If you are a manager, then you probably think you are very good at your job; and I am sure you are. However, some managers seem to think that they should know everything about the job that their team members do, and be better than them at doing it.

I can remember, in the past, working for managers like that; they gave the impression that they knew everything, and were far better than I would ever be at doing the job. This, of course, did not motivate me at all.

This type of manager believes that his job is to “catch people doing something wrong” and let the person know about it. He continually supervises and micro-manages his people, and completely de-motivates them! It can often be a form of bullying or harassment.

Motivational style

To be a good manager who brings out the best in your people, practise these three important tips:

1. Have confidence

The motivational manager accepts that members of his staff may be better at doing the job than he is. His staff may be better salesmen, better at customer service, better administrators or better engineers.

I have had salesmen working for me who were better at selling than I ever was. However, that did not make me less of a good manager.

Sir Alex Ferguson, the manager of probably the world’s most successful football club, Manchester United, had a pretty undistinguished career as a footballer. He did at one time play for Glasgow Rangers, but could hardly be described as a star footballer. He is now, of course, a star manager!

If you manage or lead a team of people, have confidence in yourself. Accept your limitations and do not feel bad if you don’t initially know the answer to every question.

Ironically, it isn’t motivational for your staff, if you come up with the answers to all of their problems or queries.

Encourage your staff to come to you with solutions, not problems. Don’t spend all your time solving problems.

2. Question

When someone in your team asks you what she should do, even if you know the answer, reflect back the question.

Ask her what she would do; ask for opinions. What does she think is the best course of action, and why does she think it is the best? What are the consequences of this action, for the customer, the business and the team member?

3. Believe

Empower, support and congratulate your team members on their decisions. If they feel that they have made the decision, they will have more confidence in themselves and be more motivated to do the job even better.

What you are essentially doing here is utilising the knowledge, skills, experience and motivational power that is already within your team.

Believe me, once you apply these three tips, you will have a highly motivated team who respect and trust you as a manager.