7 the hard way to motivate remote employees
Work And Study / / December 25, 2019
Victor Machalsky
The owner and manager IT-companies Mviktor. Wizard to create advertising texts and books. The creator of automated sites for MLM companies. Expert in the field of complex B2B sales with large checks. Businessman, PR-plier, a journalist and a front-end developer.
Money does not motivate. Missed deadlines, missing artist or flaws in the project. How to avoid it? There is an exit.
I'll tell you about how I developed these methods. My co-workers - is IT-developers, designers and marketers who make applications, websites and advertising custom. After the transfer of their business from the Internet Office at me for the first three months, there were problems: the dismissal, disorganization, permanent failure of terms. New employees could not work together and efficiently execute projects, which caused dissatisfaction among customers. This could destroy the business.
The office can be on the lazy employees and complain. But when cursing remote employee, it is inefficient.
On my experience I have experienced a lot. But I was able to achieve the desired results and to own a business for his own pleasure. Here are seven of my secrets.
1. Seeking to each new employee
Always thought that if you pay the money, the result is to get the result. But tell yourself how many times you threw freelancers, Different business experts or programmers? How many times had to close the projects because of someone's laziness, stupidity or dishonesty?
When you find a specialist, pay in advance and wait for the result, then you are just another client or employer boring for him. Realizing this, I began to change receiving technique to work.
At the interview, I asked not only about the specialization and skills, but also about privacy. I know about the employee must have everything: his hobby, hobbies, friends. He knows everything about me. I started a new friends, not just workers. And friends do not act tough, and fear of losing face in front of them.
2. Every day I communicate with the employee
We took the man to the project met. But this is not enough. You need every day to speak with him to ask about the project and to communicate on a common theme. Why?
projects are often thwarted or delayed, because the employee either no data or there was some difficulty in implementation. Maybe he would not have interfered with the help of another specialist. If you are aware of the difficulties encountered, then you - a good leader of the company.
I was constantly informed of developments relating to the projects. Have something to say to customers, partners and investors. And if the worker does not regularly get in touch and disappear for no reason, I dismiss it.
3. Acquaint new employees with reliable old
All programmers, designers, marketers pursue new knowledge and skills. If the person does not want to develop in their field of activity, but it is not the master, he never did become. Such people do not need me.
Attract and retain new employees with the help of dating and the selection of a mentor among the old. Create a team. The team of staff who have to lose face and have to anyone to try and show talent. And most importantly, he is much more comfortable to work in a cool team, rather than just be alone with the manager.
4. Every day, interested in results
In any work I have something to show, even if the employee has spent only two hours on the project. Require no reports and explanations, namely the result. Designer? Let him show a draft project or a selection of photos. Programmer? Must submit a working function in the day at least. Marketer? Place advertising or new keywords.
I worked in the summer of builders. I watched the process and seen all the results. So it must be in every profession. And if there is no result, then specify why.
5. Always test employees
Dismisses anyone who is clearly not appropriate. Do not give concessions, because you will not have the command you deserve. Of the ten new employees in the best case it remains two, and that's fine.
6. I do not regret money for salaries
Squander too, not worth it. But if a person has the necessary skills to you, then pay for them at normal market price, and do not look for cheaper options. Usually, they are always more expensive. I have programmers who get $ 25 an hour, and they are worth it.
7. Sometimes I forget about Dale Carnegie
As the realities of ideal employees for the application of Dale Carnegie techniques a little, and most already have another job. Imperfect employees are able to work, bring money to the company, but they need to sometimes criticize, scold, test and even threaten (there are some) for increase motivation.
If you follow these simple truths, make sure you'll have a motivated team and a good team like mine. If you think that one salary for motivation enough, then you are wrong. Draw conclusions, try to imagine and have only good results.