Managing a team with varying levels of motivation can be challenging. You want everyone to perform at their best, but how can you achieve that without imposing unrealistic expectations or creating resentment? Here are some tips to help you foster a culture of high performance and engagement in your team.
The first step is to understand why some team members are more motivated than others. There could be many factors influencing their motivation, such as personal goals, values, interests, skills, feedback, recognition, rewards, challenges, autonomy, or work environment. Try to have honest and empathetic conversations with each team member to identify their sources of motivation and demotivation. Listen to their concerns and aspirations, and avoid making assumptions or judgments.
Empathy plays a big part in motivating and connecting with team members. Personal, pro-active gestures go a long way to showing them that you care and that they are valued.
Motivation is something that is so often assumed by managers. We assume they are driven by money for instance, or that they are motivated in the same way as we are. Yet everyone is different. Similarly a frequent mistake is the assumption that motivators remain static. They don’t - connect frequently with your team about what’s driving them, and be prepared to adjust the way you lead them, feedback to them and reward them. This way you show you care, that you value them and those are two things that can make the difference between a motivated and demotivated individuals. They will thank you for it in their performance, attitude and loyalty
Understanding the reasons behind team motivation is like figuring out what makes a plant thrive. Some plants need lots of sunlight, while others prefer shade. Just like plants, people have different needs to feel motivated! Bonus Tip: Don't have time for one-on-ones with everyone? Try a quick "Motivation Meter" poll! Use a survey tool or ask anonymously: "On a scale of 1-5, how motivated are you feeling right now?" with an option to add a brief explanation. It's a fast way to gauge overall team morale and identify who might need a more in-depth conversation.
The next step is to align the team's vision with the individual's vision. This means communicating the purpose, goals, and expectations of the team clearly and consistently, and showing how each team member's role and contribution matters. It also means involving the team in the decision-making process, and soliciting their input and feedback regularly. By doing this, you can create a sense of ownership, accountability, and commitment among the team members, and help them see the bigger picture and the value of their work.
More and more staff want to know the part they play in the wider success of the team and the organisation. Making the link clear will help focus and keeping people on track. This is something that we are seeing more and more from millennials and Gen Z’s. Ignore it at your peril??
There are a few things to consider here, among them a sense of belonging, a sense of purpose and a sense of value. People who feel that they ‘belong’ tend to function more cohesively as a team. Those who understand the business purpose and vision, and their role in achieving it and who feel valued as individuals for their contribution tend to be more motivated. From a leader’s point of view, it’s worth paying attention to all three of these, as well as to practical aspects like resource allocation, workload etc. And of course really knowing your team is pivotal to knowing how best to motivate them.
The third step is to provide the right balance of support and challenge for each team member. Support means offering the resources, guidance, coaching, and feedback they need to perform their tasks effectively and confidently. Challenge means setting realistic but stretch goals, delegating responsibilities, and encouraging them to learn new skills and take on new opportunities. By doing this, you can help the team members grow, develop, and achieve their potential, and also recognize and reward their efforts and accomplishments.
Providing the right balance of support and challenge for your team is like training for a marathon. You need a good coach (support) to guide you on your training plan, but you also need to push yourself with longer runs and tougher workouts (challenge). Finding the right balance helps you reach your peak performance on race day! Bonus Tip: Don't be afraid to get specific with challenges! Instead of a vague "work on your communication skills," try a targeted challenge like "Lead the team presentation next week" or "Take a public speaking course this quarter." This gives them a clear goal and the support to achieve it.
The fourth step is to build trust and collaboration among the team members. Trust means creating a safe and respectful space where the team members can express their opinions, ideas, and emotions without fear of criticism or retaliation. Collaboration means fostering a culture of cooperation, communication, and coordination, where the team members share information, resources, and feedback, and support each other's success. By doing this, you can enhance the team's performance, creativity, and innovation, and also reduce conflicts and misunderstandings.
The final step is to celebrate and appreciate the team's achievements and contributions. Celebrate means acknowledging and highlighting the team's milestones, results, and impact, and also having fun and enjoying the work together. Appreciate means expressing gratitude and recognition for each team member's strengths, skills, and efforts, and also soliciting and receiving appreciation from them. By doing this, you can boost the team's morale, satisfaction, and loyalty, and also reinforce the positive behaviors and outcomes you want to see.