How to Motivate your Team

Motivation comes in two forms: extrinsic and intrinsic. A simple example of the difference between extrinsic and intrinsic motivation is playing a sport to win a championship compared to playing a sport simply because you enjoy it.
When it comes to the workplace, extrinsic motivation manifests as employees being driven to work by the desire to get rewarded for it, while with intrinsic motivation the drive is there because the tasks they are doing are personally fulfilling.
Due to the enjoyment aspect, there is a common misconception that intrinsic is better than extrinsic motivation but the truth is both serve a unique purpose and complement each other. Managers need to find a balance and make use of both; extrinsic motivation can be effective in inducing interest for a task someone might have considered boring for instance.
You’ve tried enticing employees with bonuses, pay raises and benefits, but they’re still missing deliverables and seem unexcited about the job. All of the tried-and-true things you learned about how to motivate a teamdon’t seem to be working.
That’s because you’re using the wrong tools.
The top ways to motivate your team aren’t related to money: They’re related to each individual’s values. Tapping into that form of motivation takes true leadership. But once you do, you’ll unlock the limitless potential of your team.

1. Set clear goals-people need to know what they are doing

Imagine spending half a day doing the wrong task. Unfortunately this is far too common in work places. Managers need to make sure that company goals are clear for all employees, and also make sure that weekly, monthly and quarterly goals are clear.
It is important for team members to know what their individual roles are in achieving the bigger picture. This will lead to enthusiasm and motivation to get to that goal.

2. Avoid the temptation to micromanage them

Human beings crave autonomy and one of the ways to motivate your teams it to allow them some freedom. They will feel like you trust them to do a good job and this will in turn motivate them to want to do a good job.

3. Maintain healthy communication

Giving your team autonomy doesn’t mean being totally hands off, keeping channels of communication open is important. Communication is the only way you can facilitate exchange of ideas that lead to growth and learn about concerns that are demotivating your team.
Encourage the members of your team to fully participate by inviting their input and suggestions on how to do things better, and, whenever possible, implement their solutions.
It should also including both praise and feedback on where employees can improve. Remember that meaningful communication is two-way, not just top down from bosses to employees.

4. Pay your people what they are worth

When you set your employees’ salaries, be sure that their pay is consistent with what other companies in your industry and geographic area are paying. Remember: 26 percent of engaged employees say that they would leave their current job for just a 5 percent increase in pay. Don’t lose great people because you’re underpaying them.

5. Provide them with a pleasant place to work

Everyone wants to work in an office environment that is clean and stimulating, and that makes them feel good instead of bad. You don’t have to spend a lot of money to make an office a more pleasant place to be.

6. Use performance reviews

Performance reviews are an excellent form of feedback that not only helps you create goals for each employee, but lets them know where they stand. They’re a clear, objective form of communication that can be just what an employee needs to improve.

7. Foster collboration

When employees work as a true team, rather than separate individuals, everyone is more productive. Teams hold each other accountable, but also help out when someone is overwhelmed or absent. Outings, fun traditions and friendly competitions foster that sense of collaboration and improveteam motivation.

8. Take some time to know your team

This might be difficult if you run a very large team but responding to people as individuals is one of the ways to motivate them. If you have this knowledge you will be aware of their strengths and weaknesses and support them to make the most of the former and how to improve on the latter.
You will also know what rewards will work best for which people and will not risk giving concert tickets to someone who cannot stand crowds.

9. Appreciate your employees

Gratitude in the workplace is often under-looked but it has the same benefits it has in people’s personal lives. A simple thank you costs nothing but will result in more motivated and engaged employees. A survey done by Glassdoor found that four out of five employees were motivated to work harder when their bosses appreciated their work.
Appreciation can also be in the form of bonuses and several other rewards. Some companies like the North 6th agency went one step further and actually let employees pick their own rewards. Because individuals are different, they choose the reward that motivates them the most. They can select from the categories of health, travel, experience, transport and housing, quality of life, dream pick and money too.

10. Encourage happiness

Happy employees are enthusiastic and positive members of the team, and their attitude is infectious. Keep an eye on whether or not your people are happy with their work, their employer, and you. If they’re not, you can count on this unhappiness to spread.

11. Don’t punish failure

We all make mistakes. It’s part of being human. The key is to learn valuable lessons from those mistakes so we don’t make them again. When members of your team make honest mistakes, don’t punish them–instead, encourage them to try again.

12. Set clear goals

In one study, 63 percent of employees reported that they wasted time at work because they weren’t aware of what work was a priority, and what wasn’t. As a leader, it’s your job to work with the members of your team to set clear goals. And once you do that, make sure everyone knows exactly what those goals are, what their relative priority is, and what the team’s role is in reaching them.

13. Lead by example

Sharing your vision isn’t enough – you must live your purpose every day. Great leaders embody the traits they want to see in their team: hard work, dedication, loyalty and more. Admit when you’re wrong. Learn from your mistakes. You’ll inspire your team to do the same.

14. Discover your leadership style

Leading by example is a great start, but you can dig deeper. What are your strengths and weaknesses? Once you know your natural leadership style, you can develop your skills and become a well-rounded leader who can switch styles to inspire a team in any circumstance.

15. Master communication

The best leaders are the best communicators. They excel at reading nonverbal cues and use mirroring and pacing techniques to exert influence. They’re able to adapt to different communication styles to ensure they are understood. And they are always empathetic and open to new views.

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