Top Tips to Motivate Your Team
- by Rebecca Edgeworth
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- 21 Nov, 2018
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We all know how important it can be to keep motivation levels high in teams. If you’re not motivated, you won’t find the energy to develop new ideas or reach deadlines.
1. Communicate
It’s essential to ensure clear communication with your team about your goals and aspirations for your department or for a project. In so many areas, people can be demotivated if they feel pushed and pulled in multiple directions without understanding what they’re working towards. Having clear communication with all staff is paramount to forming a healthy relationship.
2. Appreciate
We all know how awful it feels to work hard at something and not get the recognition you deserve, or the appreciation you’d like. If a member of you team has been especially hard working, and gone that extra mile, ensure you make it clear that you appreciate their hard work. People will consistently work hard for you if they know it’ll be recognised.
3. Empower
Being a manager can be busy, the best way to ensure everyone in the team can deal with their own tasks effectively, is to empower them. Whether that’s through regular training, letting them learn from their mistakes, or giving them new responsibilities that alleviate you and benefit them.
4. Support
It’s important to recognise that your staff will need support as well as empowerment. Whether that’s providing personal support for an unfortunate circumstance, or support in a project, being there for your team as a mentor encourages staff to ask questions and builds a rapport.
5. Be Enthusiastic
It’s almost impossible to build motivation in a negative atmosphere. If there’s no enthusiasm in the team, and no positivity, the team will at best dread coming to work and at worst be unproductive and leave. Create an atmosphere of positivity, if your team has a difficult week ahead, mention what will happen, not what can’t.
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People Management is at the heart of any successful business and retaining the best people available is vital to progress in an increasingly competitive market.
It is often said that people leave bad managers however is the questions ever asked if those managers where provided with the support, skills and knowledge to be set up for success?
The main challenge
for any People Manager is: How can we improve ourselves to become better
people managers and leaders enabling higher employee retention, performance,
motivation and engagement?
Any
costs involved in the training, development, health and well-being of your staff
should be considered an investment. Why? Because the people within an
organisation or business should be recognised as essential assets, contributing
to growth and development in the same way that physical assets such as
machinery, equipment and money do. It is therefore impossible to ignore People
Management as an important skill for any leadership role within your company.
