Updated: Jul 26, 2019
We all dream of a perfect, self-motivated team that is constantly putting their best foot forward and embracing each challenge they are given. In reality, as much as you’d like to encourage and motivate even more active contribution from your team members, it is often easier said than done.
Using external motivators, such as promotions or raises, is rarely a permanent solution for motivating your employees to do the very best for the company. Motivation simply cannot be forced on anyone but has to come from within, which is why it’s extremely important to understand the unique sources of employee motivation. There are, however, some solid ways for leaders to self-motivate and encourage active participation in a team.
Here are five golden rules to help your team find motivation and stay motivated:
1. COMMUNICATE PURPOSE
Communicating purpose is the first step towards enhancing motivation and engagement within a team. Like Simon Sinek advises in his best-selling book, if you want your team to act with purpose, you should start with why. If your team isn’t aware of why they are doing what they’re supposed to do, they’re less likely to find their work meaningful and less likely to care.
This, however, doesn’t mean that you’re forced to have a motivational speech. In my opinion, motivational rants are like throwing boiled spaghetti on the wall – it’s not going to stick for long. Instead, to create a fulfilling and motivating work-environment, engage and encourage your team members to participate in clarifying your vision. Be open about where you’re heading and what’s your driving force.
Leaders who aim for providing direction and clarity, are the ones who are really able to take their businesses to the next level as well as to help their team members to pursue both their professional and personal hopes and dreams.
“The very essence of leadership is that you have to have a vision. It’s got to be a vision you articulate clearly and forcefully on every occasion. You can’t blow an uncertain trumpet.” – Reverend Theodore Hesburgh.
2. SET CLEAR GOALS
One of the most common de-motivating factors in a workplace is lack of focus. If you find your team constantly busy, but don’t quite know with what, it might be a sign of confusion due to unclear goals. Also, if your team is constantly underperforming, you might want to revisit your goals.
Without specific and transparent goals, your team may have a difficult time to know what to prioritize. This easily results in uncertainty, decreased motivation and a constant debate of whether they’re working enough or not.
Clear goals can help your team avoid unnecessary stress and make smarter decisions. To retrieve motivation, start by revisiting your goals to make sure they are ambitious enough to be meaningful. However, don’t make the mistake of stretching your workers too much outside of their comfort zone but aim for finding a good balance between these two.
A solid starting point is to define your “common grand goal” towards which you work as a team. When you have defined that, it’s much easier to start planning your journey there by setting smaller individual goals.
3. ENCOURAGE OWNERSHIP
Sometimes, employees may feel they don’t have enough power to make decisions. This might be a sign of too strict processes or the fact that you’re micromanaging your employees.
To encourage your team to take ownership, set clear expectations and standards but give them enough freedom to come up with their own ideas. Enhance trust by asking for feedback to show that you really value their opinion.
Also, make sure your team members are aware of how their contribution links to the big picture. When your team feels that what they’re doing is important and they’re contributing to something with real value, they’re more likely to take ownership and be proud of their work.
4. HOLD YOUR TEAM ACCOUNTABLE
Accountability is one of the most overlooked aspects by leaders who want to create an effective and motivated team environment. In general, people are motivated by positive feedback and exceeding expectations. According to a study, nearly 78% of employees are highly engaged when they experience strong recognition, which is why positive feedback is encouraged.
However, there should also be consequences when things don’t go as planned. Accountability becomes sustainable with constant reinforcement, which is why continuity is the key. Holding your team accountable shows that you care and helps your team to maintain quality.
“Accountability is the glue that ties commitment to the result.” – Bob Proctor
5. SUPPORT SELF-DEVELOPMENT AND PROVIDE OPPORTUNITIES FOR GROWTH
One of the best ways to motivate your team is to encourage each individual to become better by finding ways to support their professional growth and encouraging personal leadership. In practice, this can mean for example training sessions, book clubs, mentoring or other tactics that support personal leadership.
Take a few self-development tactics as a part of your goal-setting process by aligning individual KPIs with your company goals. To get the best possible outcome, this should be done systematically.
Another way to provide opportunities for growth while linking this with work is to launch a Growth Model, where you first define different areas of improvement. Start by evaluating where your team stands at the moment in each of the areas and plan the following steps according to your findings.
Choose one focus area at a time as well as clear action points and a timeline to improve that specific area. Make it tangible by keeping track of the progress – this helps motivating your employees as they can instantly see their level of improvement. If you want to take motivating your team to the next level, find out what their personal and career-related goals are and try to think of ways you can help them to pursue these goals.