You’re leading a team with low morale. What are the best tools for managing team motivation?

I honestly believe you cannot "motivate" a team. Motivation is something that comes from within. There are external factors to deal with (being in the right role, security, good comp, and more) - yes - but your internal status is a key ingredient. If you want to take a longer but very fruitful approach to harnessing motivation, start a practice with yourself first where you notice where YOU are energized. Marcus Buckingham defines a strength as "something that makes you feel strong." AKA "energized!" Notice even the small energetic things and keep a list and reflect after 2 weeks. If you spend most of your work in low energy, you won't be motivated. Period. Same for all your team. Get them to try this exercise and see what they find!

Implement a weekly "Wins and Challenges" meeting, where team members share successes, no matter how small, and discuss obstacles openly. This fosters a positive environment and encourages collaboration to overcome difficulties. Utilize a communication platform that combines project updates with personalized recognition. Highlight individual contributions and celebrate milestones, creating a sense of purpose and acknowledgment within the team. Introduce a rotating leadership role for team meetings, empowering each member to take charge and share their perspective. This not only enhances communication skills but also instills a sense of responsibility and pride, boosting overall team morale.

Addressing low morale is hard and requires dedicated time, patience, reading between the lines and not looking at one size fits all approach to start with.. Twofold take on understanding individual challenges (and how these tie to team challenges) while recognizing structural ones affecting all team members is a good start. Then breaking those to smaller ones and understanding A) things we can't immidiatley change and why B) things we can influence and C) things we Can change and work on is s good starting point together with clear, transparent and frequent communication ?

Leading a team with low morale can be challenging, but it's an opportunity to foster deeper connections and build a stronger foundation for future success. Empathy, connection, and recognition are my keys. ?? Active listening, open communication, and acknowledging their reality build trust. Individual check-ins help personalize motivation. Celebrate wins, big and small, to reinforce progress. Most issues just come down to communications and level-setting expectations; sometimes, things get complicated, and I want to ensure I'm partnering with HR to ensure we are handling the situation the best way possible.

Morale in the workplace is a key driver of a company’s success. Some ways to improve on low morale is to build trust with employees and be as honest as possible, treat everyone respectful and provide professional growth opportunities. Fun team building activities are a plus as well which help to bring teams together, either virtually or in person. These positive steps can improve on morale and develop better interactions with employees.

A mi siempre me ha resultado, cuando veo baja motivación preguntar a las personas que necesitan? Como se sienten? Hay algo que les pesa? Escucharlos en primer lugar antes de suponer lo que yo creo que necesitan. Y en función de lo que me dicen, ver la posibilidad de otorgarlo. Podrían requerir más reconocimiento, apoyo, confianza, autonomía para decidir, flexibilidad de mi parte, más tiempo con su familia, etc. y la otra pregunta que siempre hago es la siguiente: ?qué necesitas de mí como jefe, para realizar mejor tu trabajo? Esta pregunta realmente me ha causado buenos resultados, aunque muchas veces cueste hacerla!

A useful exercise that I found out about way to late into my career was simply asking people how they like to be recognized. I have a notebook that lists out peoples preferences (as well as what types of recognition really turns people off). I had a team member a while back who really liked getting hand-written thank you notes. It was super easy to do and was more impactful than giving them a shout-out during a meeting. You may be surprised at how many of your people prefer NOT to be publicly recognized, but who may be thrilled if you bring them a coffee in the morning as a "thank you".

Uma das principais causas de desmotiva??o da equipe é a falta de reconhecimento!! Uma equipe precisa de metas, desafios, acompanhamento, feedback e reconhecimento! O líder precisa estar junto e ser acessível aos seus colaboradores!

El ser humano necesita sentir que es valorado y reconocido por el trabajo que realiza. Me ha servido bastante más que el reconocimiento económico el reconocimiento público desarrollando un concepto en el marco en el cual las personas se desempe?an

Recognition is critical to driving high morale. This mechanism may differ from team-to-team, and is highly dependent on how each member on your team prefers and internalizes positive feedback. A program that touches on regular and meaningful recognition can have quite a range. For my previous teams, I was able to design and implement a program that praised positive and peer-to-peer feedback, along with incentives. Promotions should be separate from this type of morale-boosting, however may be a reason that morale is low, if individuals feel like they are not valued and have no upward momentum for the long-term.

Firstly, foster open communication by actively listening to team concerns and addressing them transparently. Secondly, recognize and celebrate individual and collective achievements regularly to boost morale and reinforce a positive atmosphere. Lastly, empower team members by providing opportunities for skill development, showcasing trust in their abilities, and encouraging a collaborative environment that values everyone's contributions.

Considero que implementar la autonomía y el empoderamiento sería fundamental. Por ejemplo, permitir que los técnicos elijan sus métodos de trabajo, delegar responsabilidades específicas y fomentar la toma de decisiones en situaciones clave. Esto no solo aumenta la motivación, sino que también impulsa la eficiencia y la innovación en la resolución de problemas cotidianos. En mi experiencia, al otorgar autonomía en la gestión de tareas y decisiones, observé una mejora en la calidad del trabajo y un aumento en la satisfacción laboral.

Uma abordagem eficaz para impulsionar a motiva??o da equipe é através da autonomia e do empoderamento. Ao conceder mais controle e responsabilidade sobre suas tarefas, os membros da equipe s?o capacitados a prosperar. Delegar tarefas, estabelecer limites claros e permitir flexibilidade s?o estratégias-chave. Incentivar a tomada de iniciativa e a resolu??o de problemas promove a criatividade e a inova??o. Quando os membros da equipe se sentem capacitados, assumem a propriedade de seus projetos, resultando em maior engajamento e desempenho.

These are all great, but at the very basis is your team's health. When an employee's health is being supported, they have more energy, can feel more creative, are generally happier, are more productive and this can all fuel their morale. The problem is that most employees, leaders and c-suite feel that work is a barrier to their health and as we all know, if you don't have your health, you don't have anything. If you aren't taking care of yourself, your energy, engagement, mental and physical health and morale can all be affected. This is why it is in the best interest of a company to support its employees' health by finding out what they need and implementing policies and procedures to support it.

Utilizaria ferramentas de gerenciamento de projetos que permitem aos membros da equipe gerenciar suas próprias tarefas e prazos. Essas ferramentas ajudam a proporcionar um senso de propriedade e autonomia. Além disso, eu incentivaria a tomada de decis?es colaborativa, permitindo que a equipe contribua com ideias e solu??es para os projetos em que est?o trabalhando.

In my experience, low staff morale is indicative of a team not feeling supported by leadership. When your corporate culture is positive and respectful, celebrating each employee's unique contribution to the team, you will find that morale naturally improves. This involves long-term investment in your team, really listening to each member and appreciating them for their particular skill set. A team that feels seen and valued will be more engaged and happy in the long run.

O líder precisa criar um ambiente favorável e positivo! Nenhuma equipe vai conseguir se manter motivada se sua dire??o é negativa e vive reclamando de tudo. é preciso estar junto da equipe e manter essa equipe engajada e comprometida !

Crear una cultura positiva en el laboratorio es esencial para fomentar un entorno de trabajo colaborativo y motivador. Compartir y reforzar los valores fundamentales del equipo, como la dedicación a la excelencia científica y el respeto mutuo, es crucial. Además, fomentar la apertura y la inclusión para celebrar la diversidad de perspectivas y habilidades. Reconocer los logros individuales y colectivos, aprender de los desafíos y, en definitiva, mantener un ambiente donde la ciencia florece junto con el bienestar y la satisfacción de nuestro equipo. Una cultura positiva contribuye a una motivación sostenible y al rendimiento excepcional en el laboratorio.

Aportar positivismo es una herramienta indispensable para liderar personas. Centrarnos en los logros, reconocernos y compartir espacios de comunicación clara y eficaz. Dar contexto a las decisiones y poner en valor a cada una de las personas de equipo. Comportamientos positivos atraen más comportamientos positivos.

A cultura positiva tem de estar sempre presente, sob pena de minar o bom ambiente que deve existir. Mais ainda, a cultura é a alma da organiza??o e se for positiva nada melhor. A cria??o da cultura positiva deve ser totalmente envolvente, sem excluir absolutamente ninguém. Cultura positiva igual a organiza??o positiva.

A comunica??o é fundamental para aproximar e criar conex?o, estabelecendo a confian?a que é a base de qualquer relacionamento, para que haja for?a de engajamento por parte das pessoas. é papel do líder atuar como potencializador das for?as do seu time, trazendo perspectivas positivas e reconhecimentos, promovendo o engajamento, gerando foco na execu??o e nos resultados!

This is my go-to for any team that appears to be lacking motivation or demonstrating low morale. I firmly believe that you need to connect with your people in order to understand how to connect their personal motivations to the motivation and goal of the role and/or company. If you don’t put in the time and effort to get to know your people well, you’ll never get the best out of them and there will always be the danger of disengagement.

Supporting learning and development is integral to managing team motivation, where the best tools encompass a variety of strategies tailored to individual and team needs, leveraging personalized learning plans, access to online courses and workshops, mentorship programs, and regular feedback mechanisms to foster a culture of continuous improvement and growth. By recognizing and addressing the diverse learning styles and career aspirations within the team, a leader can create an environment that not only enhances skill sets but also boosts morale and engagement. Regularly celebrating achievements and providing constructive feedback further reinforces a positive atmosphere where development is both a priority and a shared responsibility.

En nuestro laboratorio, cultivamos un ambiente propicio para el aprendizaje y desarrollo mediante un programa de mentoría personalizado. Identificamos las habilidades y aspiraciones de cada miembro del equipo, emparejándolos con mentores experimentados en esas áreas específicas. Más allá de la formación formal, promovemos una cultura de aprendizaje colaborativo, donde el intercambio de conocimientos y la retroalimentación positiva son esenciales. Facilitamos el acceso a recursos educativos y alentamos la participación en eventos y talleres relevantes. Este enfoque no solo impulsa el crecimiento individual, sino que también fortalece la cohesión y la colaboración en el equipo.

Dar prioridad a las necesidades del equipo, dar el ejemplo en dedicarles tiempo, atención a los requerimientos de aprendizaje reconociendo que aspectos deben reforzar, y recordar que pueden elegir el camino a seguir para resolver las necesidades de la organización siempre con objetivos claros, es algo que me ha dado resultados.

Los desafíos y conflictos que se van generando, los combatimos mediante un enfoque proactivo, y mucha comunicación y empatía. Establecemos roles y expectativas claras desde el principio, lo que ayuda a prevenir malentendidos y minimizar conflictos. Además, fomentamos una cultura abierta donde los miembros del equipo se sientan cómodos compartiendo inquietudes y perspectivas diferentes. Cuando surgen desafíos, abordamos las causas subyacentes a través de sesiones de retroalimentación constructiva y buscamos soluciones colaborativas. Este enfoque no solo mantiene un ambiente de trabajo armonioso, sino que también impulsa la resiliencia y la productividad del equipo.

El conflicto forma parte de la vida, y resolverlo tiene como resultado relaciones más sólidas. Hacer como que no pasa nada genera aún más tensión en los equipos y puede tener consecuencias desastrosas. Ir a la raíz, tener conversaciones poderosas, usar la escucha activa y la comunicación no violenta es el mejor remedio para su resolución.

In a team with low morale, addressing challenges and conflicts is crucial as unresolved issues can significantly impact motivation and team dynamics. By openly acknowledging and addressing these obstacles, teams can work towards solutions collaboratively, fostering a supportive environment where concerns are heard and resolved. This proactive approach can help boost morale, trust, and overall team motivation.

Lidar com desafios e conflitos é essencial para gerir a motiva??o da equipa e manter a produtividade. Identificar as causas raiz, ouvir diferentes perspectivas e encontrar solu??es s?o passos importantes para resolver conflitos de forma construtiva. Fornecer apoio, orienta??o e feedback aos membros da equipa que enfrentam dificuldades demonstra compromisso e ajuda a construir confian?a. Além disso, prevenir ou minimizar desafios e conflitos através da defini??o clara de fun??es, expectativas e regras contribui para um ambiente de trabalho mais harmonioso e estável. Enfrentar desafios e conflitos de forma eficaz promove a colabora??o e mantém a motiva??o e a produtividade da equipa em alta.

Create a clear process for addressing conflicts constructively and fairly. Facilitate open communication and focus on finding solutions. Offer support and resources to team members facing challenges, both personal and work-related. Help them overcome obstacles and find solutions. Schedule regular one-on-one meetings to proactively identify and address concerns before they escalate.

Si estamos liderando un equipo con la moral baja, las mejores herramientas para gestionar la motivación del equipo es saber porqué, el tiempo de calidad es la mejor herramienta, la escucha y las preguntas, siempre que haya una cultura de confianza (si no la hay quizás ese sea el desmotivante,...) El mayor poder ser nosotros mismos y no conocer nuestro potencial. Para eso es necesaria la unión con el equipo y el proyecto, clientes,..., el reconocer el talento aunque no lleguen los resultados y hacer que brille y se comparta, foco y disciplina, comunicación clara del objetivo. Y siempre desarrollar desde el aprendizaje, desde la transparencia en conflictos o en políticas y la expectativa.

It's important to start with the why behind the low morale. If you don't take time as a leader to root cause the problem, the potential solutions may only be temporary. The goal is to root cause in an effort to create sustainable solutions that boost team morale long term, not just a "rah rah" session that provides a temporary rush of excitement. That's easy work. The hard work is taking time to understand and then building a sustainable solution.

First, and most important, establish the root cause of the low morale. This will ensure that the right mitigation is assigned to solve the root cause. Otherwise, it will just be like shooting in the dark

Celebrate the small wins. Many times a demoralized team results from a big, nebulous goal on long timescale. The drudgery of feeling like you are doing the same thing day after day becomes too much. Think about how to break things down, make the small objective clear and then celebrate its achievement as a team. And the celebration can be small - donuts one morning, treats at a team meeting, team gathering for lunch, etc.

A desmotiva??o da equipe quase sempre está diretamente ligada à um líder fraco! Cabe à dire??o das empresas identificar esses líderes negativos, inseguros e fazer rápido uma substitui??o.