Welcome to #CorporateManagement on #InspireAfricaProject! Association and the environment are the two major factors that influences our lives. Your association determines your destination. Your association can render you useless or assist you to climb the ladder of success. The person you follow will determine what follows you. The company you keep will determine what will accompany you. The voice of the person you listen to will determine your placement in life.

In the same vain, your environment will shape your future. The behavior of a child will always reveal where he or she comes from. If two friends who grew up in the same environment, went to the same primary and secondary school, and later part ways, the new environment they reside in will determine their achievements whenever they meet.

In the corporate world, the kind of environment the managers create will determine the productivity of their staff. Thousands of employees have been polled over the years to determine what they find most important and enjoyable about their work. Over and over, these six ingredients were mentioned.

1. Challenge. The more challenges people experience, the more engaged they will be and the more positive they will feel about themselves. When the job is challenging, people are busy and active all day, working harder and enjoying it more. One of the easiest ways to get the best from people is to give them big tasks to execute. Don’t allow any dull moment in your organization. There should be projects to execute all the time.

Some businesspeople in our clime employ people just for the sake of it. They employ the people they call sales ladies and sales boys for the purpose of staying in the shop. Don’t ever employ liabilities. Employing people means you need people that will help you to grow your organization. Look for people who are smarter than you, and make sure you give them the opportunity to generate and execute ideas.

2. Freedom. The more freedom people feel they have to get the job done on their own schedule and in their own way, the better they feel about themselves and their work. There is a difference between a leader, a boss, and a manger. A boss is a person in charge of a worker or an organization. He is someone who orders people to do something in a domineering manner.

A manager on the other hand is someone who is responsible for controlling and administering all or part of a company. But a leader is someone who influences and inspires people to do their jobs without pressure. A boss orders people around, a manger follow the company’s rules, but a leader helps people to succeed. Some people believes that the moment they are made a manager or a boss, they become the lord of everybody. You cannot get the best from your staff if you are domineering and overbearing. Give them the task and deadline, but allow them to do the work.Increasing_Your_Capacity_for_Exploits

3. Control. The factor is characterized by remaining interested and involved in the job of the subordinate. You consistently check to see how everything is going. You set regular times for reviews and feedback. The more sincere feedback people get on their work, the more they feel that you care about them and what they are doing. Remember that the control am talking about is not to take the job away from them, or dominating them, but to get feedback and review the progress they are making. It will also help you to know if they are having any challenge.

4. Respect. The more you respect the employee, by asking questions, listening, and taking action on his or her ideas, the more value and important the employee feels. That is why I said that leadership is different from management. Most managers look down on their subordinates and that’s why they fail. I don’t believe I am a boss or better than my staff because I employed them. That’s why I give them the room to operate and monitor what they are doing. Come down from your high horse and respect your staff. That’s one of the major ways to get the best from them.

5. Success Experiences. Give people jobs that they can perform successfully at their levels of experience and skill. The more opportunities they have to actually succeed by being given jobs that are within their capabilities, the more they feel like winners and the higher will be their self-esteem and self-confidence.

It’s important you know the capacity of the people you’re employing. Their capacity determines the assignment you give them. But endeavour to train them so that they can execute bigger tasks. I believe in growth. Any staff whose productivity remains the same should be trained or sacked. They should get better every year. If you train the person and he or she fails to generate more results, it means the person doesn’t want to grow. Show him or her the door in a respectful manner.The Entrepreneur

6. Positive Expectations. Nothing boosts self-esteem and improves performance more than when individuals feel that a boss believes they have the capacity to do the job well. One of the easiest ways to get the best from people is to believe in them. If they successfully accomplished a task, kindly celebrate them and encourage the person to do more.

Let your staff know that you’re proud of them. Celebrate people’s achievements during staff meetings and let others hear the person’s story. That way, you’re are encouraging the person to do more, and you’re telling others to work harder so that they can be celebrated too. Nothing grows a company like healthy competition among the staff members. In the next write-up, I will share the four major ways to get the best from your staff. We can also organise a training for you and your staff. Kindly call Godwin on 07032681154. See you at the top!

For inquiry about our Products, Inspire Africa Project Conference, Uncommon Wisdom Academy, Business and Financial Services Consultancy or Training Programs, kindly make your request through or call, +234 (0)7032681154. Facebook: Ifeanyi A.C Eze. Twitter @KingIfeanyiEze. @InspireAfricaP. @KingsWisdomLtd. Facebook: Inspire Africa Project.
Copyright 2016 Inspire Africa Project. Permission to use quotations from this article is granted provided appropriate credits are given to