Seven Ways To Motivate Your Team

It’s 2018, a new year, and a great opportunity to assess what can be done to make your team more collaborative, motivated and effective in the coming year. Here, we share these pillars from executive coach Jan Makela to help you and your team get there.

1. Vision and mission: Begin by asking some key questions. What is it that you want? What is in it for others? There has to be something bigger than you that others can grasp and buy in to. Why does your organization exist? Workers today want to work for organizations that can show a purpose or cause. Makela gives the example of Google, whose corporate mission is “to organize the world’s information and make it universally accessible and useful.”

2. Goals: In just a few weeks, everyone will be setting goals for the New Year, whether it’s losing weight, saving money or something else. And then what happens? The goals go into a drawer or are hidden in an electronic file never to see the light of day until someone asks for them. So, put your goals on display so that the entire team can see them daily. Why? Out of sight means out of mind. Keep your goals in front of the people in charge of accomplishing them and ask them about their progress on a routine basis-preferably weekly. Ask them how they are doing and what can you do to make the goals easier to accomplish.

3. Expectations: Only 30 percent of employees know what is expected of them at work. Your goal is to get people to work and perform together. People will live up or down to the perception of your expectations of them. If they think you believe in their abilities and expect them to do well, they will. Remember, if people don’t know what you expect, don’t be surprised by what you get.

4. Feedback: Positive feedback grows and negative feedback stifles. Catch your employees doing the job right and recognize them for it. They will do more of what generates positive feedback.

5. Treat everyone fairly but not equally: The people you work with are all unique individuals, and although you need to treat each one fairly, that does not necessarily mean equally. They have different values, wants, backgrounds, skill sets and experiences, and most likely they are at different stages of their careers. One size fits nobody. Great managers play chess, meaning that all of the pieces move differently. The key to success is knowing the differences between the pieces, how each piece moves and how to create a strategy that maximizes the moves for all of them. Another key piece of the puzzle is showing your team that you genuinely care about them. They need to know you have their interest at heart; people want to know that someone at work cares about them as a person.

6. Provide tools and resources to do quality work: Most people want to do quality work. Part of that is having the tools and resources to do a quality job. Ask your team members what you can do to make their job easier. If they say, “I need a new widget maker,” get it. Provide them with the resources they need to succeed. If they say they don’t need anything, your response should be, “guess I can expect quality work.” You want to remove any and all reasons for failure. You only leave a path to success.

7. Celebrate success: What do organizations do when they accomplish a big thing? Well, they move on to the next big thing. It is important to stop and celebrate with your team. Allow people to share the memory of what has been accomplished. Simple things like handwritten notes are important. Remember to thank everyone for what they did and how their contribution led to the overall achievement of the group.

The seven pillars can help you and your team stand out within your organization.

Jan Makela is an executive coach, highly-sought after speaker and bestselling author of Cracking the Code to Success and Be the Manager People Won’t Leave. Makela has a long and successful history of working with companies to ensure quality hiring and training practices. His specialty revolves around strength-based leadership development with a focus on working with senior and mid-level executives, business owners and professionals.

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