You’re struggling to motivate your team. How can you get them to perform better?

Identifying the goals for your team is highly important but not enough to keep them on track Settings the goals by smart model is highly important but even not enough to keep them on track either So in my opinion it's highly important to set the goals of the organization compatible along with the employees goals As the employees can see their own goals achievement in the organization objectives achieveing

Set Clear Expectations: Clearly communicate expectations for individual and team performance. Ensure that team members understand their roles, responsibilities, and the goals they are working towards. Establish Meaningful Goals: Set specific, measurable, achievable, relevant, and time-bound (SMART) goals. Involve the team in the goal-setting process to create a sense of ownership and purpose. Recognize and Reward Achievements: Acknowledge and celebrate both individual and team achievements. Recognition and rewards can boost morale and motivate team members to excel

-Set Clear Goals: Define and communicate clear, achievable objectives -Provide Feedback: Offer regular, constructive feedback on performance -Recognize Achievements: Acknowledge and reward successes and efforts -Empower Them: Give autonomy and encourage decision-making -Create Growth Opportunities: Offer training and development options -Foster a Positive Environment: Build a supportive and inclusive team culture -Understand Individual Motivators: Tailor motivation strategies to individual preferences and needs -Encourage Team Collaboration: Promote teamwork and shared goals -Lead by Example: Demonstrate the behaviour and attitude you wish to see -Open Communication: Maintain an open dialogue for suggestions and concerns

Metas claras e eficientes dependem da metrifica??o das entregas atuais do time, estar apegado a dados verdadeiros e tratáveis e saber estima uma melhora pode motivar o time de sair do estado atual a um estado futuro desejado. APEGUE-SE aos dados!

Powerful Ways to Motivate Your Team like:- 1. Make them feel valued. 2. Clear frequent communication. 3. Encourage career progression. 4. Create a positive working environment. 5. Employee surveys.

Muitos líderes confundem o feedback com a opini?o deles sobre o trabalho dos outros. N?o é esse o objetivo, feedback é a análise do trabalho atual e pontos de melhoria a serem trabalhados a curto, médio e longo prazo visando o desenvolvimento do colaborador. Dito isso, escuta ativa de ambos os lados para fazer acontecer é o que fará um feedback fazer sentido de resto s?o só duas pessoas em uma sala disputando opini?es, tragam dados para conversa.

Regular feedback acts as a compass, guiding individuals towards their goals while nurturing a culture of continuous improvement. It's about offering timely insights, acknowledging accomplishments, and pinpointing areas for enhancement. By fostering open communication channels, you empower team members to grow and excel, fostering a collaborative environment where everyone's voice is valued and heard.

Sem dúvida é a parte boa! Mas há muito o que se explorar sobre o que é de fato uma recompensa por um bom desempenho por exemplo, um vendedor que fechou um contrato milionário ser premiado com uma caixa de bombom, ou um analista que bateu sua meta tres vezes seguidas e o dobro do estipulado com muito esfor?o premiado com um vale de 30 reais ... O que a equipe vai pensar sobre essas premia??es? Ent?o pense em premia??es que possam inspirar os demais e n?o que fa?am memes rsrsrsr

The late Stephen Covey spoke about "The Speed of Trust". In short, when all members of a team trust that their colleagues always follow through on the tasks that they have committed to. With such a strong foundation of personal ownership and collaboration you will have a team where both the team and its individuals are autonomous. Having implemented this numerous of times and having seen the positive transformational effect the “Speed of Trust” has on an organization I can highly recommend this approach to encourage autonomy and collaboration.

Empowering individuals to make decisions independently instills a sense of ownership and accountability in their work. This freedom encourages creativity and sparks innovation, as team members feel empowered to explore new ideas and solutions. Moreover, promoting collaboration cultivates a supportive atmosphere where colleagues can leverage each other's strengths to achieve shared objectives. By embracing autonomy and collaboration, you not only boost productivity but also foster a culture of teamwork and mutual respect among team members.

Every person has its on need for involvement. Ask questions and listen carefully to the answer. What’s ownership and a clear goal for you isn’t necessarily the same for the others. Make sure people sign of on the goals they come up with. You should never set a goal for an employee. Then it’s your goal. Not theirs. On the other hand- you should very much be in control on what they shall do to reach them. Get a sign off and a mutual agreed plan on how follow up. When you done this with all in the team it’s time to build togetherness. If the teammembers have a clear mutual goal. Personal goals and how to act on them on an individual level. The last and most important ingredient is teamwork

Incentive a autonomia legítima. Delegue responsabilidade e apoie o colaborador nada de delegar e micro gerenciar as tarefas até sua entrega, com 809 restri??es e 39 recomenda??es sobre o que fazer e o que n?o fazer. Responsabilizar em caso de erros n?o faz parte do apoio e desenvolvimento e sim inseguran?a de lideran?a despreparada. Auto análise e estrutura??o do que pode ser delegado para estimular a autonomia e importante

Promova aprendizado com base nas expectativas de carreira, por experiência própria o que mais vemos s?o gestores que determinam o que v?o ensinar e permitir e acabam por apagar um talento latente. Alinhe as espectativas e proporcione um aprendizado que seja consente com os desejos profissionais do colaborador

If team is not motivated, there is something really wrong and missing , this may include your leadership as well. So start with self reflection; - Are you really approachable and accessible ? - Is team overloaded ? - Are you biased in work style ? equally distributing work ? - Are you recognizing team for the good work ? - When did you last speak with them, one to one ? - Are there any burnout signs ? - Were you ignorant of team's concerns ? - Did you do fair performance assessment ? - When did you go for a team outing/get together ? Highly likely you are doing few of these that too in-frequently. so make a positive move right away! And very important one : - Are you motivated enough and feel engaged ? if not, start with yourself!!

To enhance team performance, it's crucial for line managers to navigate the challenges of motivation with care. It requires dedication, emotional intelligence, and some investment. Drawing from my experience in guiding high-performing teams, I've observed that motivation wanes when objectives aren't aligned, workloads are uneven, achievements are overlooked, or challenges aren't addressed. In response, I advocate for a proactive approach: take a day off, retreat to a remote location, and conduct a strategy day. This allows for the realignment of objectives, the equitable distribution of workloads, fostering innovation, and celebrating successes over a relaxed afternoon tea.

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Firstly, ensure clear and transparent communication channels to avoid misunderstandings and foster collaboration effectively. Secondly, cultivate a culture of resilience, enabling your team to adapt swiftly to challenges and setbacks. Thirdly, embrace diversity and inclusivity, acknowledging the richness of varied perspectives and backgrounds within your team. Lastly, consistently review and refine your strategies, staying flexible to seize new opportunities and address emerging needs. By considering these elements, you can maximize your team's potential and drive collective success.