The level of absence, there are three steps to consider.
First choose the right person for the job. You should be better in the interview and selection of persons.
Take more time, more of atenciónPetición
human hand and not their skills and experience. Know better.
Discover what makes happy, but even with other people and the amount of energy and enthusiasm that have. Make sure they know what they are looking Seeta update work.
As TWEoath, you have people Cree. If you choose and the right person for the job, you trust to carry out this task tareaTienen to show that people still trust and believe that they have what you say, the sound of your voice and body language.
If you think your people are not confident that they are unable to vanbeslissing without you. What are the end of the round and go home early, it is exactly what they do.
If on the other hand, thinkyou think they can do their work, they can trust to make decisions and give them a fair day's work doyhnen, it is likely that what you get.
As with all theories, there is no guarantee that all the time, but most employees are reasonable people and if you treat it as such, more likely to result in one positive Weiseive.
The third and probably the most important thing you can do to your motivation and the absence of mensen training and giving feedback.
ZahlrICHE is that employers and managers rely on their people who are desperate, give feedback. Many of the staff are unpleasant to say what they think of their job performance.
Most employees want to know how the results in your work, want to know ofhet good or how they can do more.
If you really motivate your people, you have, what they do well and what needs to be improved.
If you empleadoter for something to dons, like you, tell you about this issue. If you find that you do not like something, tell him about this issue.
Do this as soon as possible. Arbeitstreffenl recognition of the good is not as good, six months later. Even if someone does not immediately draw attention to something that you nietis happy, then you're in your gut. Either that, or
who believe that you have a opinion or if you are not in healthcare.
Create private. Why are so many of their drivers are always someone to blame for theircolleagues? Even the milder symptoms can have a negative impact on morale.
When you use the "I" messages. Things like "I loved the way you" or "I am not satisfied that the conditions are always late, and I want your opinion on what it is."
Avoid "you" messages like "you're doing well." This can be interpreted as insincere or paternalimente. "They are so poor", as a result of the conflict, the fall
May and the nature of morality is not a problem.
Focus on one or two points. No escape from a list of attributes or crime. Even more specifically the behavior of employment in which the person or not, is not an attack STAFF.
Employees are happier when they feel their employer or the head of an appropriate and reasonable person - a person who is fast, but praises when he says, is not satisfied with something.
The message is - if you want, then motivated interesting your work, your commentand, and give them a sense of the company.
We have interesting work, by people more responsibility in the awarding of projects envoor training and development. We need people who regularly comment on how they focus on what they do, but not very good. In response to the need to feel that there are regular formal and informal. It may also be staff in the meetings do not attend.
These measures require time and reflECTION, but they make a big difference in how employees feel at work. If they feel that two and satisfaction with their work, despite the fact that one rarely Speichesein
Ill. "
0 ความคิดเห็น: