Here's how you can maintain open and transparent communication in team motivation.

Trust is essential for open communication. It forms the basis for transparency within a team. Show your team you value their input by listening and responding to their concerns. When team members trust their voices are heard, they'll communicate more openly.

Empatia e reciprocidade, a equipe precisa e deve ser encorajada a falar e é fun??o do líder deixar este canal aberto, ouvindo atentamente, anotando, ponderando e quando encontrar uma sugest?o passível de aplica??o, colocar em prática e dar o devido crédito ao autor da ideia. Com atitudes como estas, além de melhorar o engajamento da equipe, conquistará uma bela reputa??o e se tornará um exemplo a ser seguido.

1) Trust is build when someone sees you care. 2) Trust is earned by your actions. 3) Trust needs time. These 3 main topics are often overlooked or not executed in the same efforts. A manager needs to earn their teams trust through their actions to show they care and dedicate time to someone. Once this base is set you are really able to communicate freely and work towards a common goal.

Building trust is the first step in establishing open communication. Trust is the foundation upon which transparency is built. Show your team that their voices are valued by actively listening and responding to their concerns and ideas. When team members trust that their input is respected, they're more likely to communicate openly and honestly. This trust also extends to being upfront about challenges and changes within the organization. When you share information freely and admit to not having all the answers, you create an environment where transparency is the norm.

Agende reuni?es semanais de equipe, para discutir o progresso, objetivos e obstáculos. Realize reuni?es individuais regulares para discutir o desempenho, oferecer feedback e entender as necessidades e preocupa??es dos membros da equipe. Compartilhe informa??es importantes de maneira transparente, como decis?es estratégicas, mudan?as na empresa e atualiza??es de projetos. Mantenha uma documenta??o acessível e atualizada sobre políticas, procedimentos e projetos em uma plataforma compartilhada. Crie canais específicos para feedback an?nimo e direto, permitindo que os membros da equipe expressem suas opini?es e preocupa??es sem medo de repercuss?es. Realize sess?es de feedback regulares!

Interestingly managers are usually good in communicating what they want from their team but don't ask the question: what do you expect from me as a manager vs what can I offer you ? Expectations are never linear, they should be communicated both ways to make clear what is possible and available.

Clear expectations are crucial for transparent communication. When roles, tasks, and objectives are well-defined and consistently communicated, there's less confusion and more accountability.

One way to set clear expectations is by setting objectives and key results (OKRs). OKRs can be time-based (quarterly, for example) or project-based. Employee OKRs align with higher-level objectives at the team level and all the way up to the highest level of the organisation. Although no one likes a micromanager, most employees appreciate knowing they are on the right track. Setting expectations and communicating employee responsibilities to each new hire can have a long-lasting effect on your business. Every employee should expect to maintain the following behaviors in their workplace: Displaying a positive and respectful attitude Working with honesty and integrity Representing the organization in a responsible manner

Giving and receiving feedback yaing varioua platforms available these days make communication easier, clearer and immediate. When giving feedback, it sends a message to everyone of one’s genuine intention to connect, relate, learn and improve. It shows the value that one puts in to each member’s contributions, further strengthening trust and motivation.

Think of feedback as the lifeblood of open communication. Make space for regular feedback through meetings, or, surveys. This boosts motivation and helps spot areas for enhancement, driving overall team performance.

Team feedback is crucial in business to identify company goals and manage progress. To be effective, feedback should be intentional, constructive and engaging. By understanding the importance of team feedback and learning the most effective techniques, you can improve the feedback process within your team. Feedback is a crucial part of improving a team’s performance. Feedback can achieve the following purposes in a team setting: A motivated team is often a productive one. Feedback can encourage team members to complete goals and objectives. Feedback can also help you better understand the strengths and weaknesses of your team, allowing you to build on them and further motivate team members.

Importance of recognizing Contributions-- +- Boosts Motivation: Appreciation encourages continued positive contributions. +- Fosters Appreciation: Regular recognition builds a culture of appreciation. +- Encourages Open Communication: Acknowledging achievements promotes discussions about successes. +- Enhances Team Morale: Feeling valued increases overall team morale and engagement.

To recognize team achievements, consider implementing two ceremonies: Review and Celebration and Kudos and Shoutouts Session. The Review and Celebration occurs at the end of each projects, where the team presents completed work to stakeholders, celebrating milestones and discussing successes. This ceremony not only showcases the team's progress but also fosters a sense of accomplishment and recognition from the broader organization. The Kudos and Shoutouts Session, held regularly, is an informal meeting where team members can publicly acknowledge each other's contributions and efforts. This can be facilitated through a shared document or a dedicated channel where kudos are posted in real-time.

Positive vs Negative Reinforcement We’ve all experienced it right? We are performing our job and honestly hitting our stride. All of a sudden though we make a small mistake. Whether that is skipping a step by accident or the machine messes up. Then we get pulled into our bosses office and get sarcasm, criticism, condemnation, or even worse… wrote up. Does our boss not notice our successes? What gives? This destroys our motivation to show up and do our best and we eventually leave as it continues. Positive reinforcement though in this case would have encouraged us to keep trying through the small mistakes and errors… building confidence and trust! Positive reinforcement ALWAYS benefits, while negative reinforcement ALWAYS destroys.

Public recognition is key to showcase and inspire others to follow in similar fashion. There are multiple channels to do so: 1) Teams meetings 2) Group chats 3) LinkedIn 4) Share feedback with someone's direct manager All of these have positive impact while also expanding similar efforts.

Addressing challenges directly is crucial for transparent communication. By involving your team in discussions, you build trust and make them feel valued as part of the solution. This open approach not only accelerates problem-solving but also reinforces a culture within the team and highlights the importance of everyone's input in overcoming obstacles.

Running a business is like sailing a ship. It’s an exciting journey full of adventures, challenges, and rewards. But just like sailing, navigating the business world is no smooth cruise. You’re bound to face storms; these challenges may seem tough, but they also push your enterprise to adapt, innovate, and grow. The common challenges businesses encounter and provide practical strategies to overcome them. A business challenge, simply put, is any issue or obstacle that hinders the growth and success of a company. These challenges can range from financial difficulties, human resource constraints, shifts in market trends, or even global crises like the inflation and economic downturn we witnessed throughout 2024.

When problems arise, the best way to discuss them with the team is through a structured, open, and collaborative approach such as a retrospective meeting. During this meeting, create a safe environment where all team members feel comfortable sharing their perspectives. Use techniques like the "Start, Stop, Continue" framework to facilitate discussion and identify actionable improvements. Encourage open dialogue, active listening, and collective problem-solving, ensuring that the focus remains on the process and not on individuals. This approach fosters transparency, continuous improvement, and a sense of shared responsibility for resolving issues and enhancing team performance.

Most of the time when we see a challenge approaching we tend to want to take it head on ourselves. This can have 2 adverse effects: 1.) On one end we will have the skills to effectively take on the challenge and protect our team from the detriments that could have arose from the challenge. 2.) On the other end though, we only apply our knowledge and never give our team the chance to grow. This also implants within our team a subconscious distrust. We MUST build up our team to take challenges head on themselves with us behind them to catch them if they fall. With this mentality we will be raising up our team to replace us which in turn builds a team of leaders, not a micromanager with a bunch of minions. This isn’t Despicable Me!!!

Provide all team members with the information they need and make leadership easy to reach for questions or concerns. This removes communication barriers, fostering a more inclusive and motivated team environment.

People with disability have the right to work on an equal basis with others, and in a work environment that is ‘open, inclusive and accessible to persons with disabilities. A significant barrier to employment for people with disability, is other people’s attitudes. Harmful attitudes, such as assuming people with disability cannot do the same work as a person without disability, can have an impact on recruitment, career development and retention for people with disability. Ensuring equitable access to workplace technology is important so that all employees are empowered to effectively undertake their work duties independently, efficiently and with dignity. More needs to be done to promote accessibility

To be in touch with the team always more so during critical hours and extend support of all kinds. Help them at work place as well as in personal matters like , participation in their birth day or important functions. Create a kinds of confidence that you will never let them down. Periodically monitor their performance and support them to improve upon Be a kind of trustworthy support to them.