We've put together 10 tips to motivate your team at work. Because inspired employees are committed employees.
Companies are increasingly concerned with understanding how to motivate their employees to perform their tasks. This is because according to a 2014 study, published by Officevive, 69% of workers say they would work harder if their efforts were recognized.
On the other hand, a high level of motivation at work generates greater productivity. It is a 2+2 account.
Motivated workers are workers who like the company, their colleagues and the roles they perform, they are workers who are enthusiastic about the tasks they do and deal with the routine in a good-natured and proactive way.
That's why, These employees naturally want to contribute and add value to the organization, which translates into greater commitment, more active participation in meetings, with more creative proposals and solutions, as well as an environment of camaraderie and mutual help among colleagues. All of this is a good ally for achieving goals and achieving satisfactory results.
What causes demotivation in the team?
Before implementing strategies to motivate your team at work, it is important to know what needs to be improved. Your employees may complain about:
- Excess of work;
- Devaluation of your work;
- Lack of growth, training and development opportunities for the team;
- Lack of management support;
- Toxic environment and individuals.
It is up to leadership to provide a good working environment and career conditions. When one of these criteria is not met, or not even taken into account, it is natural for the worker to look for other opportunities.
10 strategies to motivate your team at work
So, we have already seen that motivating your team at work is an added value for the organization. But how to motivate team members to become more involved in the company, to dedicate themselves one hundred percent and be available to go further?
The solution nowadays is no longer just financial retribution. It is necessary to know the desires and needs of employees to be able to offer them the conditions they are looking for.
But there are some strategies adopted that have had good results in teams. This is what we talk about next:
1. Listen to your employees
Each person is different, with different ways of being, and different personal and professional goals. Therefore, to be able to motivate your team at work you need to listen to each employee.
Employees want to feel heard by their manager, to be able to share their difficulties and challenges, as well as to give ideas and suggestions, which can make a huge difference in carrying out tasks more efficiently.
Not just the need to be heard, it is also a way of avoid conflicts and management problems.
In most cases, something as simple as a sincere and assertive conversation allows you to solve problems and adjust needs, which, later on, can take on frightening proportions and involve the allocation of time and costs for their resolution.
2. Create a good work environment
There are already several examples of companies, such as Google and Facebook, that have invested in a good working environment and this has been reflected in the motivation of their employees. Not only shows the company's commitment to the well-being of its workers, as in fact stimulates enthusiasm in carrying out tasks.
Some examples of what can make a work environment more pleasant are:
– Flexible working hours and location;
– Good lighting and hygiene in the office;
– Comfort, health and food;
– Internal marketing actions (marketing strategies aimed at the organization’s internal audience);
– Team building activities.
3. Invest in good communication
Showing yourself accessible and available to listen to your employees is important for aligning needs and expectations, and even for resolving conflicts, as we have already seen. To do this, it is necessary open an efficient communication channel, where everyone can participate.
Finding ways to talk to your employees can be done, for example, through periodic meetings, where you can discuss:
- Fault identification;
- Assignment of new tasks;
- Results presentation.
It should be taken into account that lack of communication or ineffective dialogue generates internal discomfort, lack of commitment and, consequently, results below potential.
4. Efficiently distribute roles and tasks
Nothing leaves an individual more unmotivated than performing functions and tasks that they do not like, are not compatible with their expectations, require qualifications and skills that they do not possess, present a problem in the way they are being managed, or no longer have the make them happy.
To prevent this from happening, make sure distribute challenging tasks that live up to each employee’s potential. Get to know the talents and strengths of each person working in your organization and put them to use.
5. Recognize team efforts and celebrate victories
Who doesn't like to be recognized for their hard work? Your employees are certainly no exception, even more so because the benefits of their efforts will be reaped by everyone in the organization.
A small thank you or private compliment They will already make a huge difference in motivating your team at work and valuing those who stand out. But don't shy away from celebrating results, victories and achievements in public, whether through awards or during weekly meetings.
The important thing is to show that you value good workers and that you are happy to have them on the team.
6. Don't forget to give feedback
Just as your employees need a compliment to know they are on the right path, constructive criticism plays a relevant role in analyzing mistakes made and suggesting possible solutions.
This is an opportunity to learn. Once again, this analysis can be done through meetings where the entire team comes together to show insights and comment on the professionals' activities.
To the performance evaluations They are another form of feedback and one of the tactics that companies use to motivate their employees. Defined annually or semi-annually, depending on the organization, this strategy gives employees space to evaluate themselves and also evaluate management and the company.
Of course, this strategy only works if the opinions and demands collected materialize into changes that are beneficial for everyone.
7. Don't punish mistakes
A company that is intolerant of errors and does not accept testing new solutions and solving problems creates an asphyxiating environment for its employees. In addition to limiting their creative approach, they are afraid of making mistakes from the outset.
Innovation is often the product of trial and error. That's why, give your employees a second chance Whenever they make a mistake, encourage them to try it, and analyze the mistakes with them.
8. Set clear and realistic goals
Goal setting aims to guide and align employee motivations with those of the company. But if these are unrealistic or unrealizable, it is normal for this to generate disappointment and reduced performance among workers.
When goals are clear, feasible and everyone understands that they contribute to the company's overall results, it becomes easier to motivate the team.
Consult your team before implementing them and clarify exactly which priority tasks and methodologies should be used to achieve these goals.
9. Offer opportunities for growth and training
Nowadays, the new generation of professionals values growth prospects and seeks opportunities to develop professionally.
And this is a non-negotiable aspect for many people. Therefore, offering growth and training opportunities is not only a way of motivating your team at work, but also a way of retain talent.
A good idea might be to establish a career plan based on goals and performance. Thus, all interested parties will want to stay in the organization and work more motivated to be successful.
10. Avoid micromanagement
Micromanagement of teams implies excessive leadership control, with deadlines tight schedules and the constant demand for completed tasks and results. In the last years, This management model has been criticized.
Not only does it reduce productivity, it also generates discomfort and inertia. It's the right recipe for demotivation.
In addition to not allowing employees to reach their potential, it has been proven that the opposite works better to motivate your team at work – individuals who work towards goals and have the space and confidence to carry out tasks at their own pace are significantly more successful.
It is, above all, about trusting and showing appreciation for your employees. After all, it was because you believed in their capabilities that you hired them.
Looking for inspiration?
Understanding the theory is important, but it is by putting it into practice that the results appear. Start planning team building activities, invest in emotional salary and effectively manage your team's schedules. Above all, listen to your employees!
People spend most of their time at work, so it is natural for them to look for a good work environment, flexibility and recognition.
see the employability exchange blog for more idea:
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