What do you do if your team motivation strategies are outdated?

Conocer cuales son las motivaciones de tu equipo implica tiempo. Tiempo de contacto y de conversaciones profundas. Tiempo para escuchar, para preguntar, para reflexionar y sobre todo para adaptarse a los demás. En las empresas muchas veces se buscan soluciones genéricas para equipos multidisciplinares y claro está luego no funciona. Por eso mi mejor consejo es que cuando te ocupes de un equipo dedica al menos el primer mes a conocer a tu equipo. Entender cuales son sus preocupaciones, miedos, inseguridades, creencias, valores, actitudes, costumbres, deseos, etc. Tu labor como líder será facilitar y ofrecer las herramientas a tu alcance para hacer cumplir sus objetivos y de paso los tuyos y los de tu organización.

To update outdated team motivation strategies: Gather feedback, identify gaps, stay informed on trends, be flexible to individual preferences, experiment with new approaches, provide recognition and rewards, promote work-life balance, support growth and development, lead by example, and seek continuous improvement.

It is very important to understand team members what individuals drives and love to do. Ask open ended questions. Use surveys asking specific questions about how we should drive day to day activities in interesting way, have some light moments and spend some after office hours to better understand teams. Appreciate individual efforts with special mention area of improvement.

Assessing Needs: The Key to Revamping Outdated Team Motivation Strategies Understanding the Dynamics of Change The first step is to assess the shifting needs of your teams. Assessing Current State and Future Aspirations Are traditional incentives still resonating with the team, or do they now seek more intrinsic forms of motivation? Listening to the Team's Voice Engage in open dialogues, conduct one-on-one interviews, and utilize surveys to truly grasp the pulse of your team. Identifying Industry Trends and Best Practices Overcoming Resistance to Change Fostering a culture of psychological safety and open communication, can create an environment where change is viewed not as a threat, but as an opportunity for growth.

I think goal setting is not managers only role; it is actual a team contribution while setting up. By doing this they will feel motivated being part of process.The goals has to be realistic and challenging. It should linked with long term vision and strategy of the businesses.

I think many times while setting goals the mistake we do , is not providing the long term vision to it .Important to make vision statement with team members being a pat of it. Make sure you place it each individuals desk, so everyone should reconfirms into their minds and get inspiration. Check time to time your progress by reviewing.

The world would keep evolving. So as a team we should always be ready to grow and evolve also. Few years back some tools we use now were not in existence. Teams and people who didn't evolve became less valuable to the society. So to a team's motivation can be updated learning and using new technologies and strategies.

The great and useful tactic is to hang out offline with the whole team on walking meeting. It can make "miracles" without data and out of the office??. Speak honestly and have courage to create new motivational strategies and shared goals for the whole team.

Remember, there's no "one-size-fits-all" strategy to team motivation. If your current strategies are outdated, I recommend asking your time what motivates them. Give the people what THEY want and tailor your approach to fit their unique motivators. Check-in once a year to make adjustments as necessary.

Learn, learn, learn. There are so many wonderful resources out there. This topic has oodles of research being done on it every year. Indulge your curiosity. Read and research it. Connect with other leaders who are doing different. Ask your team what they want. Engage and experiment and don't be afraid to try new approaches. One thing that will surely not fix it is stagnation. What got you "here" isn't necessarily going to be what gets you "there". Your team is going to adapt, evolve and change, and so must you along with it.