Keeping a team motivated and energised is one of the primary struggles of any manager, particularly when you’re working on complex, multi-faced projects over a large period of time. This is especially true for large teams, where disparate motivations, cultures, personalities and ideologies all often require individual focus and effort.
However, the best leaders are adept at consistently motivating even large workforces, ensuring they remain focused and content throughout various projects, deadlines and timeframes. But how do they achieve this? What actionable tips are there for managers who need to improve their teams motivation?
We came across a superb piece of content developed by London-based training providers STL, who have put together a wonderful infographic charting some of the most effective ways to engage and motivate a workforce. We’ve picked out three of the best tips to share with you:
- Ask about staff pain points
One of the quickest and most effective ways to increase overall team satisfaction is to ask them about their pain points at work, and discuss ways to remove these frictions. Not only does this ensure your team have the best possible environment to do their work, but engaging in an honest discourse in this way shows your staff that you genuinely care about them, and position you as a leader who is willing to listen to their concerns and opinions. As you can imagine, this helps to create a culture of mutual respect, honesty and integrity, and will foster continued loyalty to the business and the overall team.
- Encourage ideas from your team
An excellent way of motivating your team is not only to allow, but to encourage employees at all levels to make suggestions and voice their ideas. When a good idea is presented, ensure you recognise it and act on it, implementing their suggestion and then celebrating their achievement and contribution to the business. This not only encourages a culture of innovation, but fosters a sense of pride and ownership in their roles among the team.
- Be clear about goals and your expectations of your team
The statistics around disengaged employees consistently shows that unhappy employees don’t feel like they know what’s expected of them. You can avoid this by regularly and clearly communicating the business goals, and your subsequent expectations of employees in terms of their role and their individual targets. This helps to encourage a sense of ownership, and provides a genuine sense of meaning around company (and individual) targets.