Motivating Others is Tricky Business

All managers have occasionally struggled with how to get the maximum effort out of their team. What drives people to perform productively? Conversely, what de-motivates them and keeps them from doing their best?

Motivating others is tricky business, because people’s motivations are very personal. To reach your team in a way that will enhance their self-motivation, you need to know them well. There’s no simple answer. Some people are simply motivated by money. Most others needs are more complex. Many appreciate public recognition. Tangible accomplishments in themselves are motivation for goal-oriented people. Those who treasure their ability to make a difference find motivation in having their suggestions considered and their ideas implemented. There are those who are so self-motivated that all management needs to do is be careful not to inadvertently de-motivate them. Everyone wants to be recognized as an individual and treated with respect.

A DOZEN THINGS TO DO IF YOU WANT THE MOST FROM YOUR TEAM

1. Know all your team members by name, and know what they do. As often as possible, thank them in a specific way for their contributions.
2. Be aware of people’s personal struggles. You probably don’t need to be involved, but you may need to offer a word of encouragement, or make the occasional special concession to help them get through a tough time.
3. When you need to rally the troops, leave your cheerleading pom-pom’s at home. Appeal to their professional pride, honestly explain the issue in terms to which they will relate, and ask sincerely for their help.
4. Show your team by your actions that you are working with them (not just waving a whip at them).
5. Motivation through fear is counterproductive, but occasionally you may have to kick some butt to get things moving with urgency.
6. Give individuals public credit for team successes, and for work they do that makes you successful. Do not accept credit personally for work done by others.
7. Give people opportunities to grow. Mentor them, and open the budget purse strings for training activities.
8. Provide constant feedback. An annual performance review isn’t enough. Even if you have to raise issues, providing constructive feedback and improvement opportunities will be appreciated in the long term.
9. Explain tasks and priorities to everyone, so they know how what they do contributes to big picture strategy and goals.
10. Celebrate team victories. This may be solving a tough problem, completing a project, coming up with an innovative idea, or just getting through a challenging year.
11. Clear obstacles from your team’s path, so they can move with speed. This may include obtaining management support, diffusing company politics, securing funding, or providing tools and resources to accomplish tasks.
12. Introduce a little fun and lightheartedness into your environment. Work doesn’t always have to be so serious.