Participative management Tutorial

Unlock the power of 'Participative Management' to reignite your team's motivation! This video delves into effective strategies to engage competent yet uninspired employees, fostering responsibility and creativity through consultation and empowerment. Discover how to ask the right questions and encourage team collaboration for enhanced productivity. Don't let task fatigue hold your team back; explore actionable insights that can transform your leadership approach!

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is particularly adapted to people in motivants 3

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who are competent but not motivated for this task.

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You will be dealing with a person who knows how to do a task

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but has no desire or no longer has any desire to do it.

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If these non-motivating tasks exceed 20% of their mission,

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it's time to react.

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Indeed,

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this lack of motivation will probably result in

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a qualitative or quantitative decline in their work.

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First of all,

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understand why your competent employee's motivation is low

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and why they are reluctant to act.

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Are they tired of the task?

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Maybe it can be delegated to another team member.

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Do they want to do it their own way?

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Do they not believe in their competence?

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For example,

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they have done similar tasks on other files.

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You know they are competent,

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and yet

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they are afraid they don't know how to do this particular task.

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Are they afraid to take the initiative

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at this stage?

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The manager must let go of the technical part and focus more on the person.

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How can this be done

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through consultation and empowerment

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by involving the person in the decision and making them feel responsible

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so you will provoke their desire to act in their own way,

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allowing them the choice of how to do it.

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Another way to push a competent and not motivated person to get into action.

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By really taking the time for the exchange,

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they will feel more concerned,

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ask their opinion,

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accept their suggestions,

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negotiate with them their own objectives,

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and decide their deadlines.

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How to motivate people in motivants 3.

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Push them to contact by multiplying opportunities to work with you or with

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the team members in a healthy communication and in a participatory mode.

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Everywhere they can contribute with their expertise,

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define with them how you will follow up on the action plan they have established

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and offer them your support if necessary.

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In short,

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motivating motivants three employees will be

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achieved through empowerment and teamwork.

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Their mobilization will require the manager's commitment to dialogue

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in order to create a relationship between competent people and competent people.

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The golden question to trigger their commitment to an action

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that they are reluctant to carry out is

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how in your opinion,

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how in your opinion

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can we convince the client?

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How in your opinion

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can we increase the quality of the product?

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How in your opinion can we improve reporting?

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The how in your opinion addresses the competence of the

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employee and makes them define motivating actions suggested by them.

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Having the employee in motivants 3 find

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solutions and define the action plan themselves,

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you will avoid the yes but kind of resistance to your suggestions.

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In addition,

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they will certainly find new solutions that they have not yet experienced

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and that will avoid routine and fatigue.

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