Motivating Employees

Straightforward, clear, and concise communications are the best way to let members of your team know the results you expect them to produce.

For example:

• “Monthly activity and travel expense reports must be updated by October 28.”
• “All five samples must be taken and sent to the laboratory by 9 a.m. today.”
• “Timesheets/timecards must be completed and submitted to payroll by 4 p.m. Friday.”

It is also important to recognize and praise team members that achieve the results you expect them to produce. Pay attention to how they do their jobs. You may need to keep notes to help you remember when a team member’s performance meets, or doesn’t meet, your expectations.

Coaching and feedback provides employees the opportunity to improve or excel in their performance. Coaching conversations are intended to help take an employee from where they are to where they need to be.

The more transparent you are with your feedback, positive or constructive, the more the employee will be focused on their work. Balancing your coaching and feedback can create a more engaged employee.

Remind each team member how important their contributions are to the objectives of the team and Valero. Make sure each person understands his/her role in meeting these expectations.

It is also a good idea to update team members about how Valero is doing. Honesty is best. Even if the company might not be having a great quarter, it is important to keep the message positive and relevant. Explain in detail how your team can help the company do better the next quarter.

Your team needs to know you appreciate them as individuals. It’s important to have regular check-in meetings with each team member to see how they are doing and to communicate how well each is supporting the team and larger organization. It also gives team members the opportunity to ask you questions they might not normally ask when other team members are around.