As a manager, you need to be cognizant of the diversity and that the one shoe fits all approach is doomed to fail. Here are 3 ways to keep your colleagues stay motivated through hard times.
Take advice from research
There may be many theories around the top motivation drivers, but most researchers and industry experts agree that these are the major five ones: 1) Job challenge, 2) Accomplishing something worthwhile, 3) Learning new things, 4) Personal development, and 5) Autonomy.
You would have noticed that friendliness; pay, praise and chances of promotion are not in the top five drivers. We tend to use these insignificant drivers more than the higher rated ones. By readjusting and using higher rated drivers, you may observe the change in your work environment over time.
Set a goal
There is a very popular saying: “If you fail to plan (a goal), you plan (a goal) to fail.” Most of the people are turned on by reasonable goals; they like to measure themselves against a standard. As humans, we like to see who can run the fastest, score the most and work the best. It’s a good idea to set stretch goals. However, they must be realistic. The idea is to make them get out of their comfort zone and set a higher benchmark for themselves and organization, for this, the results must seem achievable. If you set unrealistic goals, demotivation will set in, and the whole purpose of goal setting will be defeated. Once you have a written goal, you are immediately going to be motivated to accomplish it. Write out your to-do list the night before. Identify the three most important things that you must accomplish the next day and start with those first.
Offer your perspective
Instead of talking about better communication, start communicating better. By developing open two-way conversations that are energetic and contagious, your employees will feel comfortable to speak their mind. Make sure you listen to what is not being said. Include employees in meetings to get their perspective. Make your meetings interesting by surprising your employees with a new incentive or a message of appreciation. These ideas show that you are not just the leader, but one who really cares. Once your employees know your working style, you should spend time with them to share your vision or key deliverables over the next one or two years. In addition to these tips, spend time with your colleagues to figure out what drives them, the best case scenario is to have your and team’s motivation drivers aligned for a common cause.
Trying to determined how engaged are your staff, and don’t know where to start? Drop us a message and let us give you a hand.