Revitalize your team: have you tried this?

As a leadership coach, I've frequently encountered employees who feel stuck in their roles. They might be bored, desiring change, but find no available positions. This situation can be challenging for both the employee and the people manager. People managers typically sit between two layers: the management demanding results and monitoring KPIs, and the team members who bring their personalities, desires, and mental balance to the table. This dynamic adds to the management's expectations of driving the team toward agreed goals. So, how can the employee and the people manager work together to achieve both personal and professional goals?

Understanding the Neuroscience of Motivation

As a people manager, you (should) know that motivation is closely tied to the brain’s reward system, particularly involving the neurotransmitter dopamine. When employees anticipate a reward, dopamine levels rise, encouraging action and engagement. Conversely, repetitive and unchallenging tasks can lead to decreased dopamine levels, resulting in boredom and disengagement.

You Need to Get the Work Done – What Can You Do?

Think about it: are there projects you could propose to your employee that might stimulate their interest and engagement? If you cannot find a suitable project, ask if they would be willing to take on an extra assignment from another group or division. The prospect of stepping in a new direction may reignite enthusiasm and recognition.

Alternatively, ask your team member: are they interested in acquiring new skills? If yes, which ones? Which project or job can provide the opportunity to learn those skills? If it’s possible to acquire these skills in their current job, what comes next? What stepping stones can be added to their current curriculum to build the next steps? Working together towards the employee’s goals will reignite their motivation to achieve a goal and the vision to reach it.

Key Elements of Intrinsic Motivation

Remember: Intrinsic motivation, driven by personal satisfaction and interest rather than external rewards, is crucial for maintaining long-term engagement. According to Self-Determination Theory, three basic psychological needs foster intrinsic motivation: autonomy, competence, and relatedness.

Autonomy: Give employees control over how they complete their tasks. Allowing them to make decisions can fuel their sense of ownership and engagement.

Competence: Ensure that employees feel capable and skilled. If the company hired that person for the role, the necessary skills are there. For new roles, provide opportunities for skill development and acknowledge their achievements.

Relatedness: Truly care about your people. If you chose to be a people manager, you need to work toward a sense of belonging and connection in your team (and indirectly throughout the whole organization). Encourage teamwork and create a supportive work environment.

Additional Strategies for People Managers

Recognition and Rewards: Regularly acknowledge and reward your team members’ achievements. This can be through formal recognition programs, informal shout-outs during meetings, or tangible rewards. Recognition helps employees feel valued and motivated.

Enhancing Work-Life Balance: Encourage a healthy work-life balance by offering flexible work arrangements, promoting regular breaks, and supporting employees in managing their workloads. A balanced life helps employees stay motivated and reduces burnout. Remember: you need to be the example to follow. If you send emails during the weekends or holidays, your team members won′t find coherence in what you say.

Providing Feedback and Coaching: Provide regular, constructive feedback that helps employees improve and grow. Use feedback sessions as an opportunity to coach and mentor your team members, guiding them towards their career goals. Refrain from judgement and personal opinion, share your thoughts and check them with the person.

Encouraging Innovation and Creativity: Encourage team members to bring new ideas and solutions to the table. Create an environment where creativity is valued and mistakes are seen as learning opportunities.

Continuous Learning Opportunities: Provide opportunities for continuous learning through workshops, seminars, online courses, and conferences. This not only helps employees grow professionally but also keeps them engaged and motivated.

Peer Support and Mentoring: Establish peer mentoring programs where experienced team members can mentor those who are newer or seeking growth in specific areas. This fosters knowledge sharing and builds stronger team connections.

Final Thoughts

Do you want to improve your people management skills? Get a mentor to learn from their experience and a coach to work on your mental strength. Understanding your team's motivations and fostering a supportive environment can turn disengaged employees into enthusiastic contributors, helping you achieve both team and organizational goals.