Content

• To step
• Part 1 of 3: Getting your team excited
• Part 2 of 3: Giving your team a sense of recognition
• Part 3 of 3: Being a good leader

When your team is motivated to do the work even better, the work will also become easier, more fun and there will be more dynamism. To motivate your team successfully, you need to be a strong leader, give people personal attention and consider everyone a full member of the team. Whether you are the CEO of a company or the captain of a football team, there are many things you can do to motivate and excite those around you for the next challenge. If you want to start motivating your team today, read on at step 1.

To step

Part 1 of 3: Getting your team excited

1. Talk about the benefits of success If you want your team to be motivated, you will need to explain the benefits of achieving the goal. By including this step, you put control over future compensation or compensation in their own hands. It must become clear to the team that success is not only beneficial to the company, but also to themselves. If you really want to motivate them, you will have to make the goals as concrete as possible so that they have a tangible reward.
   • For example, "We have to work harder to make the company look better" doesn't motivate employees nearly as much as, "If we increase our sales by 10%, we will get enough income to allow for giving out Christmas bonuses for this year . "
2. Keep your team interested. Build a curious mindset within the team so that they are interested enough to want to achieve the goals that are expected. This will make the members of the team want to learn more. This can be achieved if you understand what interests and excites your team. Make sure you know what is important to team members, both as a team and as an individual. If you keep things interesting and exciting by mentioning concrete goals, changes and improvements, then they want to keep working.
   • Don't just tell your team members what to do. Hold their interest and keep them informed about as many parts of the business process as possible so that they feel involved in what is happening and ask questions about the process.
3. Set realistic goals. Know what your team can handle and set goals that they can actually achieve. It's good to be ambitious when setting goals, but if the challenge is too great for team members, they will start to feel discouraged. Go for realistic goals and provide tools from which they can read their progress that they are getting closer to the goal. Setting intermediate micro goals is also a great way to ensure success so that the team doesn't have an all or nothing feeling.
   • For example, if you have a project that needs to be completed, create a chart that breaks that project into smaller objectives so that they can tick off each step and better visualize the completion of the project.
4. Make up some friendly matches. Create a competitive environment that will inspire the members of your team to achieve their goals. Create small contests with tangible rewards, even if it's just a free lunch, to get people to give their best. This can help the team outdo themselves, as long as you make the guidelines clear and make sure people get along well.
   • For example, break the team into smaller teams and make them each responsible for an aspect of the total. Introduce an incentive that will inspire them, but make sure it remains a friendly competition and does not encourage hostility or underhanded behavior.
   • Make sure you know the different members of the team well enough to make sure people don't make each other's lives miserable.
   • A great way to get the team to get to know each other is to create mini-teams of people who don't know each other very well yet.
5. Let the team members take control of their own destiny in motivating your people. You can have a goal that needs to be met, but by giving each member of the team a sense of control, it becomes their goal. If they just feel like you are bossing around without having anything to say, then they feel like they have no control or should show initiative.
   • One way you can give team members a sense of control is by letting them contribute to business goals when necessary. While they may not always have the qualifications to provide feedback, they will be grateful if you ask them for suggestions or ideas, and they will be more likely to contribute.
6. Design a recognition tool when you're trying to motivate them. This will let the members of the team know their efforts are being noticed and not disappearing as part of something the team has accomplished. This inspires everyone to participate. If the employees know that they will only be rewarded as a team, they will be more likely to hide behind the efforts of others. This can lead to annoyance among those who have done all the work.
   • Take the time for each member of the team so they know you know their strengths and can help them improve the weaknesses. They will also feel that it is important enough to you to approach each of them personally.

Part 2 of 3: Giving your team a sense of recognition

1. Get the team members to work together. Create an action plan that requires team members to collaborate so that they are forced to work together to achieve a goal. When each member of the team works alone, there is less unity and cohesion within the team. It is not possible for all team success to depend on an individual, and optimal performance will only be achieved when all members of the team work together as best as possible.
   • Find out what the strengths and weaknesses are of the members of your team, and find a way to get people of different talents to work together and help each other.
   • Try to give it a stir every now and then. Don't always let the same people work together just because they like each other or feel comfortable together. If 2 people don't know each other very well, put them on a project to improve the functioning of the team.
   • If 2 people really don't get along, try to solve the problem by calling a meeting. Don't think you can fix it by keeping them apart forever.
2. Get to know every member of the team. Knowing each team member and having an idea of ​​what motivates a person can be a big step forward in motivating your team. If you have an idea of ​​how each one works, you will find that there are more visually oriented people among them, that some are better at dealing with criticism than others, some are born leaders, and others work best under the guidance of more experienced team members. By taking the time to consider each person as an individual, you will notice a significant improvement in the team's performance.
   • It can be impossible to get to know each person individually, especially if the size of the team is quite large or if you are just too busy. You should still do the best you can, even if it means getting to know the members of the team in small groups.
3. Get to know the members of your team personally. If it's someone's birthday, or if a team member is married or having a child, make them feel special for a moment. Send them an email. Call for a cake. Give him or her a card to congratulate - do what's appropriate and appropriate for the occasion, but respect the person's privacy. It's important to make every member of the team feel important, needed, and valued.
   • Recognizing and appreciating the efforts of the members of your team is also important to motivate, as long as it doesn't encourage too much competitive behavior.
4. Be friendly ... but not too amicable. It's important to be on a friendly footing with the rest of the team, to be able to talk about the little ones and make them feel appreciated and thought of, but be careful not to go too far goes. If you end up becoming the best of buddies with all the members of the team, chances are they will eventually stop listening to you or take you seriously, which they would if you kept some distance.
   • This balance can sometimes be difficult to maintain and is delicate. You want the members of the team to feel comfortable talking to you and you want to be able to communicate openly with each other, but you are not supposed to afford freedoms to, for example, show up late for work or cut corners walk off just because you're such a cool boss.
5. Create social events outside of work. Motivate your team by making sure it's not always all about work, work, work. Have happy hour every month so your employees can relax a bit. Host a weekend football game with interested team members. Have everyone in the team have lunch together once every two weeks, so that the different people get to know each other better and therefore work better together.
   • Don't play it like employees will feel guilty for not participating in these events. If you make it sound as appealing as possible, you will find that most people enjoy participating.

Part 3 of 3: Being a good leader

1. Create a pleasant working environment. If there are tensions in the workplace, or the atmosphere is impersonal, cold and unfriendly, then your employees will not be as motivated compared to a situation where they enter a pleasant work environment where it is safe and the atmosphere is warm and friendly. Okay, there are always people who will never enjoy going to work, but at least you can do your best to make sure they like it as much as possible. Have a treat in the office, windows that provide plenty of sunlight and a friendly, casual atmosphere where people feel comfortable.
   • Encourage interpersonal communication, rather than chat or email. Let people walk around and talk to each other. Sure, this will be 10% less efficient, but it's a lot better for morale.
2. Be specific. If your team has performed really well, don't just say, "Great job! You worked hard!" Let them know you are really involved by citing specific examples of certain achievements. So say something like, "You did a fantastic job with the latest fundraising campaign. Donations are up 30% from last year," or "Your group's reporting was very direct, useful and even entertaining on certain moments. I especially loved the graph on page 3 - it made the point completely clear. ” This way of talking makes your team really feel that you appreciate their hard work.
   • Along the same lines, it is also important to be specific when criticizing. Instead of saying, "You have to work harder," say something like, "This team has to work on producing more monthly reports. If you were to deliver just one more report per week, productivity would really go up."
3. Keep things fresh and interesting. Your job and that of the team may be fairly simple, but try to add as much variety as you can. Even if it is the team's job to write reports all day long, try to find a way to be creative with it so you don't have to do the same thing every day and keep your team members motivated and driven . Whatever the task, as your team members every day. Doing the same thing for 8 hours a day, they can't help but get bored and demotivated.
   • In any case, try to provide some variety for a number of hours a week. Even if it slightly diminishes productivity, it can make people happier and therefore more productive.
4. Stay positive. Try to maintain a positive outlook and show a positive attitude as much as possible. Even if things aren't going as they should, keep your head up, because a positive - and negative - attitude is often very contagious. If you have a positive attitude, the members of the team will certainly follow your lead and be more motivated. If everyone lets their heads down, it is certain that less work will be done.
   • If the members of your team feel that everything is hopeless, why would they still work?
5. Be a good role model. If you really want to motivate the team, you have to be a good role model and someone that every member of your team can look up to. You don't have to be perfect but you do need to be a hard worker, reasonable, willing to communicate, and generally a smart, reliable employee. If you're not a model of the traits you want your team to embody, why would they follow the man in the suit?
   • Treat your employees with kindness and respect. Establish a standard of how you interact.
   • If you've made mistakes, don't try to hide them. Instead, you show that you can learn from it and move on. Your team will respect you all the more for it.