Management Tactics to Improve Pro-Activity

Even if you only have one-part employee, you will want that person to be as productive and pro-active as possible. As a result, you can spend less time on management issues and more time doing what you like best.

A very interesting question. Leadership, ensure the leaders are sufficiently trained to enable them to lead correctly. Let the team, or team member own the issue if they are fully experienced in that area, this level is self motivating, at other levels support and motivate as required depending on level of skill for that task.
Give the framework and ask the group to solve and create the new standards. This works well if the strategy is then each group can have an opportunity to share this learning with other groups within the organization, and them doing the same.
So I see it as the combination of the motivational/leadership house combined with the tools of improvement kaizen etc that leads from fire fighting to pro active changes.
The managers skill is to delegate correctly but not delegate the responsibility, ensuring he follows up to keep focus. Usually, because lack in culture this falls down so no follow up is done and no recognition takes place

Really an outstanding tactic for getting employees to be more pro-active. I have experienced it in the past and it is very effective. Sales organizations use this tactic a great deal with their salesmen. They typically have weekly productivity calls where employees talk about their production and goals for the next week.

This is what has helped me;

Show confidence and belief if a consultant makes a mistake as long as they are learning and developing.
Get to know your team, what are there goals, what motivates them and link success to these drivers.

Support your people and their progress when they achieve and invest in your success

Be prepared to extend those who want challenges to grow
Be patient and be prepared for setbacks when your directs are taking on additional duties

Team briefs are a great way to inspire as you share challenges exchange views and unifies

Good counsel Lisa. People focus on what the boss pays attention to. Setting clear expectations (aligned goals), fully supporting the individuals, and strong and consistent follow-up and interest goes a long way.

Employees need to feel involved and committed to the mission and goals of the organization. It can't be just lip service. Management must be sincere. When employees at all levels are truly engaged, an organization and its brand flourish. Inline Dynamics is an exciting new method to align internal operations with external communications and marketing to achieve enlightened results. For information on a beta test, feel free to email me at bonnie@bfstrategic.com.

It has been noted that "the behavior you reward is the behavior that gets repeated." Thus, you should observe employees doing things right and reward them conspicuously and consistently. Conversely, you should observe employees doing things wrong and immediately take corrective action, escalating if necessary. Really, this is One Minute Manager discipline.

Lisa, thanks for sharing the link. The article is one of the best I have read about how to talk with not at employees.

Thanks for posting this Lisa: Effective, consistent communication with employees is essential; accomplishing this in person is even better than over the phone (if possible). However, I found when working in industry and now as a consultant working with clients, one can never cover updates on everything expected from your employees since they have to focus on far more than you can discuss on a regular basis. Consequently, this requires creating an environment which will encourage them to put in the same effort to complete all assignments successfully, or notify you immediately concerning conflicts.

Excellent advice. Also, encouragement and lots of praise when the workers do a good job is very helpful. Most importantly, is getting the people who are under your leadership, to trust you. Trust inspires respect, which brings about loyalty. If the worker have trust in leadership in their company, they will respect the company. Out that company will come higher production and great financial success because of the workers. Have some fun time with the workers and celebrate accomplishments!
Make It Happen!

Team building experiences ..off site trainings....variety in work assignments and routine.
Develop their confidence and self esteem through outside training seminars such as Brian Tracy or other.

Include them in the Plan and Goals. Let them know the intentions and vision.
Let them know where you are and where you intend to go. Keep them updated with results and win.

Try using examples from other industries. Find examples of what high performance really is and challenge them to be like that. We have seen real success with this approach.

I believe well motivated, proper training and rewards will increased employee productivity.

I think that getting people to do more is all about emotional leadership. First and foremost, work ethic should be embedded in your organization's mission statement (perhaps creating a family environment). Passion for the job should be a genuine and cultural experience that manifests itself throughout the team maybe through parallel leadership strategies.

Recognizing people with certain qualities before you even consider hiring them is the most critical part in my opinion (talent management). Most organizations do not utilize a hiring board where the candidate must perform a 2 or 3 part interview. Therefore, you may be gaining a sub-par employee within your organization. There are many different ways to get more productivity out of your workers but I also believe that whatever this incentive is to do so must compliment the entire organization and not just a chosen few.

One of the best ways to motivate your people as a leader is to motivate yourself as a leader! Usually, your attitude as a manager or leader reflects upon your employees. So if they are not as productive as you want them to be then maybe it is you that needs to work harder! In other words, lead by example to motivate those who you expect more from.

In general, I involve employees in any initiative. I will work out an idea with afew close colleagues and present it to a large group (informal team). Typically I will use techniques such as C&E matrix, and even have a C&E exercise in the group. As a general rule (Parato again), only 2 of 10 people will actively contribute but they will pull along colleagues => more involvement & activities. Hesitators don't want to be left behind and the cynics will follow, certainly after some extra 'pulling along'.
KR, Frank

Eliminate non-value-adding activities and implement key measurements driving throughput towards or above design capacity. Providing that throughput is defined as product sold to the customer and the money is on your bank.

Well sir, as an employee doing the same job over and over again every day will makes me bored. Self motivation and productivity will be fading out as the time go by, that's why managements or superior should take a part to communicate it. My opinion motivate people by challenging them will work well, it will makes them to be more creative even though the result will be just a same as before. At least they will do the same things differently, actually sir these is my own experiences as a staff.

Lean educate EVERY employee to help them become Lean Thinkers. Once they are, or are on their way to becoming so, their mind-set and personal culture behavior will allow them to "be more productive on their own" - because Lean thinkers strive to improve (be more productive) in all they do, w/o being asked or "measured" by management. Create lean Culture by creating (educating) Lean Thinkers well BEFORE you ask them to be "more productive". Culture is the answer or the problem.

Motivate them and make them realize that they are part of organization and we are all family and ensure them each member get benefits as per their share...

Moreover, business leaders should realize the need to empower their employees with simple incentives that can always improve their outlook of the business. There’s no single thing to pin this down; a thank you from the boss, a change in furnishing, increased and attainable rewards systems… it all depends on the means of the company.

I'm a Kenyan ...this notes are very helpful... I'm putting it in to practice