Recognize the strengths of your employees and use them strategically.

Hand on heart: What do you really know about your employees? Can you immediately say whether the employee in billing might actually have a knack for customer acquisition? Perhaps the employee in support dreams of a position in marketing. We can't establish the game of "Make a wish!" for each employee here, but it is worth taking a closer look at the potential of the employees. "The success of a company is built on the pillar of motivated employees!" - this - almost - truism would be signed blindly by any manager. Whether this wisdom is actually lived is another matter. Generation Y teaches us that there is more between an employee and an employer than just the agreement on the performance to be provided and the payment. Employees seek a balance between work and leisure, want to participate in their work results, and not just be an executing force. Work today is more connected to emotions than to monetary interests. But how do you get your employees to go the extra mile for the company, to accompany change, and to stay on track even in stressful phases? What makes a person a brand ambassador? The solution: Make your employees fans of the company! How? Discover the strengths and desires in people! Even Einstein knew that it has nothing to do with talent to chase a goldfish up a tree. So, get to know your employees. Whether this happens in personal conversations, team-building activities, or through questionnaires is up to you and the structure of your company. It may sound manipulative (and essentially it is): I become a fan of a team when I feel the cohesion and success. Foster the successes of the team and the individual. Don't let your employees disappear into the anonymous mass, but let them shine. Just as you won't turn a penguin into a specialist in flying, you will generally not turn a passionate accountant into a star of the creative department. Fostering and demanding their respective strengths is paramount. Why not further educate the accountant in controlling and thus open up a new area of responsibility for them? Look at your team from the outside and compare it to our soccer team. Here you have a goalkeeper, striker, defender, the agile left winger... and you as the captain. If all team members are optimally distributed according to their strengths, know their roles, and stick to their positions, the game will run smoothly. As the captain, you remain the leader of the team. You must set the goal: staying in the league or winning the championship. If you have sufficiently motivated your team, the championship will be everyone's goal. But also keep in mind: Change takes time. Stay on the ball if a new corporate culture is to be established. While one employee is motivated to implement the changes immediately, another may still be unfamiliar with the new situation. The difficulty lies in dosing the constant drops in such a way that a pronounced cave is formed in the stone. Don't just show your willingness for more employee motivation once. Stay calm and appreciative towards your employees even in difficult situations. It makes no sense to lose your temper and express loud criticism (exceptions in cases of incredible stupidity). Be aware that mistakes are human and that you are dealing with people. A positively lived error culture is a sign of appreciation: I think about the mistake that happened and do not degrade the employee to a fool. You can find helpful tips and coaching for implementation on my website. Turn your employees into success drivers and brand ambassadors of your company! Book a training and shape success! You can find more information about Christine Hoeft here: https://www.christinehoeft.de/