You’re leading a team that’s struggling to stay motivated. How can you get everyone on board?

I've seen teams demotivated due to a wide range of issues. Anything from leadership support to monotony. When you've clearly identified the issues that the team is facing you're in a better position to resolve the problem. I've also realized that they need more than just being heard. While listening to their feelings is important, taking action to resolve the issues is of utmost importance.

Here are steps you can take: ??Communicate Clearly ??Provide Support ??Provide Resources ??Set Clear Goals and Expectations

It is difficult to motivate a team if the leader himself is not motivated. What the leader does is more important than the words he speaks. His own motivation should be of a very high level that should be visible to all the team members. Secondly, the personal values of leader should be aligned to the vision and the task at hand. Sincerity of the leader will elevate the motivation level of his team.

When we set clear objectives, we can inspire our team to see the value they bring. By demonstrating the importance of their roles and aligning their tasks with these objectives, we can infuse their work with purpose and meaning, empowering them to achieve great things.

You need to make it fun - to get their attention (I often work on little games, or play question cards) Then you need to put people in their place (person can be demotivated if it's in wrong place, wrong project... ) You need show them that company is improving everyday little by little You need to remove toxic people from the team (That would be my top 4 out of head)

To get team stay motivated, clear vision and mission are important. Each team members are equipped with proper SMART goals and KPI which achievement to be measured upon. Anticipate the challenges along the way. Review the process and keep it dynamic as the project progressing. Coaching and system support are expected to be part of the system. Rewards and recognitions for small achievements and deliveries keep the momentum high among the team.

Clearly articulate where the team is heading and why their roles are essential. Align their tasks with these objectives to give their work meaning and purpose.

Communicate your vision and goals: Clearly communicate the team's purpose, vision, and goals to create a sense of direction and motivation. When team members understand the bigger picture and their role in it, they are more likely to stay motivated and aligned.

The best leaders I’ve had were able to effectively translate the companies mission into achievable goals for the team. I use this today in every role I’m in to motivate my team and I always have a positive attitude.

Always be sure you’re showing employees how their work contributes to organizational/company-wide objectives. Don’t only set goals for your employees that relate to their job. Tie in goals that also reflect company successes. Show them how much of a difference they can make and provide statistical analyses to back it up. Numbers speak volumes.

Leaders should foster collaboration to motivate a struggling team, allowing members to share ideas and support each other toward common goals. Leaders can reignite motivation and drive toward success by implementing these strategies and actively engaging with the team.

This situation happens if business is in a mess. I faced this one time in my life. The worst and the best time as the whole branch was in a mess. With a leader who kept on pressurising without giving input. What helped was structured thinking, innovation, execution of ideas, good or stupid, connecting with the whole team sales, collection finance network. Debates were part of a daily schedule but once a decision was taken then there was no looking back. Remember coming out with ideas that were unheard of. Result within 7-8 months we moved from the worst branch to the best. Later it became a cake walk.

As a leader we can start with assigning small tasks that are achievable and can be reviewed in short time, which boosts up the morale of the team also builds trust. Then we can move towards building on their strengths and providing necessary guidance and training to achieve bigger tasks. Visible accomplishments and transparent feedback will empower the team to achieve higher things with minimal intervention.

To reignite motivation, empower your team by fostering a sense of ownership and autonomy over their work. Encourage open communication and listen to their ideas and concerns, valuing their input. Provide opportunities for professional growth and development, allowing team members to expand their skills and pursue projects aligned with their interests. Recognize and celebrate achievements, reinforcing a positive and supportive work environment. Lead by example, demonstrating enthusiasm, resilience, and a commitment to shared goals to inspire and rally the team.

Motivation can be linked to a number of reasons - starting with 1) leadership style: poor leadership habits can derail a teams wanting to go the extra mile (aka motivation), poor listening skills - as Daniel Goleman says - like the common cold of leadership.2) Work overload and too many distractions, interruptions, time and energy-consuming meetings talking about 'doing the work' and not doing the work, results in people feeling anxious and overwhelmed and needing to work overtime late into the night (Dr Carl Newport has a great solution to this in his books - Deep Work and Slow Productivity. 3) Incorrect job/career alignment as individuals don't understand their strengths -doing work they are good, have experience in but don't enjoy.

Invest in your team’s growth through training and professional development opportunities. When team members feel they’re advancing in their careers, they’re more likely to be engaged and motivated.

From my experience as a manager, the most effective approach is a personalized and holistic strategy that encompasses both tangible rewards and intangible recognition. Financial incentives, promotions, and development opportunities are crucial for tangible recognition. Equally important are the intangible aspects, such as public acknowledgment of achievements and personalized feedback. This dual approach nurtures their growth and loyalty to the company, ultimately contributing to innovation and success in the competitive tech landscape. It's about creating an environment where each team member feels valued and understood, fostering a culture of respect and collaboration that propels the company forward.

Recognize and reward your team: Acknowledge and appreciate the efforts and achievements of your team members. Recognizing their contributions and providing appropriate rewards can boost morale and motivation.

Invest in your team’s growth through training and professional development opportunities. When team members feel they’re advancing in their careers, they’re more likely to be engaged and motivated.

Support your team's development: Offer opportunities for growth and development, such as training, mentoring, or additional responsibilities. Supporting your team members in their professional development shows that you value their growth and can enhance their motivation.

communicate more often. Be Present on ground with them as frequently as possible as nothing can beat connecting in person to your team. Capturing in person what people feel in your team is always better than having other modes of feedback and making choices what is needed to keep them motivated

Having Psychological Safety in the team is must. As a leader and a team member we must enable a space wherein the diverse team feels inclusive where they participate in conversation and do not fear to speak. A team should be a space where everyone comes with a willingness to help and this is possible when we are able to provide the platform to take risk and opportunity to learn from failure. I strongly belief open conversations with team will help all thrive.

If there is a 'bad egg' amongst the team, also understand the why. If they are not performing support them to change and improve or support them in finding something new that matches their skill set, internally or externally. This alone, alongside fostering collaboration and partnering them with other experts across the business will create strong positivity.

To foster a positive and supportive culture within your team, encourage open communication and respect, building trust through regular team meetings and one-on-one check-ins. Promote a healthy work-life balance with flexible working hours and by valuing breaks and vacation time. Organize team-building activities to strengthen relationships, and as a leader, model enthusiasm, optimism, and resilience. Ensure an inclusive environment by celebrating diversity and offering opportunities for personal and professional growth. By embodying these practices, you'll create a team culture that feels valued, connected, and happy, laying the foundation for both individual and collective success.

Successful organizations recognize that our strength lies not just in strategies or products, but in our cultures. This is the fabric that unites teams, fuels innovation and drives sustainable growth. The Great Resignation revealed an important truth: people seek environments where they're valued and connected. For leaders, fostering a culture of respect and collaboration is no longer optional; it's a strategic imperative. Through intentional communication and team building, we can bind diversity and unity, turning challenges into opportunities. Investing in culture is investing in our future success. If we can lead with a vision to create a growth environment, engagement fuels innovation, productivity, and, ultimately, profitability.

Some other strategies to consider may be: 1. Promoting a safe psychological environment at work so everyone can feel safe to communicate open and freely. 2. Empowering the team to try new ideas and challenges.

After working with approximately 8 companies in different job functions, I have learnt: "Baap bada na bhaiya Sabse bada RUPIYA" Add incentive clause along with clear quantifiable objectives You'll get the results easily Give 5 bullet points people don't have more of a mind to understand beyond that 5 point objective 5 point of evaluation 5 points of incentive clause And yeah last point: make the incentive attractive. Don't make the employee wait for incentive for the entire year

These steps are presented as a linear progression of activities. You need to do a number of these steps in parallel. However, if these steps are new, you may want to start with supporting their development. Low morale can be an indicator of a lack of trust. Building (even rebuilding) that trust through two-way communication is essential to changing the morale.