Keep Your Business Team Motivated by Following Tips
A motivated workforce is your best asset, no doubt about it. When you involve your employees in day-to-day activities and are enthusiastic about their responsibilities, your team will become unstoppable. But employee motivation does not arise by itself. Through a variety of talent management initiatives, you can develop a culture of support.
When you can inspire and keep your team motivated whether it’s a developer team of graphic design templates or a team of scientists, you reap many benefits. One of the best ways to keep employees motivated is through employee motivation programs.
- You can reward the commitment of your great players.
- You can improve employee satisfaction.
- You can customize employees to be more efficient.
- You can contribute to the self-development of each person.
The most standard motivation tool is the material component. You need to appreciate the work of the team and pay for it accordingly. No matter how loyal and passionate about the work a person is, they always have certain vital needs that require material resources. It’s not necessarily about the salary. There may be bonuses, percentages of sales, or other options. But labor compensation should be market-based, and this is the main rule of motivation.
Maintaining interest in work
It is important for all professionals to do what they love and develop in their fields. An interesting business motivates, captivates, inspires. Uninteresting leads to stress, frustration, and inefficiency. In this case, the leader (manager) must always take this criterion into account when choosing projects, orders, or clients and periodically make a choice in favor of interesting projects, and not projects with high profitability.
Investment in development and training
When forming a team, you should always make a choice in favor of people who want to self-develop. A successful company and a wise leader should not only support such initiatives but also initiate them on their own. Passive people who are not interested in development will lose their value over time, they will lose to their more active colleagues in this regard, and as a result, they themselves will lose competition in the market and within the company.
Development means additional education, professional training in related areas, and even sports and cultural development. Pay close attention to this and try to organize various kinds of developmental events, from teaching time management to acting.
Involvement of the team in the formation of goals and decision making
Initiatives that ‘come down from the top’ tend to be very hard to take on within the team and are often demotivating. If the leader wants the task to be completed quickly and efficiently, it is necessary to involve team representatives in the formation of the task and the process of its implementation. If the decision was made with the participation of the person themself, the implementation of this decision will always be easier.
Trust and respect
Fair criticism is important and necessary, but it should never include elements of disrespect, especially humiliation or insult. A person should feel that they are appreciated and respected, that the leader recognizes the right to make mistakes, that there is always an open space for discussion and defending his position. The employee must be confident that they can trust, that they will be listened to, and that their opinion will be taken into account. And there should be no pathological fear of being ‘trampled’ because of an unconventional idea or even erroneous approach.
Trust must be mutual. It is important for the manager to be informed on key issues, but it is also important to avoid total control over the execution of tasks. If a person feels trust in the leader, then they will have more responsibility and more motivation to complete the task efficiently. The leader must be able to share the problems, fears, and imperfections. This makes it possible to create strong vertical ties within the team on the basis of not only authoritarian but also emotional.
Performance evaluation and feedback
Even the most confident person needs support and assessment of what they are doing. The initiative and enthusiasm shown without feedback will very quickly cease to bear fruit. Often, working intensively and plunging into many problems and tasks, the manager forgets to give feedback to the employee on the results of their work.
In this case, a person receives a complete information vacuum in relation to what they have done – whether it is good or bad, whether it is needed at all or not, it is important or not important. With a high degree of probability, there will be a feeling of uselessness in what they do and a lack of interest from the management. And as a result – demotivation to do something again.
Ability to hear and receive
It is very close to what was said above about trust, but with the additional element of accepting the fact that all people are different. Everyone has a different speed of work, different immersion depth, different time management, different levels of expertise, and different physiological characteristics. If a person understands that the company accepts them with all their ‘shortcomings’, with all the features, knowing and understanding them, then the degree of motivation will seriously increase.
Everyone wants to remain themselves and it is important for everyone to do well what they do well and not waste energy on hiding some of their shortcomings but on the contrary, openly talk about them and, together with the leader, think about leveling the negative influence, with related. In addition to motivation tools, there is a large list of demotivation tools that can also very quickly lead a team to a negative result.
In today’s fast-growing and ever-changing world, many leaders have realized that a motivated team can do much more than the best and under-motivated professionals in their field brought together. Therefore, one of the main tasks and skills of a leader has become the formation and maintenance of a highly effective team.
As a rule, there are many talented professionals in the team of any successful business, each of whom has a bright personality, demand in the market, and a set of impressive achievements. Many years of experience working with bright and talented people allowed us to form a list of the main motivation tools that allow us to retain the team and achieve high efficiency.
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