What do you do if your team lacks motivation and a positive work culture?

Start with authenticity — open your door and, more importantly, your heart. Do: Create a safe space where everyone feels comfortable sharing their truths. Don't: Assume you already know the problems. I've found that when team members are genuinely heard, not only do you uncover real issues, but you also start to build trust, which is fundamental in rekindling motivation and crafting a positive culture.

Encourage team building and do activities that promote teamwork. Activities such as hiking or cycling in an environment that is relaxing will encourage your team to talk about what is demotivating them at work.

If your team lacks motivation and a positive work culture, it's crucial to address the root causes promptly. Start by fostering open communication to understand employees' concerns and perspectives. Implement strategies such as setting clear goals, providing regular feedback, and recognizing achievements to boost morale. Encourage teamwork and collaboration, and lead by example by demonstrating enthusiasm and positivity. Invest in training and development opportunities to empower employees and create a supportive work environment. By addressing these issues proactively, you can cultivate motivation and a positive culture within your team.

During my time at a startup (starting with ~15 team members), I discovered that building a strong work culture doesn't happen overnight. Transparency in leadership was key; it helped us establish clear goals that everyone could work towards. Having these objectives in sight not only improved my own efficiency but also created a sense of cohesion among the team. It showed me the importance of having a shared vision and direction, which ultimately contributed to our success.

Embracing the Spotify Model — I have seen the positive effect of ditching old aka traditional, stiff ways of working for the Spotify Model. It's about autonomy, teamwork, and quality. This shift wasn't just about changing processes though; it was a profound culture shift. Adopting Squads, Tribes, Chapters, and Guilds meant promoting self-organization and autonomy, learning the value of trust and openness. I have seen in small to very large projects how the approach transformed productivity and workplace vibe, proving a structured yet flexible model can spark real change.

Having the trust of my manager to get the job done has been transformative for my work-life balance. It not only empowers me to take ownership of my projects but also reduces stress by allowing me to manage my time more effectively. This level of trust fosters a positive work environment where I feel valued and motivated to excel.

The Remote Revolution — Drawing lessons from the recent surge in remote work: many companies, and most of us, saw a dip in motivation, not due to the work itself, but from a sense of isolation and disconnect. The best responses I have seen involved fostering a sense of community and belonging, even from afar. Regular virtual check-ins, informal (even virtual) coffee chats, and recognizing personal milestones went a long way. This shift to intentional connection can be a powerful blueprint for any team facing motivation hurdles.