Hello! Shona Garner here.

If your answer is less than 7 or 8, chances are, not only does it mean you’re probably struggling to meet targets, it often means more hassle, more tension and apathy and ultimately, poor performance from your staff.

And, like it or not, poor performance often reflects on you. If you’ve got your eye on the career ladder, developing a good reputation as a brilliant people manager is going to be a critical skill you’ll need to demonstrate, so it’s worth taking time out to hone those skills.

What you really want is:

• Staff with a “can-do” attitude, instead of staff who moan or undermine what you’re trying to achieve.
• A team where there’s little or no tension or gossip, and people get on well with each other.
• Fewer underperformance problems.
• Loyal, committed staff.
• Better staff attendance.
• Better results!

Where do you look for support or answers? How do you build your confidence to be able to deal with the tricky situations, and yet still manage to keep everyone on your team “on-side”?

• There are literally hundreds of management books out there; but how do you know which one would help you most, and will you actually have time to read it all?
• Many books are big on theory, but short on practical advice which you can see yourself actually implementing.
• You’re too busy for a formal training course.
• Budget is tight.
• Sometimes it’s difficult to admit you could do with some help: after all, you’re the boss! Everyone seems to assume you know what to do!

Yet literally hundreds of managers we work with tell us they are thrust into management with little or no training or support, and just expected to deal with the dozens of people challenges which come their way every single day.

Challenges such as when you’re suddenly faced with a team ready to implode because of conflict:

• you’re facing having a tricky talk with someone about their poor performance;
• you’re going to have to tell some people they are being made redundant
• you’re having to find a way to manage someone you used to work alongside.

All these (and dozens more) are situations about which any manager can feel a little nervous.

We’ve found there are certain situations many managers tell us they struggle with, which can severely affect staff motivation and morale, and which are tricky, sometimes uncomfortable situations for you to handle.

The four top challenges you told us you face and which threaten the motivation and engagement of your staff are:

• Basic motivation techniques: You asked us for some simple tips which would have a positive, and, more importantly, a lasting impact on employee motivation .
• Motivating Staff through Change: You wanted to know how you can keep staff motivated when major changes occur which threaten their sense of security.
• Team conflict: you have staff who don’t get on with each other, or with you, and it’s undermining workplace morale.
• Underperformance: You asked us how to deal with underperformance effectively, without de-motivating someone or damaging the relationship they have with you.

In these easy to read guides you won’t find any long, complicated theories or jargon: just a number of simple, easy to apply techniques you could start straight away, to help you more effectively motivate and inspire your staff.

With our 7 years experience, working with hundreds of managers, (and I’m still a practising manager), we know we can help you.

We know the theory – and there’s no doubt in our mind, if you’re dealing with people, it makes sense to have some understanding of basic human psychology and behaviour. But at the end of the day, what really matters, what you need most of all, are some proven strategies which will help you gain what most every manager we meet wants most  – motivated, committed staff; great team results and the confidence to be able to deal with any people situation.

This is not about holding “rah-rah” team building days. There is a time and a place for those, for sure – but at the end of the day, we believe some fun team bonding games on a single day can never have the impact of some of the small, but significant actions we’ll share with you in these guides, which, done consistently, will produce significant and lasting shifts in the culture and performance of your team.

We believe it’s the small things, done regularly, which take up little of your time, and actually, very little effort on your part, that can make massive differences to the way a team works together, and the results they get.

This is just about some small changes to what you do in the time you have.

We’ve taken some of the key messages and techniques we teach on our highly popular “Outstanding Manager” training programme, and pulled them into one, easy to read guide, designed to give you enough, practical ideas so you can see some positive results in your team within weeks.

Ways to motivate your team that will improve productivity and performance

Learn:

• The top four ways you can motivate any team – with little or no budget.
• Six magic questions you can use with your staff over and over again which will help you build good relationships and get them more involved and engaged.
• Why 15 minutes a month is all you need to help strengthen good relationships with your staff.
• Why allowing “intelligent risk-taking” and effective delegation can foster greater staff involvement – and much more.

How to Motivate your Staff through Change

Why do people often resist or fear change? In this chapter we’ll show you:

• Why an understanding of the emotional reactions to change can help you more effectively support staff and minimise their concerns or objections.
• Some simple, but effective communication tips, such as how to communicate; how often to communicate and why creating “easy wins” can help you build momentum.
• How to keep people “on-side” through change.
• 5 easily recognisable and typical responses to change you’ll be able to recognise in your staff –  and how to plan a strategy to handle these different “types”.

Managing Underperformance without De-motivating Staff

Underperformance is always a sensitive and tricky issue to handle for managers and if mishandled, can lead to de-motivated staff. In this chapter you’ll learn:

• Why you must never ignore underperformance.
• The single biggest mistake you may be inadvertently making, which could actually be contributing to the underperformance.
• How a “halo” or “horns” mindset could sabotage your efforts to improve performance.
• Why being too “nice” can be your downfall.

Ways to Handle Conflict which threatens to de-stabilise your team

Conflict in any team causes problems; it takes up time you don’t have; it makes the atmosphere unpleasant and it adversely affects staff motivation and performance. In this guide we share:

• The mistakes which can lead to “relationship meltdowns”  - how to recognise and avoid them!
• Simple tactics to help you deal with really tense situations and help you avoid turning into an “exocet missile”!
• 3 typical reactions to conflict which can inadvertently make the situation worse for you. If you, or any of your staff have a tendency to react like this, it could be making the situation worse.
• Simple techniques to handle conflict in the short term, and some longer term strategies so you can build the kind of workplace where conflict is rare, and when it does arise, people have strategies to effectively turn it into something positive.

Each chapter will take you no more than 20 minutes to read – yet will give you some quick, easy to

implement strategies to help you more effectively build the kind of team that will

improve your career prospects and get you noticed for all the right reasons.

Yes, you could buy some books on these topics – there are plenty out there! You could wade through an internet search to find some answers to your pressing challenges. But, as a busy manager myself, I know how hard it is to find the time to do this. You’ve a hundred and one other things you need to be doing, and waiting for a book to arrive which you may never have time to read is not going to help you now.

Finding what you want in the tons of material out there takes time: finding the key nuggets you really need which will help you right now, when you need it most is the hard part!

You could invest in management training: (Cost between $950- $1750 or more)

A typical day’s training on any of these subjects could range between $200 and $450 per day. Our complete, 5 day programme costs $1750, and requires a time commitment you may not have. Whilst we believe there is a real value in training, and indeed, all of the content in this guide is taken directly from our highly successful Outstanding Manager programme, if you have a pressing motivation problem right now, this solution will not help you in the short term.

You could search the internet or buy a book (Cost at least $50 plus your searching time.)

I know how time-consuming and confusing this can sometimes be because I’ve done it! As part of our commitment to supporting managers in the best way we can, we continually scour the internet, the new studies and the new publications to see if we can pick up any additional tips or techniques to help you – and believe me, it saps your time, and knowing what is helpful and what is not is a bit of a lottery. And your average management book can range from $15 to $100 – and is often full of long-winded jargon or theory which might be interesting, but doesn’t necessarily help you in a practical way.

For just $39 you have 40 simple, proven and effective strategies to help you deal with the most common motivation sappers in any team.

If these techniques save you even one day of time in lost productivity through conflict, poor working relationships or poor motivation you’ve seen a return on your investment.

For a limited period – as an additional bonus!

As an additional, but limited time bonus, we’ll also include the following two useful, simple, and quick activities you could initiate with your team.

TEAM “HEALTHCHECK”  ( $17 value)

A simple, brief team survey to help you gain some feedback about the state of your team.

With just 15 questions, you could gauge the “health” of your team,

and set some team  goals which will really improve staff motivation and engagement.

We also give you some suggestions to help you implement and follow up!

TEAM MOTIVATION ACTIVITY  ($17 value)

Sometimes the hardest part for managers is knowing how best to find out what motivates each individual in their team and how to get their staff talking to one another in a constructive way. How can you do this without it appearing a stilted, or odd conversation?

We give you a simple, but fun activity you could run in less than an hour, in a team meeting,which will help you, and your team, get to know a little more about each other’s motivators and how to use that knowledge to help you better communicate with each other! I’ve never seen this activity fail yet!

We even offer you a guarantee.

Our whole focus is on supporting managers with simple, jargon – free and useful techniques to help them become great managers. We are absolutely confident that, even if you implemented just one or two of these techniques consistently over the next few weeks you would transform the working relationships in your team, and improve staff motivation, commitment and morale.If you disagree, then contact us and we’ll refund your payment in full – no quibbles. We can’t say fairer than that. And of course, you get to keep the guides with our compliments.

Simply click the link below, we’ll take you through our secure payment process, and in seconds you will have some powerful strategies to help you develop even better results through your people.

We wish you every success in your management role! Do let us know how you get on.

Warmest regards,

Shona

PS:  Remember! If you consistently apply some of the simple, small, but significant techniques we share with you through these guides, not only will you manage a team which is a great example to others, but your own credibility as a manager will rise in the process.

For any manager who is serious about their career in management!

PPS:  How much is it costing you, in time, and money, (and emotional hassle), with underperforming, de-motivated or unhappy staff? Did you know the average manager wastes 25% of their average day dealing with conflict? Or that a formal grievance can eat up 9 days of time? And how much is that eating at your bottom line?

People problems, if not resolved, don’t go away – they get worse. Implementing just some of the simple techniques you learn in these guides can literally turn round a poorly performing individual or team and transform your results.