What You Get Wrong About Team Motivation

Note from Yann: ?? Hey there, I’m Yann A?tBachir ! Each week, I share practical tips to help you level up your career.

This week, it's about team motivation and why those awkward team-building activities just don't make it. True motivation is personal.

?? I’d love to hear your thoughts in the comments!

?? If you found this article helpful, feel free to share it with your network.

Quick check for managers: we all want motivated teams, right?

But even the best miss one key thing: it's not just about throwing perks at people and hoping for the best.

When I mentor managers, I often get asked: "How can I keep the team motivated?" or "My team isn't motivated, what can I do?"

My advice is always the same: you don't motivate a team; you motivate individuals.

Everyone is different.

I've tried it all: team dinners, bonuses, virtual "Great Job!" stickers.

Sure, those are nice. But free pizza can only get you so far.

Here it is: Motivation isn't one-size-fits-all.

Trying to motivate everyone with the same perks, pay raises, or "fun" Zoom games? (Note for all: Zoom quiz nights are NOT fun)

Yeah, that's not going to cut it.

Motivation is personal. Motivation comes from within.

The Big Myth: "People Just Want More Perks"

You think, "If I give everyone a bigger bonus, they'll be motivated."

Maybe for some. But for others, cash doesn't do much.

I managed a data engineer passionate about optimizing pipelines. A cash bonus wouldn't do much.

What motivated him was solving tricky data flow issues and making architecture decisions.

I assigned him to redesign an ETL process, and he went above and beyond. That fueled his passion more than any standard reward.

Motivation is different for everyone.

Treating it the same for all misses what drives each person.

That's when motivation crumbles and performance slips. A motivated team isn't just happier. They're more creative and productive.

Tap Into Intrinsic Drives

Here's the key: Intrinsic motivation beats extrinsic rewards.

People want to achieve, learn, and create. And be satisfied with the work they produce.

They'll put in extra effort because they love the work itself. Intrinsic motivation leads to greater engagement and satisfaction.

Understand each team member.

Do they crave autonomy? Let them run projects.

Mastery? Give them tough problems.

Purpose? Show them their work matters.

etc.

Tapping into intrinsic drives takes effort, but trust me, it's worth it.

Plus, you'll finally get to stop scheduling awkward team-building activities.

People connected to their work go the extra mile.

Ask, Don’t Assume

How do you find out what motivates everyone?

Simple: Ask them.

Seriously, just ask!

During one-on-ones, try asking, "What excites you about your work?" or "What projects do you want more of?" (No, really. It's not rocket science.)

For a product manager, ask, "What part of the product lifecycle do you enjoy most?" If they love stakeholder management, involve them in more cross-team initiatives.

For a data analyst, ask, "What data challenges excite you most?" If they want ownership of projects, let them lead a data initiative. This shows you see their potential.

These questions reveal what perks can't.

Once you know what drives them, adjust your style.

Create an Environment Where Motivation Thrives

Understanding motivation is just the start.

Create an environment where your team feels supported. Give them ownership.

Celebrate wins, efforts, and even those glorious failures. Because hey, at least they tried.

After asking what motivates them, take action.

For a QA engineer, if she values autonomy, let her design testing strategies. If she finds purpose in high standards, show her how she impacts the user experience.

Follow through to show you're committed to their growth.

This process is continuous. Motivators change over time. Ask your team regularly about what drives them, and listen.

Make It Personal

Great managers know they can't copy-paste motivation.

Know your people, what lights their fire, and fan those flames.

I already hear the complaints about lack of time: use your one-on-ones to engage and follow up.

And for the managers who think it's not their role to delve into motivations. It's about driving performance, not therapy.

Motivated employees aren't just more productive.?They're more engaged and less likely to burn out.

Next time you wonder, "How can I motivate my team?" don't just throw pizza at the problem.

Go deeper. Find out what matters.

Your team won't just be motivated. They'll be inspired.

And you: What motivates you at work? Have you had a manager who understood what drives you?

?? Let me know in the comments!

That’s it for today. Until next week. Keep leading, keep listening, and keep it real.

Note from Yann: ?? Hey folks! Thanks for reading the 27th edition of The Simple Leader’s Playbook.

You can help the visibility of this article by:

?? Liking it to reach more people.

? Sharing your thoughts or questions in the comments.

?? Passing it along to anyone who might find it useful.

?? Subscribing to stay in the loop for future editions.