Do you want your team to be motivated? What sort of advice can be given to get management to get excited about the results they want and then manage to achieve those results?
- Be passionate about what you do.
If you understand your work, understand what you do well and what you need to improve, you are in a better position to manage your team. In the case of a team you want to motivate, you need to be passionate about their future. If there are genuine areas of opportunity within the team, you – as management – need to recognize them and seek to help them develop.
- Hold regular team meetings.
So you do not have the time to sit in and just do ‘management’ work, then the solution is to just talk about how you help your team. The communication strategy should vary with what stage of development the members of the team are at about how well the team members are performing. The key to holding regular team meetings is to organize them into more than a discussion about progress. Make sure there is a plan that management can follow at each meeting. As you do this, you will be held accountable by managers and team members of the team, and this will encourage them to perform better and be more creative about their own plans for the future.
- Involve more than just what you do.
Involving your team in broader business activity will be of great benefit to them. Management can be informal if there are so many subjects to do and so many successes that will give the team some experience of what they could achieve with that other person. Involving them here helps them to realize the possibilities, and the possibilities give them a greater sense of their potential and value. They become more internally focused.
- Demonstrate your readiness.
For the team members, you want to take on board their ideas at the start of the project or project planning, but also to share your own experience of the business and what you do. For the manager, use their own experience and how you think to add some more commercial insight. When the team members are connected to where the organization is taking, doing this, you will also feel part of the team. This, in turn, will encourage more creativity and improved performance.
- Challenge them to be better.
When you raise your expectations, the team members assume their responsibility, and the personal responsibility is about themselves. For more effective team motivation, the team members need to be challenged to work with others to share their ideas. The challenge provides feedback, but more fundamentally, the manager also gets to see if they have been doing what is required of them. When the team members see their managers are aware and doing and are not waiting for permission, they feel more valued.
- Recognise the skill, effort, and other quality
Management can do better than this. Here the manager can use specific challenges to illustrate or to coach them on the use of, skills. If the team member is a sales manager, for example, the challenge might be to get him to show evidence of a pre-set number of occasions in the past year of achieving set targets. The challenge would also be to recognize that skill was part of the achievement, then use specific examples to demonstrate a range of well-thought-out customer responses to be used back in the business to demonstrate clearly how a salesperson achieves. In this way there is a sharing of information across the business, and the team member is performing safely in their responsibilities.
- Value the team members’ ideas.
If you are a manager, you have your own ideas for ideas on how they can work. How does this work consistently on your team? Well, they will be right if they have your thoughts and your help, but you also need to value their ideas and recognize that they have them. The problem with managers stopping or restricting the exchange of ideas is that they totally restrict it, and managed actions are short-lived. Use specific challenges to prompt the team member to share ideas. Use these examples of your own experiences to show them you have a plan on how things will happen, you need their input to develop actionable plans, and you know you can count on them to provide their commitment.
- Develop your people.
If you want team motivation, you need managers that are self-developmental. When they feel like they are growing their skills and knowledge, they become much more attractive for other roles. When the manager is the mentor, role-card and mentoring program enables the managers to be now adapting to new ideas or ways of working. Their new skills can be much more valuable for the business and greater value for their team members.