Proactivity Behavior

• One of the main characteristics that creative teams have in common is burnout prevention, as burnout is one of the main reasons for not being proactive or being less proactive. As such, leaders implementing and following specific steps to prevent burnout can be crucial for maintaining a high degree of employee proactivity.
• In fact, leaders should constantly undertake actions to maintain or increase the resources of their employees and/or reduce their demand in order to avoid resource depletion.
• Another way for leaders to stimulate the proactivity of their employees is by constantly offering rewards and recognizing great work. This way, people stay motivated to work harder and keep being proactive.
• According to Forbes, promoting greater autonomy at the work place is another way to stimulate proactivity.
• According to Chia Huei Wu, Associate Professor at Durham University, there are two types of proactive employees: those that express self-proactivity and employees that are proactive when working within a team to achieve an end goal.
• As such, it is important that leaders "tailor each specific job role to suit individual preferences and encourage open discussion and participation to understand whether an employee’s responsibilities are in line with their motivators."
• In fact, it is important that employers strive to create greater opportunities for "collaboration and set individual goals and rewards for the self-starters in order to get the desired results."
• According to Uta Bindl, Professor at the London School of Economics and political Science, proactive behavior involves "self-initiated, anticipatory action aimed at changing either the situation or oneself. Examples include taking charge to improve work methods, proactive problem solving, using personal initiative, making i-deals, and proactive feedback seeking."