As a manager passionate about their work, you would have hired selectively, waiting for just the right fit for each role. These are people with stellar backgrounds and proven track records of success. On paper, these individuals are poised to contribute to your culture and help take your department – and your business – to the next level. You would have assembled your dream team carefully and categorically.
These days your team seems to be fine going through the motions. That star performer who put up those crazy numbers in her first three months? She’s hit a plateau, and lately her work product has the telltale signs of complacency – sloppiness, surface-level analysis, and an overall lack of creativity.
You believe in your company wholeheartedly. There’s an entrepreneurial fire burning strong inside that motivates you to work harder each day.
Unfortunately, the same cannot always be said about your employees.
Motivational techniques go a long way in ensuring that your stellar employees stay motivated and stimulated.
Let’s dive in
Recognize a job well done
Recognition is hugely important. You might ask, why should I recognize someone for doing their job? Aren’t they getting paid for this?
Recognition helps create an emotional connect between employer and employee and fulfills our basic needs of esteem and belonging to something that brings us joy.
“Recognition serves a worthwhile purpose. Recognition confirms you’re doing the right thing and encourages you to keep doing it. Plus the act of giving and receiving recognition makes both the giver and receiver feel good, thanks to the hit of dopamine, the feel-good neurotransmitter.”
So the question shouldn’t be why should I recognize my people but rather why shouldn’t I recognize my people
Want a proven motivator for everyone, no matter who it is? Try turning work into a game.
One way to inject some competition into the workplace is through gamification – i.e., introducing elements of game play to your team’s most important tasks.
Medals and badges go a long way in ensuring that motivation stays rampant in your team.
How many times have you heard someone utter the phrase, “I really appreciate how my boss micromanages every aspect of my job.”
Unless you’re lying, I’m going to assume it’s … never.
People value autonomy, knowing that they can take decisions for themselves and their team. Autonomy builds trust and confidence in your employees.
It’s the sure shot way of ensuring that they don’t come running to you for every small issue they face.
However, building autonomy takes time. It first starts with small tasks that you learn to let go, eventually building up to bigger problems that your teams learn to tackle due to increased exposure.
“When managers let their employees be their best selves and challenge themselves, they’re motivated, engaged, and excited.”
Elaborate the WHY
A manager needs his employees to draft an MOM, which approach do you think is most effective?
Approach #1 – Please share the MOM for the meeting we attended. It’s really important.
Approach #2 – Please share the MOM for the meeting we attended, it ensures that we stay on top of the points discussed and also instills trust in the client that we approach the project head on.
When you take the time to explain the reason behind your directions, you’ll get much higher buy-in from your employees.
This is a way for the idea to extend itself to your company’s purpose as well. It all connects.
Focus on Intrinsic Motivation
Creating core values that express the essence of the company, what purpose does your business serve? What problems are you solving? What drives your team’s approach in arriving at a solution?
Making these values visible ensures that it ingrains in the minds of your employees.
“Intrinsic motivation that supports who that person is and what they believe in (e.g. purpose, values, autonomy, progress, relationships) is what matters not only most, but what makes the motivation last (i.e. sustainable happiness).”