10 Keys to Motivate a Work Team
Do you worry about how to motivate a team because you know it is one of the realities of leadership?
But you only do it because it is well seen?
I hope the answer is no.
If you want to motivate a team, the most important thing is that you are convinced that you want to be part of a happy team.
Do you want to know the keys to motivate your work team?
Working to have a motivated team has many more benefits than just making you look like a "good boss".
In addition to bringing benefits to work productivity, it also positively benefits people in their personal lives.
Recommendations to motivate a work team
- Choose the right people in the right position
- Be concerned about the person, beyond the labor issues
- Help them with their life plan
- Help them discover their inner motivation
- Give them a good remuneration
- Recognize the extra effort
- Have clear indicators of effectiveness
- Help them see each other as a team
- Encourages the generation of new ideas
- Encourage professional growth or change
Choose the right people in the right position
If you want to motivate a work team, choose the right team.
This point is often the first mistake you can make without realizing it.
Remember that in the interview all the candidates will say that they love the position, and this they say because they need the job.
Many people choose jobs they do not like just because of financial need.
Choose people who are passionate about the work you are offering.
You as the boss should be responsible for motivating people, but this will be impossible if you are not passionate about him.
Other times we choose personnel who are not qualified for the position and then the person is discouraged because they can not give good results.
On other occasions, we incorporate people who have higher skills than those required by the position and, because they can not offer growth opportunities, they are demotivated.
Take the selection process very seriously and, if necessary, ask for help from qualified specialists.
Incorporating the wrong person is not only a loss for the company, it is also a waste of time for the person to be in the wrong place.
Be concerned about the person, beyond the labor issues
Motivating a team is motivating people.
I have heard many tips from people who tell me to separate the work from the personal.
For me this is something inconceivable, since it would mean that a person can unfold and live two lives separately.
If you are a boss or you aspire to be, do not be afraid to show yourself as a person, this way your team will have a better chance of approaching in this way.
Why does it serve you to worry about people beyond work?
Knowing what problems, dreams or aspirations a collaborator has can help you find your inner motivation.
Also you can also understand the low productivity.
From my experience the losses in the productivity of a team are closely related to personal issues or interpersonal relationships.
Help them with their life plan
The people who are part of your team are "people".
If you want to motivate a work team you will have to recognize them as "people" and not only as workers
We all have a plan in our lives, beyond work.
People do not work for work, but because it is a means to achieve something.
If you can find out what plan your team members have, you can help them see how the company's goals or plans help their personal goals.
If you ever face a case of demotivation in your team, it is enough to ask what your dreams are to help you see that work is a means to achieve them.
Help them discover their inner motivation
A motivated team is a team with passion.
To motivate a work team you must help them discover what they are passionate about.
This point is related to the previous one.
If the person has a goal beyond work, that dream is the strongest motivation he can have.
It is possible that in other occasions the person does not have clear how to find that motivation, but you as a leader must help him find it.
A motivated person does not need external incentives to reach their maximum potential.
Give them a good remuneration
The payment is part of the act of recognizing and motivating a work team for the results achieved.
This point is controversial, and in all companies they will tell you that this point is not negotiated and that the prices are those of the market.
As a leader, this is one of the most difficult aspects to handle since companies see remuneration as a cost.
In my opinion, it is clear that if the work is not well paid it ceases to be an incentive.
If it does not help to meet the personal objectives of our collaborators, they will demotivate and leave.
From your role you should try to get the best benefits for your team, through the demonstration in the indicators.
It shows how a small incentive achieves an increase in productivity.
This is why I strongly agree with the administration by objectives.
That is, we can pay our collaborators based on their results.
Verify your turnover rates and how they relate to compensation.
You must be able to prove that it is more expensive to lose a trained person than to pay a raise.
Good luck with this challenge! Do not lose faith if you have not tried yet.
Recognize the extra effort
In order to motivate a team you must recognize that not all are equal and highlight their individualities.
Part of the premise that not all people are equal and that not all work with the same effort.
When there are people who perform outstanding tasks or beyond their functions, acknowledge them publicly.
This will not only make the collaborator happy, it is a positive reinforcement of his attitude and an example for the rest of the team.
It is better to indicate to your team which attitudes are those that receive a reward, instead of just marking the unwanted actions.
Try the positive reinforcement!
Have clear indicators of effectiveness
A motivated team is one that has a clear goal and the way forward.
To motivate a team you must mark the goal and measure indicators to show them how close or far they are from it.
This point is related to the previous one.
How will you know who made an extra effort if you do not have clear indicators?
How will your collaborators know how to exceed your expectations?
Even if you do not believe everything, it is feasible to measure yourself.
What is not measured is not controlled, and if it is not controlled, it can not be improved.
Help them see each other as a team
Motivating a team as "team" will turn them into a high performance Team.
It is very common for teams to encourage competition.
This is not bad, as long as you do not lose the sense of team.
For this it is important that everyone has a role within the team, and that their responsibility goes beyond doing their job well.
It is important that everyone does their job well, but if the team does not achieve results, the individual results are useless.
Having indicators that measure the team can help you to make an effort because your colleagues also do a good job.
Encourages the generation of new ideas
He supports the sharing of ideas within his team that his ideas can be carried out for the benefit of the team.
Motivating a work team also consists of helping them to develop creativity and find innovative solutions.
Stop being the head generator of ideas.
Not all your ideas are the best, nor do you have as many as a team of people can have.
Listen to their ideas and put them in motion, even if it is proven that they are not so beneficial.
Do not be the judge of their ideas and let them experiment with their own ideas.
The free development of creativity generates a lot of motivation.
Encourage professional growth or change
Many good bosses make this mistake. Do not let people grow
If you are bosses, you will have met some time with that ideal collaborator, in which you support yourself and often reload tasks.
If it were for you, I would be working forever with you.
But if a person with so much potential is stuck in a position, it is discouraged.
Encourage your people to have wings to fly high and fly to other places when they feel that this is no longer their place.
I hope you can put these tips into practice.
If you already use any of these leave a comment telling your experience to help others
Finally and to say goodbye I remember that a team is the reflection of its leader.
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