The Secret to Motivating Teams

As leaders, we are expected to drive results through ourselves and our people. When faced with a familiar challenge, delivering target results isn't an issue; each member of our teams instinctively apply their experience, we empower them through direction and encouragement, and the job gets done. Things can certainly get more challenging when encountering new problems, but if everyone on the team keeps their eye closely on the ball and the strategy curated by the leader is correct, then the collective team should succeed.

This philosophy can be represented in an equation: Correct Strategy + Excellent Execution = Success

Like all equations, if an element is missing, then the expected output is impossible. As a leader, you have control over the strategy. While difficult to craft, you have everything that you need to bring that element of the equation to the table. Excellent execution, on the other hand, requires complete alignment and buy-in from the entire team; they have to perform at their best to deliver that element of the equation.

In usual circumstances, good teams deliver excellent execution. However, if one member of the team falls behind, then the balance of the entire team can become offset. Typically, this can occur when that one member loses motivation in the face of overwhelming obstacles or lack of engagement. This can trigger a domino effect, causing other members to fall behind as well.

So how can you ensure that all members of your team stay motivated, proactively preventing the whole team from failing?

Identifying People's True Motivators

Many of us are familiar with Abraham Maslow’s pyramid of human motivation. This model suggests that human motivation is based on a series of needs starting with basic survival. Once these needs are met, we move on to seeking other needs further up the pyramid. While the foundation of this theory can certainly spark head nods and agreements, it doesn't make as much sense towards the top in today's world.

A study conducted at Facebook sought to clarify the motivators for employees in the 21st century. This study found that once the basic needs of employees were met (they have enough money to pay their bills), then they are motivated by one of three factors: Community, Cause, or Career.

"These three buckets make up what’s called the psychological contract — the unwritten expectations and obligations between employees and employers. When that contract is fulfilled, people bring their whole selves to work. But when it’s breached, people become less satisfied and committed. They contribute less. They perform worse."

Looking Closely at the Motivators

Considering the importance of these motivators, we need to understand how to identify which factor motivates each member of our team and offer ways to fulfill those expectations.

The majority of the members of your team, if newer to their careers, are likely to be motivated by the career factor. These employees want to apply their skill sets in their daily roles, sharpening their strengths and developing their expertise. Motivate these team members through the following actions:

• Create development plans for these employees, allowing them to see the path up the ladder;
• Provide them with autonomy. Micro-management kills motivation for this group;
• Offer them opportunities to continue to learn and develop through certifications and training programs;

Some members of teams may be motivated most by the community factor, through a feeling of belonging and acceptance in a group. When this factor is met, we feel respected, valued and recognized. Take the following actions to motivate employees driven by community:

• Offer regular praise, public recognition and words of affirmation;
• Organize social team events;
• Demonstrate your confidence in them through allowing them to lead meetings or projects;

Other members of teams could be primarily motivated by the cause factor. These individuals want to know that they are making a positive difference. They feel pride when aligning their daily actions with the company's mission and making an impact on the world. Try the following to motivate employees focused on cause:

• Demonstrate and actualize your company's mission, curate the mission if needed;
• Organize charity events and volunteer opportunities;
• Provide visibility into actual outcomes from your company's efforts in the world;

Where to Get Started

As a team leader, it is your responsibility to understand the psychological contract between you and your team members. Take the team to talk to each of them individually about their professional and personal goals, plans and pain points. This will give you the insight that you need to determine the motivating factor that matters most to them.

About the Author:

George Orlin is the Chief Operating Officer for Intelligent Transactions. He has over ten years of experience in helping retail brands drive brand engagement through the implementation and usage of software, process, and culture.

As a co-founder of several QSR-focused SaaS software startups, George has worked with many international and domestic restaurant brands to drive ROI and business results through the implementation of user-centered technology.

Intelligent Transactions is a technology consultancy with a track record of helping mature brands take back the controls to their enterprise technology architecture by crafting future-proof technology strategies.

Feel free to reach out to George by messaging him on LinkedIn or emailing him at [email protected]