Your team lacks motivation and ownership. How can you engage them in the goal-setting process effectively?
To rekindle motivation and ownership within your team, involve them directly in setting goals. This is how you can turn things around:
- Invite input on goals to foster a sense of ownership. Open discussions where team members can voice their ideas.
- Clearly define roles and responsibilities, linking them to each goal so everyone knows their part in the bigger picture.
- Celebrate milestones to keep morale high. Recognize both individual and team achievements as you progress towards your goals.
How have you successfully engaged your team in goal-setting?
Your team lacks motivation and ownership. How can you engage them in the goal-setting process effectively?
To rekindle motivation and ownership within your team, involve them directly in setting goals. This is how you can turn things around:
- Invite input on goals to foster a sense of ownership. Open discussions where team members can voice their ideas.
- Clearly define roles and responsibilities, linking them to each goal so everyone knows their part in the bigger picture.
- Celebrate milestones to keep morale high. Recognize both individual and team achievements as you progress towards your goals.
How have you successfully engaged your team in goal-setting?
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I've seen firsthand how effective coaching and regular feedback can boost team motivation and ownership. Open communication really makes a difference—when team members feel heard and supported, they're more likely to invest in the goals. Regularly checking in and offering guidance helps everyone stay aligned and motivated. Plus, celebrating the small victories along the way keeps the energy up.
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To engage a team work on "IVE" Model. Make your team feel "Involved", "Valued", and "Empowered". 1. SMART Goals. Introduce the concept of SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals. Work with the team to set these kinds of goals to create clear expectations and help your team understand what success looks like, to enhance ownership. 2. Acknowledge both team and individual contributions toward the goals. Recognition for their role in shaping and driving progress boosts motivation and reinforces ownership. 3. Show how achieving these goals can support their individual growth or career advancement. If they see the personal benefits of reaching goals, they’ll be more motivated to engage.
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As a leader, I've noticed that my team lacks motivation and ownership. To address this, I've implemented several strategies to engage them more effectively in the goal-setting process: 1. Involve them early on: Include the team in the initial goal-setting stages to contribute ideas and feel invested. 2. Make goals SMART: Ensure goals are Specific, Measurable, Achievable, Relevant, and Time-bound. 3. Tie goals to rewards: Link goals to rewards or recognition to create ownership and accountability. 4. Provide regular feedback and support: Offer ongoing feedback, guidance, and coaching, and celebrate successes. 5. Empower them to take ownership: Delegate tasks and responsibilities to empower team members.
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In a different approach to the SMART Goals, feedback, and 1-2-1s, which I do feel are important, to engage my team in goal-setting and boost motivation, I addressed both personal and professional needs. For example, planning rotas in a retail environment 3 periods in advance reduced uncertainty of planning home life and allowed the team to focus better. In one situation, my deputy manager who was disengaged opened up about wanting to become an accountant. By supporting her career transition and connecting her with contacts, she became highly motivated and more productive in her final months with us. Focusing on both personal well-being and clear professional goals helped create greater ownership for them and across the team.
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Set clear, achievable goals. Implement SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound). This framework provides clarity and ensures the goals are realistic, motivating, and measurable. For long-term or large goals, break them into smaller, manageable milestones. This makes progress more tangible and boosts motivation as the team sees regular achievements.
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