If you’ve ever managed a team, you know how difficult it can be to keep everyone motivated at the same level. All team members start out with an understanding of what needs to be done and by when, but there are a number of things that can cause an individual to lose motivation and hold back the entire team. While there are many things out of the leader’s control, all too often we end up being partly responsible for the demotivation.
Here are three demotivating mistakes of which many managers are guilty:
Not Setting Goals
When working with a team, it is important to define concrete goals. This lets everyone know what the endgame is and what the final results will look like. Create a timeline and make the progress visible to everyone. Think about it: a game with no ending or winners wouldn’t be much fun to play. It would probably just result in chaos and everyone would quit. Sound like any project of which you’ve ever been a part?
Sometimes when people know where they are with a project and just how much progress they have made, it is easier for them to find the motivation to stay on track and complete the task on time. We are naturally drawn to finish lines.
Shallow Relationships
Employers and employees often keep the relationship on a formal, business level. But meaningful work requires trust and teamwork. Without rapport, the members of your team won’t open up to you about personal issues that may be an obstacle for them.
In some cases, personal problems, loss of ownership and loss of purpose can cause people to lose their drive. If you find that anyone on your team is experiencing any of those issues, helping him or her find ways to eliminate them early can keep the team on track.
Trust is built through listening and understanding, so start there.
Not Recognizing Wins
When was the last time you had applause or high fives in your office? It is human nature to want to celebrate victories on occasion and this is an often overlooked tool in our arsenal as managers. Even the most serious and seemingly withdrawn people can be renewed by a good public praising.
Be authentic when acknowledging how much work your team has completed and how well they have done the job. Better yet, ask them how they did it (even if you know) and listen intently. Knowing that the boss is pleased, especially a boss they like, makes people want to continue to do good work.
Motivation is a key ingredient in work performance. There is always a reason for a lack of motivation, so employers should not assume their employees simply don’t want to do their job. Set goals, identify and address outside problems and recognize good performances. Keeping these three things in mind will allow you to keep your team on track and ready to work.
