According to
PharmacyNOW's contributing author, and management expert, Paul Cherry,
most managers rarely ask employees about their motivation needs,
because:
1. Managers are afraid the employee might ask for additional resources
that the organization can't provide.
2. Managers think everyone is motivated by money, or by the same things
that motivate them.
3. The employees don't know themselves! They're not in tune with their
own feelings, so they have surprisingly little insight when asked about
their motivational needs.
4. Managers hope if they ignore the problem, it'll just go away.
5. Managers believe employees should motivate themselves.
6. Managers wish to avoid the issue and any possible confrontation that
might arise.
7. They're afraid the employee might quit, and then the manager is
really left in the lurch.
8. They're afraid that, as managers, they might be part of the
problem.
9. Managers are so swamped themselves, they just don't have enough time
to spend with each employee.
10. They just plain don't know the best questions to ask to motivate
their employees.
In his recently published article "Jump-Start
Your Staff's Zest to do Their Best" at http://www.pharmacynow.com/newsfeatures.asp,
Paul advises that for effective management of staff, managers must focus
on four primary motivations common to all employees: Appreciation;
Guidance; Communication; and Success.
"Give" your staff these, "deliver"
them to your staff regularly, and you'll be amply providing what your
staff needs for short term success, and long-term satisfaction on your
team.
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