You’re trying to improve team motivation. What tools can you use to get everyone on board?

Na era da lideran?a eficaz, a defini??o de metas inteligentes é a bússola que orienta equipes rumo ao sucesso. O acr?nimo SMART - Specific, Measurable, Achievable, Relevant, and Time-bound - n?o é apenas uma sigla, mas uma filosofia que transforma aspira??es vagas em objetivos claros e alcan?áveis. Ao incorporar esses critérios, os líderes capacitam suas equipes, fornecendo n?o apenas dire??o, mas também um caminho concreto para a realiza??o. Comunica??o efetiva de expectativas, foco direcionado e celebra??o de conquistas tornam-se parte integrante dessa abordagem, consolidando uma cultura organizacional enraizada na realiza??o sustentável e na supera??o constante de desafios.

To ignite team motivation, leveraging a mix of strategies works well . One key tool is regular, open communication. Holding team meetings and one-on-one check-ins allows everyone to voice their thoughts, share feedback, and stay updated on goals. Alongside this, recognition and rewards play a crucial role. Another powerful tool is professional development opportunities. This encourages growth and keeps the team motivated. Additionally, fostering a supportive and inclusive team culture is essential. When people feel connected to their team and the organisation’s mission, they are more likely to be motivated and committed to their work.

I believe that we should not overlook the human connection outside the daily work framework. We are always focusing on tasks and kpi to achieve that many time is forgotten we are human people and not machines. You want them to be more motivated? Improve your human interaction skills, learn how to read the type of people you have in our teams and their way of being than mold yourself. Of course we live in a competitive world and sometimes there have to be limits well established, but in rest: be honest, offer feedback - positive and/or negative, work together with them for theirs and your improvement. Be professional in attitude, not familial - they have their own families at home with own issues, they do not need another one at work.

Well said,, Most importantly, one must understand the weaknesses and strengths of each team member. We must tap them for their best potentials. My experience taught me that majority are good at work but not that good to explain or pen down the reports in articulate words. End of the day, you need a team capable of all aspects of professional requirements. Team Leader needs to focus on this aspect

Definir metas é como tra?ar um mapa do tesouro para nossa equipe. Vamos ser SMART: específicos como coordenadas, mensuráveis como o tamanho do tesouro, alcan?áveis como um tesouro ao alcance, relevantes como os itens valiosos e temporais como o prazo para encontrar o tesouro. Com metas assim, nossa equipe será a melhor equipe de piratas que já existiu!

Improving team motivation through gamification and rewards involves several steps: 1. Set Clear Goals 2. Design & Create Engaging Challenges 3. Introduce Points and Levels 4. Provide Real Time Feedback 5. Meaningful Rewards 6. Encourage Friendly Competition 7. Celebrate Achievements 8. Evaluate and Review I do believe that we can create a motivating and engaging work environment that encourages collaboration, innovation, and high performance among team members by implementing the above strategies.

In my experience spending a day with your team members(one to one) will have great impact. Spending a day with team member will help to understand each other well like feel ease, confidence, trust, improve perception.

Here is what I have been practicing for the last few years: 1. Implementing the "Monthly Lead" program and appointing team lead for the month. 2. Year end personal gifts to (though small) express my thanks for keeping the team upscale. 3. Keeping them in front rows when there is a team appreciation from internal or external stakeholders.

Make an Individual Plan for career development of people. Ask them to do a personal SWOT analysis. Guide them how they can work on the weaknesses This way the team members would feel the manager is with them in the career development journey Gamification. Develop a gamified system that turns team tasks into a fun filled game. This could involve setting up levels, challenges, points, badges, leaderboard and elements to be more engaging and enjoyable. Communicate often, celebrate success. Meaningful rewards and recognition- Rewards and recognition be culturally appropriate As a manager, lead by example by actively participating in the gamified system Most important-As a manager /leader always include your remote/virtual team members too

Improving team motivation requires a combination of tools and strategies 1. Recognition and Rewards: Implement a system to recognize and reward outstanding performance. This can include bonuses, incentives 2. Clear Goals and Expectations: Set clear, achievable goals and communicate expectations to every team member 3. Professional Development Opportunities: Offer opportunities for skill development, training, and career advancement 4. Feedback and Communication 5. Team-building Activities: Engage in team-building exercises, social events 6. Flexibility and Work-life Balance 7. Wellness Programs: Implement wellness initiatives, such as fitness challenges, mindfulness sessions, or health-related workshops 10. Celebrating Achievements.

Over time, I've learned that while positive feedback often takes the spotlight, constructive criticism is crucial for growth. Unfortunately, those providing suggestions may be seen unfavorably. To nurture a positive team culture, we must champion open feedback, relying on a strong team value system and trust among members. Cultivating a culture where feedback is not only embraced but also supported with guidance for improvement can powerfully boost team motivation. Effective feedback, paired with assistance for enhancement, establishes an ongoing feedback mechanism for progress monitoring. Delivering feedback in a constructive manner uplifts rather than harms, contributing to the team's overall motivation and success.

Continous Feedback is one of the best tool for a leader to create a powerful team that is always working on their skills, provided the resources to succeed and the opportunity to grow.

At an extend I do Agree that as a Leader one should take feed back, but depending on the team members. If the bonding is good then the team members will give an honest feedback but if the bounding is loose then it is of no use. There for Team bounding with effective communication including Empathy is important and then comes the feedback.

Criar uma cultura de feedback é como construir um terreno fértil para o crescimento profissional. Nessa dinamica, tanto líderes quanto membros da equipe trocam feedback construtivo regularmente, alimentando um ciclo contínuo de aprendizado e aprimoramento. O feedback n?o apenas impulsiona o desenvolvimento individual ao destacar pontos fortes e áreas de melhoria, mas também fortalece a motiva??o, demonstrando um comprometimento genuíno com o crescimento de cada membro. Numa cultura onde a comunica??o franca é a linguagem predominante, o feedback torna-se a ferramenta indispensável para impulsionar o sucesso coletivo.

One thing I have learnt in the armed forces is the culture of Feedback. To motivate our teams we have frequent feedback sessions with our teams to understand what went right and what went wrong and how we can improve ourselves. An important aspect of feedback system is that it should be taken positively by all stake holders both the giver and the receiver then only it would lead to a better teamwork and good results.

team motivation in agile settings involves fostering a positive team culture. Beyond traditional tools, consider incorporating team bonding activities and outings to strengthen interpersonal connections. Establishing a clear team purpose provides direction and a shared goal. Leading with empathy, understanding team members' needs, and appreciating their contributions builds trust. Regular recognition, whether through shout-outs in meetings or formal acknowledgments, reinforces a sense of value, and involves the team in decision-making processes to enhance their sense of ownership and autonomy. Encouraging open communication through regular retrospectives allows team members to voice concerns and contribute to continuous improvement.

Delegate: Learn to delegate tasks. Empower team members by delegating authority and giving them the autonomy to make decisions within their areas of responsibility. Trusting your team members to take ownership fosters a sense of accountability and autonomy. Encourage and celebrate Collaboration: Foster a collaborative environment where team members are encouraged to share ideas, collaborate on projects and support each other's efforts. Provide support, guidance and resources. Ask for support needed when you delegate tasks. Many managers dont do that Participative management. Make team members feel values by getting feedback and Input in decision making. Recognise and celebrate achievements in public of individual and team contributors

The three key drivers to human motivation are autonomy, mastery and purpose (as per research by Dan Pink). Starting with purpose, we motivate ourselves with the clarity of why. In pursuit of our purpose, we delve into lifelong learning that leads to mastery. To pursue our purpose and develop extraordinary mastery, we need autonomy. Autonomy to me, is to choose the how and be actively involved in the what (decision making and prioritisation) aligned with the why. In essence, there can be no ownership without motivation, and there can be no motivation without purpose.

Hire good people and get out of their way. Provide some guidance, let them take ownership and navigate where they need to go to be successful. They will get there. No need to provide incentives all the time, just a pat on the back, respect and recognition goes a long way.

The first thing I would do is look for factors that cause disengagement and demotivation and remove or minimise these. Borrowing what Peter Senge said about growth, I would suggest - “ don’t push at motivation, remove obstacles to it”.

Trust and rapport must be the cornerstones without which every other detail is meaningless. K,L,T are the three letters signifying knowing, liking and trusting without which no human being can associate or meaningfully relate with any other. Of course, it is in sync with empathy and compassion as well…..without which relationships turn rather mechanistic and transactional with very little depth and meaning.

It takes time and consistent effort to build trust and rapport. To foster a positive, motivated, and high-performing team environment, be patient, authentic, and genuinely invested in your team's well-being. Guide discussions towards understanding different perspectives and finding mutually agreeable solutions. During disagreements, everyone should feel heard and respected.

Building trust by default is painstakingly slow, especially when you inherit existing teams. But there are ways you can speed up creating that trust circle and building a safe space. While setting expectations and 30-60-90 day plans will help your team understand your capability, vision and goals, how you build rapport with the team in groups and in individual connects, make time to solve issues that matter to them, will create a safe, responsive and positive team environment.

Trust, the glue that holds teams together. It's like a cozy blanket on a chilly day, comforting and reassuring. Build those bonds, and watch your team become a tight-knit family, ready to conquer any challenge.

With time I've always learned to build a team one must lead by example. I would never ask of my team to do something I wouldn't do myself. Building trust, rapport, and morale is the foundation for a great team. Once you get that going you can work on future goals as a whole.

Walking the talk can motivate the team.When leaders lead and demonstrate right attitude, there would be connection within the team. When a leader is interested in the member’s growth, the team will be motivated to believe and trust the leadership Another way is to push for learning opportunities which fuel growth. I once worked in a company that went moribund and everyone was demotivated. We lost zeal and faith It was depressing to watch and I had to introduce a learning initiative that involved reading books about great companies and their growth. Teams made presentation, we discussed the lessons, culture and policies that entrenched great systems. Initially there was apathy but gradually they bought into it and the change was palpable.

Even God is hungry to hear appreciation from the human kind. Appreciation is such a tool which can create wonders. A few words of appreciation followed by celebrations can be a game changer. Always appreciate even small things of your team and give credit to the team you will see a sea change in the performance of your teams.

Often times, the best performing staff and teams are unheard and unappreciated. Creating an enabling environment that recognizes such people and their contribution will go a long way. Things like recognition award , highlighting their achievements, mentioning their feat in management meetings and putting their pictures on office platforms are simple ways to get this done.

Sempre, sempre, sempre reconhe?a as pequenas vitórias, por mais sênior que seja o seu time! N?o é raro esquecermos de elogiar aquela iniciativa, aquela solu??o para um problema que ninguém viu antes ou aquele negócio difícil. Geralmente, o sucesso de um time é o conjunto de pequenas vitórias, ent?o n?o deixemos que passem despercebidas.

Celebrating and appreciating your team is indeed a valuable tool for motivation. Recognition fosters a positive work environment, reinforcing a sense of accomplishment and encouraging continued dedication. It's a powerful way to enhance team morale, trust and productivity.

For me it’s always been to provide a fun, trusting, safe environment where all can be themselves. No egos. Remain humble, be open to listening and enjoy the camaraderie of each other and just enjoy our time together. I have found that we have more focus and clarity when all are just being real, authentic and genuine. No replacement in building teams that feel safe and trusted within their environment.

my take on this topic is: 1. understand the interest of your team (if I am interested in designing I will never be happy in finance whatever you do for my motivation). 2. Trust yourself and your team 3. take ownership and share it with your team members 4. not every hour is work hour. share your experiences and know the art of story telling. 5. understand the fact "every individual is different". 6. be practical example for team members 7. Value their contribution and reward them

Be a leader not a boss. Lead people not manage them Be a master communicator as a leader. Learn the techniques of communicating with people Remain connected. Have empathy and be a great listener and cultural sensitivity. Have a sense of humour Be unbiased and be aware of Cognitive bias A good leader takes more than his share of blame, much less than his share of credit.

A leader should: Be human, understand the team, stand for the team when they are in need. Lead by example. Be genuine and authentic. Each team member needs to have clarity on purpose of the team and goals of the team.

Highlighting their strength points , reminding them with their achievements specially if they achieved their goals although the obstacles they faced.. open the chance to involve them in projects could be out of their scope to enhance their leadership skills and abilities. Appreciation and recognition are strong tools for improving their motivation .