Be an expediter for your employees: Commanding and controlling the employees is a sure-fire path to demotivation. Instead, managers should redefine their primary role as serving as your employees’ expediter: it is your job to make their jobs done easily. Your role as an expediter involves a range of activities like:
1- Serving as a linchpin to other business units and managerial levels to represent their best interests and ensure the people to get what they need to succeed.
To know what is most important to the employees for getting their jobs done, managers need to ask them! Lunch with employees can be particularly helpful for doing this. And if, for whatever reason, the manager can’t immediately address a particular need or request, be open about it and then let the workers know how their manager progressing at resolving their problems. This is a great way to build trust.

4. Coach your employees for improvement.

Many managers do not assist subordinates in improving their performance; the major reason is simply that they don’t know how to do this without irritating or discouraging them. A few basic principles will improve this substantially. First, employees with satisfying performance should be made aware of that. It is easier for employees to accept, and welcome, feedback for improvement if they know that the manager is basically pleased with what they do and is helping them do it even better. Here are key points of a basic feedback plan:

• Performance feedback is not the same as an annual appraisal. Performance feedback should be given as soon as the job is done. Use the formal annual appraisal to summarize the year, not surprise the worker with past wrongs.

• Recognize that workers want to know when they have done poorly. Don’t surrender to the fear of giving appropriate criticism; your workers need to know when they are not performing well.