How can I help my people enjoy their work more, Joel?

Question to you: What makes YOU enjoy your work more?

If you’re like most people, you enjoy doing things you’re good at. Ever notice that? What you like to do, you’re good at, and what you don’t like to do, you’re not good at. It’s the same with your employees and associates.

Of course, the best way to make sure your associates are good at their work is to show them what to do and how to do it. Your personal example is important here. And you should always INspect what you EXpect, so you can offer positive reinforcement. If your associates don’t know what to do and how to do it, they’ll be frustrated, and if they’re frustrated, they certainly can’t enjoy their work.

You probably also enjoy your work when it is interesting. Again, it’s the same with your associates. They’ll enjoy their work if it is interesting. And they will find it interesting when they’re involved. So ask them for ideas and suggestions. Whenever possible, put these ideas into action. If you don’t use an idea, explain why.

Instead of just making arbitrary decisions, listen to those who will be affected by the decisions. Your associates will remain interested as long as they feel they have some control over their destiny within their work experience.

You can also keep your associates interested by varying their work. Occasionally, give them tasks which aren’t part of their job descriptions. For example, if visiting dignitaries are coming into town, have one of your associates pick them up at the airport. Let your associates be exposed to some of these important individuals. You might send your associates to special seminars and meetings as your representative, and then ask for a report.

Finally, you probably enjoy your work most when it’s fun. So do your associates! Not that everything during work hours should be fun and games, but people sometimes question the value of work. More than ever we need to manage and motivate others effectively. And effective leadership instills desire, not fear, in people. Desire for challenge, desire for advancement, desire to do a good job — these are all powerful motivators. The opposite of desire is fear, but frightened people rarely learn to think for themselves. They avoid risks and challenges and stick with the familiar rather than develop new and better ways. Autocrats rule by inducing fear and anxiety. Outstanding leaders motivate through desire. So create an atmosphere conducive to desire.