How do you ask your team members about their motivation?

1 Why ask about motivation?

Motivation is the drive that makes people pursue their goals, overcome challenges, and enjoy their work. It can also affect their productivity, creativity, and engagement. By asking your team members about their motivation, you can learn more about their strengths, interests, values, and aspirations. You can also identify any potential sources of frustration, boredom, or stress that might affect their performance or well-being.

2 How to prepare for the conversation

Prior to inquiring about your team members' motivation, it is essential to prepare yourself and create an appropriate atmosphere. To do this, you must first clarify your purpose and intention for the conversation. Ask yourself why you want to know about their motivation, what you hope to gain from the conversation, and how you plan to use the information to support them and the team. Additionally, it is important to select a suitable time and place for the conversation. Choose a time when both of you are available, relaxed, and focused. Also, make sure that the place is comfortable, private, and free from interruptions or distractions. Lastly, approach the conversation with respect and curiosity. Demonstrate an open mind and a genuine interest in your team member's perspective. Refrain from making assumptions, judgments, or comparisons. Show appreciation for their work and contribution and ask for their permission before discussing their motivation.

3 How to ask open-ended questions

Asking your team members about their motivation is best done through open-ended questions that encourage them to share their thoughts and feelings. These questions cannot be answered with a simple yes or no, but require more explanation or elaboration. They can help you gain insight into your team member's motivation and help them reflect on their own experiences. Examples of open-ended questions include: what do you enjoy most about your work? What goals or challenges motivate you? How do you measure progress or success? What makes you feel valued or recognized? How do you balance work and personal life? What frustrates or demotivates you? How do you cope with stress or setbacks? What skills or knowledge do you want to develop or improve? And what opportunities or resources do you need or seek?

4 How to listen actively and empathetically

If you want to ask open-ended questions and get meaningful responses, you need to actively and empathetically listen to your team member's answers. This means paying attention to the words they use, the tone of their voice, and what they don't say. To help you do this, maintain eye contact and positive body language. You can also reflect and paraphrase what they said by repeating or summarizing it in your own words. Ask follow-up questions to probe deeper into their motivation, and express empathy and support. Acknowledge their emotions, needs, and concerns, and show that you care and are there to help them.

5 How to give feedback and suggestions

After you have asked your team members about their motivation and listened to their responses, you might want to give them some feedback or suggestions. Feedback and suggestions can help them improve their performance, overcome their challenges, or achieve their goals. However, you need to be careful and respectful when giving feedback and suggestions, as they might be sensitive or defensive about their motivation. Therefore, it is important to ask for permission and readiness before giving any feedback or suggestions. Be specific and constructive with your comments; focus on their behavior, not their personality. Additionally, be supportive and encouraging with your feedback and suggestions; recognize their efforts and achievements, emphasize their strengths and potential, and offer your help and resources.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?