Energise Your Team to Achieve More

As a leader, one of your key roles is to energise and encourage your team to fly high and achieve more. You may have the best, most skilled team. But if they’re not motivated, it’s highly likely that they won’t achieve their true potential, or support your business goals. On the other hand, work is more enjoyable and productive when the team members are motivated.

All effective leaders want their teams to be filled with people in this state of mind. That’s why it’s vital for you to keep motivating your team to be inspired to achieve more. This is, of course, easier said than done! In this blog, we will share some key strategies and tips that you can employ to achieve just that.

First things first, let’s understand the main types of motivation:

Extrinsic motivation

When you need to use external factors to encourage people. These can be salary increment, bonus checks, rewards and recognition. These are the basic tenets of staying motivated. But there’s more.

Intrinsic motivation

Termed as internal motivation, this is about employee’s personal motivation and satisfaction. These range from the “high” they get after producing high quality work or solving a problem.

You must remember that every team member is different and likely to have a wide combination of motivators. There are also generational differences, which we discuss in this blog. Of course an employee is also responsible for motivating themselves at work, but as a leader, you can encourage that process by creating an environment that is conducive.

Use these strategies to create a motivating environment that energises your team to achieve more:

Provide a purpose

Create a vision for the future that gives you and the team a purpose, something to work towards. Communicate regularly about the progress towards this goal, and make adjustments as required.

Encourage teamwork

One of the most common intrinsic motivator, encourage members to work together in teams to allow them to build connections and achieve group goals. You can link some performance indicators with team goals.

Remain optimistic

In tough times, people look to their leaders to remain optimistic and provide direction. Keep your team focused on the greater picture and make them feel valued for their contribution even in trying times.

Praise praise and reward

A compliment is one of the most powerful ways to let a team member know that you value and appreciate them. Inspire your team by praising them in group meetings. It encourages them (and others) to work better in order to receive the praise. When a reward is due, give it. 

Be approachable

Make sure you remain approachable even as you climb the corporate ladder. Are your team members asking you questions, offering their ideas and giving feedback about what’s not working regularly? If not, then you have to make an effort to remain available for your team, lest they start feeling isolated.

Use these strategies and see how by developing your leadership communication skills, your team’s overall performance, productivity and morale improve greatly.

If you are keen to understand the theories of motivation, here are some reads that we recommend:
  • The Motivation-Hygiene Theory based on the assumption that you can motivate your team by eliminating elements of job dissatisfaction, and then creating conditions for job satisfaction. This blog provides deeper insight and is highly recommend!
  • Maslow’s Hierarchy of Needs which identifies basic needs that all humans have and is perhaps the most commonly used approach to address motivation. This blog outlines why the theory is still relevant.

Of course, money does matter, and understanding strategic compensation will help you structure your business’s rewards and recognition. For more assistance, or to understand your industry’s remuneration and rewards benchmarks, connect with us now.

Readers also enjoyed: How to Create your Perfect Team

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