your appreciation to your employees for their special achievements, even with small rewards. Be it an early closing time or smaller, individual gifts, such as personalized vouchers. Your creativity knows no bounds here.5 No empty promises: A new break? A team trip? On Fridays, early in the evening? Take care of the implementation promptly! A boss who stands by his word is appreciated by his employees and deserves respect.
5 Tips - How to reap the appreciation of a worker and show your superior:
1 Be open to criticism: Constructive feedback helps you to develop further. Use negative criticism as an opportunity to improve. As long as your boss remains factual and the conversation does not go on a personal level, you can be grateful for any feedback. Signal your supervisor that you appreciate that he takes time to talk to you about your work performance.
2 One hand washes the other: Your boss drowns in "To Do's" and you still have capacity? Then offer your support. In return, he will also help you in particularly stressful phases. Teamwork is everything and means working together on an equal footing. As an employee, you feel taken seriously and give your manager the feeling that you can rely on yourself at all times.
3 Also say “no”: As an ever-present Yes-Sager, you will be more and more dissatisfied in the long run. No man has unlimited capacities. On the contrary, knowing exactly when you reach the limit will give you credibility. It shows that the quality of your work is important to you and that you can assess well when your capacities are exhausted.
4 Honesty is the best: Speak openly if something is unclear or if you can not understand a certain procedure. To ask meaningful questions brings you pluses, because this gives your supervisor that you are intensively dealing with a topic and questioning, instead of blindly implementing everything.
5 Stand by your competences: No one can suffer well. But if you offer support to your colleagues because of their expertise, any good advice is welcome. This will also appreciate your boss.
Time management made easy: 7 rules for successful delegation
// By Uta Rohrschneider
Delegating means less work. In retrospect, however, many would wish that they had laid their own hands. Those who do not want to stifle work must, however, delegate tasks. With these seven rules, it works smoothly.
Good reasons for the delegation
Ideally, the transfer of tasks is a relief for the executive and a competence expansion and new motivation for the employees. Further advantages for both parties are for the management:
Relief in routine and employee tasks
Completion of the task by an expert
Creation of free spaces
Employee Satisfaction
for employees:
development opportunities
Introduction of one's own competence
Increase of freerooms
Life at work
6 Success Factors for Delegation
Therefore, managers need to ask themselves which factors are decisive for a successful delegation. In order for you and your team to benefit from this, it is imperative to make the employees actors and to transfer responsibility to them:
1 Authority: Provide action and decision-making opportunities and authorize your employees to satisfy internal and external customers.
2 Competence / Confidence: Help your team with the necessary skills and competencies and trust that they will perform tasks independently and on their own responsibility.
3 Trust: Create trust between the company and its employees. Higher virtues such as commitment and responsibility as well as self-initiative for the company can not be enforced.
4 Opportunities: Give your team the opportunity to act independently and autonomously in the interests of the company.
5 Responsibility: Give your employees the responsibility to live up to their upgraded function.
6 Support: Support your employees, for example, in the role of a coach, but leave the responsibility to their people.
If leaders take these principles to heart, the most important prerequisites for successful delegation are created. When you assign specific tasks, you can also follow the seven rules:
Rule 1: Estimate the tasks.
First of all, their analysis:
What tasks must be performed at all?
Which tasks are to be completed?
What is the final result?
Can deviations be tolerated?
What are the difficulties?
Rule 2: Select the right people.
Which employee or team member can do the job best:
Who is suitable for execution?
Who already has appropriate competencies
For whom is the task motivating?
Who can be helped with the task?
Who has what temporal resources?
The distribution should be based on workload and ability. Give your employees tasks by which they can measure themselves and demonstrate their skills. Be careful not to “overburden” your people who are highly motivated and like to take on challenges with tasks. Nor should routine activities, which are more or less unpopular with everyone, always end up with the same person.
Rule 3: Write a clear work order.
Prerequisite for successful delegation is a precise work assignment. Necessary information and expectations should be clearly communicated and best recorded in writing. The following questions are to be clarified:
What? Definition of objectives, results and expectations
Why? Highlighting the need and importance of the task
As? Exact description of the expectations, clarification of rules and conditions
When? Preparation of a plan, agreement of deadlines
By which? Provision of work equipment and powers
Rule
