Motivation is a key factor for any team's success, especially in the field of partnerships. When you work with external partners, you need to align your goals, communicate effectively, and deliver value. But how can you keep your team motivated when they face challenges, setbacks, or boredom? Here are some tips to inspire them to achieve more.
One of the main reasons why teams lose motivation is because they don't know what they are supposed to do, how they are measured, or why they are doing it. To avoid this, you need to set clear and realistic expectations for your team and your partners. Define the scope, timeline, and deliverables of each partnership project. Communicate the benefits and risks of each partnership opportunity. And provide regular feedback and recognition to your team and your partners on their performance and progress.
We started with a team meeting. Instead of a top-down approach, I facilitated an open discussion about project goals. Together, we identified areas where goals might have been overly ambitious or lacked clarity. By collaboratively setting realistic and achievable objectives, the team felt a sense of ownership and control.
Another way to boost your team's motivation is to empower them to make decisions that affect their work and their partnerships. When you give your team autonomy and responsibility, you show them that you trust them and value their input. You also encourage them to be creative, proactive, and accountable for their actions and outcomes. Of course, you still need to provide guidance, support, and oversight, but you should avoid micromanaging, overruling, or undermining your team's decisions.
Micromanagement stifles creativity. I began delegating more tasks and encouraging team members to take ownership of their projects. This involved trusting their judgment and providing support without hovering. This newfound autonomy empowered them to make decisions and see projects through from start to finish, fostering a sense of accomplishment.
Partnerships are dynamic and complex, and they require constant learning and adaptation. To keep your team motivated, you need to foster a culture of learning and growth, where they can acquire new skills, knowledge, and experiences. You can do this by providing them with training, coaching, mentoring, and feedback opportunities. You can also encourage them to share their best practices, lessons learned, and insights with each other and with your partners. And you can celebrate their achievements, failures, and learnings as opportunities for improvement.
Complacency breeds stagnation. I revamped our internal training programs, offering workshops on new design trends, marketing strategies, and even software updates. Encouraging skill development not only enhanced their capabilities but also demonstrated the company's investment in their growth. The team embraced these learning opportunities, returning from workshops energized and eager to apply their newfound knowledge.
One of the most powerful ways to inspire your team to achieve more is to create a sense of purpose and belonging. When your team feels that they are part of something bigger than themselves, that they are making a positive impact, and that they are valued and respected, they will be more motivated to work hard and collaborate effectively. You can create this sense of purpose and belonging by articulating your vision, mission, and values, by aligning your team's goals with your partners' goals, and by building trust, rapport, and camaraderie among your team and your partners.
In a scenario I came across, a team leader at a tech startup was facing significant motivation issues among her team. Despite having ambitious goals for their AI project, progress was sluggish. To turn things around, she began by clearly defining each team member's role and how it contributed to the project's success. She then introduced a monthly "hack day," where team members could work on any project-related idea they were passionate about, encouraging innovation and ownership. Additionally, she set up a mentorship program, pairing junior team members with senior ones, fostering a culture of learning and growth.
Feeling like a cog in the machine is demotivating. I started highlighting the impact of our work. We showcased client testimonials and positive user reviews, reminding everyone how their efforts directly contributed to the agency's success. We also celebrated team milestones and individual achievements, fostering a sense of camaraderie and belonging. Suddenly, the team wasn't just working on projects; they were working towards a shared purpose.
Finally, you can keep your team motivated by challenging and rewarding them. When you challenge your team, you push them out of their comfort zone, you stimulate their curiosity, and you spark their enthusiasm. You can challenge your team by setting stretch goals, by introducing new or different partnership projects, or by asking them to take on new roles or responsibilities. When you reward your team, you acknowledge their efforts, you appreciate their contributions, and you reinforce their behavior. You can reward your team by offering incentives, bonuses, recognition, or feedback.
Recognize them for the work they've already done. We all want to be acknowledged for our skills and achievements. Failing to do so for your team is one of the faster ways to prompt your team to look for fulfillment (work) elsewhere.
Recognition goes a long way. We implemented a system of acknowledging outstanding work, both publicly and privately. This could be anything from a simple "thank you" to a team lunch or bonus for exceeding expectations. We also started incorporating stretch goals into project plans, challenging the team to push their creative boundaries and experiment with new ideas. This healthy balance of recognition and challenge reignited their competitive spirit and desire to excel.
Inspiring a team involves more than just setting goals; it's about building an environment that fosters growth and recognition. For instance, a tech company faced dwindling morale amid a challenging product launch. The leadership implemented a "hack week," encouraging teams to pursue creative projects outside their usual scope. This not only reignited their passion but also led to innovative features for the product. Furthermore, recognizing individual contributions in team meetings, coupled with transparent communication about project impacts, significantly boosted morale.