![]() RescueTime can help you track your team’s progress and successes. If you don’t let people know when you’re happy or excited or impressed, you’re limiting their potential and squashing their motivation. The bulk of your team is there and working as hard as they can to please you and do good work. Simply recognizing contributions and showing appreciation can be a powerful tool for team motivation. Wrote leadership coach Lisa Lai in the Harvard Business Review. “Leaders consistently underestimate the power of acknowledgement to bring forth employees’ best efforts,” It could also just mean more attention from you. Success could mean more visibility in the company, better chances for career growth, and a larger impact on the organization’s purpose and mission. Rewards don’t have to be monetary, either. To dive the best results and insulate your team from workplaces politics, it’s important to link rewards to the overall success of a project. As soon as you bring a group of people together, you have to account for not only their individual motivators, skills, and weaknesses, but also how they interact as a group. As such, team motivation isn’t just individual motivation scaled up. Link rewards to team success, not individual accomplishmentsĪ team is a very different beast from a single member. “Consider putting 10 minutes on your calendar before any meeting to think through which questions will be helpful and won’t interfere with your team’s ability to win.” 2. “Asking questions designed to empower and not instruct requires a lot of forethought,” says Everingham. This means coming up with non-judgmental, thought-provoking questions. This way, all paths to success are still possible and your team is motivated to seek solutions that they connect with and that challenge them. Outline the problem and what success looks like (i.e. ![]() Instead of giving solutions, ask questions. To keep your team motivated, you need to get out of your own way. In short, no one has ever found purpose in being told exactly what to do. But for work to be meaningful, employees need to be able to connect with it on a personal level. Research shows employees find the opportunity to pursue meaningful work more important than salary, working conditions, or opportunities for promotion. Just that you need to understand what motivates people to do their best work. This isn’t to say you should step back completely. ![]() They’re trying to add value, but if you’re in any position of authority and you do this, you’ve just limited the number of outcomes and your path to success pretty dramatically.” “Often, a manager will take their team into a room and say, “Here’s what we need to do,” as they start sketching on a whiteboard. “The observer effect is real in the workplace, and you can affect the outcome of any project as a manager simply by inserting yourself. But too much guidance can actually backfire when it comes to team motivation.Īs James Everingham, Head of Engineering at Instagram, explains: It might seem like the best team leaders guide their employees to the finish line. So what can you do to boost team motivation?īy reading advice from leaders at some of the world’s largest companies, we uncovered just what it takes to motivate a high-performing team. Especially because there’s no one-size-fits-all solution for getting people fired up. After all, teams that are motivated and engaged are more productive, happier, and stick around longer.īut inspiring and motivating people doesn’t always come naturally. For others, it was the challenge or the freedom to choose when and where they work.Īs a leader, understanding what motivates your team is one of the most important things you can do. When we spoke to hundreds of RescueTime users from companies of all sizes, we found that the average employee is only 60% motivated to do their work every single day.Įven worse, when we asked people what they thought motivated them at work there were no clear answers. What motivates people do their best work? Is it the promise of reward? The fear of failure (and losing their job)? Pride? Prestige? Respect?
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