Systems management is a complex and dynamic field that requires constant learning, collaboration, and problem-solving. However, sometimes you may face the challenge of motivating your team members to perform well and deliver results. How can you overcome this obstacle and boost their engagement and productivity? Here are some tips to help you.
The first step is to understand why your team members lack motivation in systems management. Is it because they feel overwhelmed, bored, frustrated, or unappreciated? Do they have clear goals, expectations, and feedback? Do they have the right skills, tools, and resources? Do they have a sense of autonomy, mastery, and purpose? By asking these questions, you can diagnose the main factors that affect their motivation and address them accordingly.
Definitely identifying the root cause for the demotivation should be first & foremost important strategy, sometimes its just Monday blues & sometimes it may lead to severe personal or professional belonging concerns, so I believe its important to know the root cause to treat the cause! Later we can delegate wisely & encourage the growth!
After analyzing the root causes of the systems issues / errors or outages, design an incentive compensation structure that ties successful RCA (root-cause analysis) with reduced trouble tickets (typically the symptoms), where resources manning the call desks receive a proportional bonus for performing the RCA before multiple tickets come in (for the same underlying issue). And, only rate "time-to-close" as their performance metric when there is not an underlying issue to solve.
Para entender de gest?o de sistemas é preciso entender a importancia disso para a organiza??o, identificar o propósito , aprender como os sistemas suportam a cadeia de gera??o de valor de um determinado negócio. é apenas entendendo porquê fazemos o que fazemos é que conseguimos nos motivar a qualquer a??o nessa vida - inclusive gerenciar sistemas.
It's important to understand why team members lack motivation. Is it due to unclear goals, lack of recognition, personal issues, or something else? Open communication and actively listening to team members can help you identify the underlying issues.
The second step is to communicate effectively with your team members and create a positive and supportive work environment. You should communicate the vision, mission, and values of your systems management project and how each team member contributes to it. You should also communicate the goals, roles, and responsibilities of each team member and align them with their strengths and interests. You should provide regular and constructive feedback, recognition, and rewards for their achievements and improvements. You should also encourage open and honest communication among team members and foster a culture of trust and respect.
The third step is to delegate wisely and empower your team members to take ownership of their tasks and decisions. You should delegate tasks that are challenging, meaningful, and relevant to your team members' skills and goals. You should also delegate authority and responsibility for those tasks and allow your team members to have some flexibility and creativity in how they complete them. You should avoid micromanaging, overloading, or underutilizing your team members and instead provide them with guidance, support, and coaching when needed.
The fourth step is to encourage learning and growth among your team members and help them develop their systems management skills and knowledge. You should provide them with opportunities to learn new technologies, methods, and best practices in systems management and apply them to their tasks. You should also provide them with opportunities to share their insights, experiences, and feedback with each other and learn from their peers. You should also provide them with opportunities to take on new challenges, roles, and projects that stretch their abilities and potential.
The fifth step is to celebrate and reflect on your team's achievements and progress in systems management and acknowledge their efforts and contributions. You should celebrate the milestones, successes, and lessons learned of your systems management project and reward your team members accordingly. You should also reflect on the challenges, failures, and feedback of your systems management project and identify the areas for improvement and action. You should also solicit feedback from your team members on their motivation, satisfaction, and performance and use it to improve your systems management practices.