Having team members who persist in the face of adversity and against all distractions contributes hugely to the success of team projects; but how can you help all your team maintain their mojo?
Motivation is literally the desire to move towards a defined goal. It’s about setting and achieving objectives and ensuring your inspiration comes from within. It’s the internal drive we all have which causes us to decide to take action. Our individual motivation is influenced by emotional, social, biological and intellectual factors. We can also be motivated, influenced and inspired by external factors which makes it a multifaceted thing! Motivating others is more complex as leaders need to be aware of all the internal and external factors which apply differently to each member of their team.
However, common factors which encourage motivation are:
- Leadership style and action
- Clear goals and expectations
- Transparent communication
- Clear and involved decision making
- Feedback, mentoring or coaching
- Compensation, perks and benefits
Everyone of us has goals, tasks, relationships and events which we find motivate us. We are inspired by them and they encourage us to achieve more. The trick for managers is to work out how to replicate this at work. In order to mimic the satisfaction we gain from the things which motivate us, managers need to create a work environment which ensures all of the above factors are on offer.
It is not enough to issue a corporate mission and vision and expect buy-in from employees. Employers and team managers must learn the skills needed to provide a work space which fosters motivation and where the company vision is lived and understood by everyone.
Empowering people to get involved can create a work space which promotes employee motivation through their involvement. If you are not sure how best to go about this, here are some questions to ask yourself:
- Do I expect and encourage people to make decisions which will improve their work or manage their work load better?
- When I see someone going off track or about to embark on a course of action which I know will cause an issue for a client, how do I intervene? Do I coach? Could I ask questions with the aim of finding a better approach? Am I guilty of letting someone fail when I know I could have helped?
- When my team make decisions which create improvements or solve project issues, do I remember to recognise and reward people?
- Is my team aware of our corporate goals and values? If not, what can I do to ensure they are?
- Are the regulations in place sensible and kept to a minimum? Can my team operate fully within them or are they stifled?
- When I have an issue with a team member, do I clearly communicate workplace expectations and guidelines? Am I comfortable addressing difficult behaviours with a clear plan of action?
- Am I genuinely open to ideas and feedback? If not, why not? Allowing your team ownership will create motivation and channel energy into succeeding.
Put simply, the top three conditions which demotivate a team most quickly and efficiently are firstly not having the tools in place to do their jobs effectively: bosses who don’t listen or act is next, followed by bosses who do not clearly explain to their team what is expected of them. Keeping a team motivated is just one part of the huge role a team leader takes on. If you are new to leading a team or want to polish up your skills and become your best self, our unique programmes will set you on the right path and give you the tools to succeed.