Blog > team building

5 Tactics for Building Zest on Your Team

5 Tactics for Building Zest on Your Team
When a manager enters the office, he has the power to positively affect the day's outlook of the entire staff.
Words, gestures, and even the expression on your face can make a huge difference in how an employee perceives your opinion of them. These unconscious actions convey your gratitude to an employee and your respect for their contributions to the company.
The key to maintaining maximum employee morale and motivation is letting the employee feel needed and appreciated. When your employees feel that their work makes a significant contribution to the company, they are much more likely to like their jobs and to strive to do better.
For many, feeling valued is equally important to their financial security and promotion.

Here are some tactics to build zest:

1. Make sure they feel your presence

Announcing your arrival is a great way to motivate employees and get them going on the first hour of the day. A smile on your face as you walk through the doors can make all the difference.

2. Verbal Acknowledgement

Complimenting your employees does not have to be overly dramatic or exaggerated. In most situations, saying simple things like please and thank you can motivate them. Incorporating praise such as "you did a great job" is one surefire way to motivate employees.

3. Set clear expectations

In order to complete company mandates efficiently, it is essential to communicate deadlines, milestones, and job objectives. Often, these things are reported very well, but they may change. Changes may not be discussed in detail, causing employees to feel that they are not important enough to be informed why the changes are taking place, or that the manager is to blame. 
Neither of these thoughts will result in a motivated employee. You can avoid this by asking the employee for some kind of feedback about his job so that you are certain he knows what to expect. Explain to the employee why a change was made to a project. Be sure to involve them in solving the problem.

4. Provide regular feedback to employees

When the employee does a great job, acknowledge it. When you are not satisfied with the outcome, let the employee know and explain your reasons. This is a great opportunity to instruct the employee how to improve in the future.
As a manager, ask the employee if there is anything you can do to facilitate the change. Request feedback from the employee. Talk it over and enjoy a real discussion. The employee will feel that you are not offended by the job, but that you are genuinely interested and willing to help.

5. Generate consequences

Providing recognition for excellent work is as important as telling the employee that you are satisfied. An inexpensive and effective way to accomplish this is by writing an individual thank you card. Employees who fail to perform as expected can become extremely demotivated.
After all, "If he doesn't do it, what's the point?" That is why it is important to communicate the consequences when employees fail to meet company expectations. Consistently enforce consequences among the staff.
As you spend a few minutes to butter their emotions, your employees will enjoy working with you and you will enjoy working with them. Spend time with employees when they are at work and afterwards. Show them that you care and value them as employees.