How can you maintain your team's motivation levels?

Maintaining your team's motivation levels by setting clear and realistic expectations is critical. If your team does not understand what is expected of them, or the impact they are driving, they may feel like they are doing ""meaningless" work. Employees want to feel that they are making valuable contributions. Help them understand how the work they are doing ties into the larger team and companies goals.

Si il n’y a pas d’objectif, le manager ne peut féliciter ou recadrer, le subordonné optimise les moyens pour atteindre l’objectif, le manager doit vérifier l’utilisation de ces moyens et comprendre le pourquoi des résultats… ce qui lui permettra d’être factuel . L’exemplarité irréprochable du manager influencera les équipes, l’environnement du travail favorisera la motivation.

A leader provides coaching and counseling to help each team member reach their potential. Many times that includes “getting in the trenches” or relating experiences of your past that can be applied to the current situation your team is experiencing. And if it’s a new challenge, creating a safe “think tank” atmosphere that allows them to speak freely, talk it out and share ideas!

Setting up defined expectation is on of the crucial factor to motivate team. When team knows what is expected from them and what exactly the need to do to make work done, they will feel their work worthy and motivated to reach towards goals.

1. Try to appreciate your team's little things. Appreciation is the key to motivation. 2. Help them in any way. 3. Set goals for them. 4. Make them feel valuable

Feedback helps to identify individuals strength and areas for improvement, and gives them guidance on how to grow and develop. It's good for to develop a leadership quality and good team too. Recognition is like a medicine in the form of incentive, an employee feel honoured, valued and appreciated for their efforts and achievements. Recognize your team members individually and publicly and celebrate their wins and milestones.

Recognition especially publicly is important to keep motivated team going. Any improvement feedback is always appreciated if provided during 1:1 discussions.

Feedback from your manager in a positive manner really gives confidence in the company that they are doing their job well. In turn productivity will improve if the person feels valued.

I love this part of team building, and in my opinion the most important. My father taught me that to be a successful leader you must always praise in public, but discipline in private. I have a monthly shop lunch where I praise the great deeds the team has done in the previous month. Then I award one of them the championship belt in front of their peers. I never demean people, or put them down. Not in private or public.

Motivation is unique to each employee. With that, it's important to take the time to get to know your team and understand what's most important to them. When motivation is lacking, you'll have more information in your pockets about how to support them. Increasing motivation can lead to a multitude of things including increased productivity, a passion/drive for the work, and overall wellbeing. Take the time to learn about your employees and what motivates them. It's worth taking the time.

To motivated my team mates I have followed simple steps but those seems really powerful. - Ensured empowerment - Never micromanage - Give them freedom, flexibility - Always take their side in difficult times. - Finally I have trusted them wholeheartedly. I always led my team with honesty, without being biased.

Employees want to be recognized for their hard work. Understanding how to recognize and show appreciation depends on the employee. For example, a sales representative may thrive on being recognized publicly before their peers while those more introverted may thrive on receiving a personal note of thanks or one-to-one recognition. I like to ask about their process and key decision points that resulted in “the win” and challenges they had to overcome. Hearing this information enables me to learn more about their thinking process and problem solving skills. Meaningful recognition beyond the words “thank you for a job well done” has more impact when specific skill sets and/or outcomes are emphasized.

Uma equipe capacitada é uma equipe aut?noma. Autonomia e capacita??o s?o fundamentais para a fluidez e agilidade das entregas. Pode ser desafiador ao gestor, de acordo com sua maturidade, deixar a equipe errar e aprender com seus erros, mas é fundamental saber que isso faz parte do desenvolvimento e crescimento da equipe. Errar, aprender e melhorar. Neste ciclo, a equipe deve ser apoiada e direcionada pelo gestor, o que fará com que sintam-se seguros e com senso de auto responsabilidade cada vez maior.

Providing support for an employee can be demonstrated in many different ways. Understanding how the individuals on your team want to be supported is imperative. If you do not take the time to do this, you could actually be causing additional work, confusion for the stakeholders involved, and frustrating your team member involved.

This is probaly one of the most imprtant topics in our roles. Keeping our teams motivated revolves around empowering and also supporting them. It is about fostering a sense of empowerment through granting autonomy and responsibility. Encourage ownership over their tasks, allowing them to make decisions and embrace - within limits - risks, Support plays a pivotal role too. Ensure they have the necessary resources, tools, and training to succeed and over achief.

Cultivate a motivated team through trust and open communication. Encourage innovation by valuing idea sharing and recognizing contributions. Embrace diversity and inclusion for varied perspectives. Acknowledge work-life balance, celebrate achievements, and invest in continuous learning. This multifaceted approach forms a positive team culture, fostering sustained success and innovation.

Create a culture that empowers your agents to want to be apart of the solution, not just those that recognize the problem. Allow them to become a stakeholder in the solution by giving them the autonomy (within reason) to test through their solution to the issue presented

This is truly works when psychological safety is created in a team. This means creating an environment where people can speak their mind without fear of being penalised for being real and sharing the hard stuff! That is the stuff which helps flag real issues, and therefore create real soltuions!

I work with the team, I don’t just tell them what to do. I present the task at hand, then challenge them to create a solution of their own. When we meet to discuss we compare notes from each other and discuss the pros, and cons of all ideas. Then together we formulate a path to success. It gives purpose to the task, and inclusion to the goal.

To Make trust with team and create positive balance, also create individual respect your team.All time create positive communication with team and what is the need of team ,provide them positively

Motivation matches inspiration, but I do not think that the task of inspiring a team falls on the leadership, but rather take a pulse check periodically to discuss their passion points. By taking the time to better understand the strengths, weaknesses, and sources of purpose for your team you can tailor project & workload allocation to match.

Wichtig ist meiner Meinung nach, nichts zu erwarten, was man nicht selber tun würde. Und sich niemals zu schade zu sein mit in den Ring zu steigen und neue Vertriebswege auszuprobieren. Genauso wichtig ist es offen zu sein für andere Meinungen und anderen Ans?tzen. Nichts ist demotivierender als der Satz: "Nee das brauchen wir nicht, mach das so das haben wir schon immer so gemacht."

The reason Managers fail to inspire their teams, from what I have witnessed is because they are not inspire themselves! Get Managers to show up inspired, and naturally as energy is contagious their team will feel inspired! Now the real question is, how do Managers inspire themselves? When they arent inspired by their own boss?!

A partir da minha experiência, considero que desafiar e inspirar a equipe é crucial para a lideran?a eficaz. Estabelecer padr?es elevados fomenta o aprendizado, a supera??o e aumenta o engajamento. Oferecer tarefas diversas estimula a criatividade e o desenvolvimento individual. Acredito firmemente que compartilhar uma vis?o, demonstrar paix?o e integridade, e liderar pelo exemplo s?o fundamentais para motivar e influenciar positivamente. Essa abordagem n?o só impulsiona o sucesso organizacional, mas também cria um ambiente de trabalho dinamico e satisfatório.

Uma equipe que sente-se desafiada tende a se desenvolver e a se sentir empoderada e capaz. Um dos papéis do líder é ser o exemplo aos liderados, inspirando a equipe em valores inegociáveis. Liderar pelo exemplo sempre será o melhor caminho para que a equipe saiba a dire??o de suas a??es.

Stop promoting toxic people in the team. Not all achievers should be promoted. Make sure u promote the compassionate achievers. Remover toxicity by enforcing vulnerability and transparency.

Burnout occurs when a team member loses short term focus or long term vision. Both are necessary to create sustained drive, which (in my opinion) is more important than motivation.

To maintain high motivation levels within your team, foster a positive work environment by being a supportive leader. Emphasize a sense of ownership and connection by conveying that they're working with you, not just for the company. Set inspiring expectations and collaborative goals, allowing them to feel a sense of achievement. Demonstrate genuine care for their professional growth and personal well-being, creating a culture where their success is intertwined with the team's collective accomplishments.

Lead by example - work with the team on their deals in a coaching mode. Use your own influence and network to bring in experts or thought leaders to progress the engagement with the customer. Act as an executive sponsor yourself where it makes sense. Do deal reviews on a regular basis not to get a debrief on the account but to identify ways in which you can help your team progress the deals they are supporting. Always discuss solutions and options and ensure that you help them understand what it is they need to do and remind them why. Be positive but at the same time make sure you do not encourage “hopecasting”. In my experience what is needed is a balance between support and holding the team accountable for their achievements.

We challenged our team to open an extra night due to high demand, they not only opened an extra night, they crushed the sales goals, added more choices for guests, and worked together to blow away the previous experience. The team quickly became empowered which created motivation and some internal competition to drive sales.