Giving the Right Push: 7 Ways You Can Motivate Your Team to Perform from We Blog Better

Giving the Right Push: 7 Ways You Can Motivate Your Team to Perform

Posted: 12 Dec 2013 09:00 PM PST

"To whom much is given is also expected to give as much". This is an adage that can be easily applied to managers and leaders whom are demanded to handle people in a team. The thing is when it comes to workplaces, it's not only the skills that you need to help develop in people.

It's equally imperative that your employees maintain a healthy sense of self-respect not just for what they do but about themselves as well. This puts the burden of boosting the morale of your subordinates on your shoulders, which apparently isn't an easy task.

No manager wants a dispirited team member. Not only is this breed of employees tough to work with, their attitude can also be detrimental to the collective accomplishment of the team which unfortunately can have a negative impact on the company's overall success. So if you're looking for ways to motivate the members of your crew, here are seven that will help you do just that.

1. Understand and master the process.
If you expect your team to perform like a well-oiled engine, you need to ensure that you all know and truly understand what you're doing. It doesn't really matter whether you just stepped into the group or you've been with them for long; what matters is that your commitment to perfecting how your team functions.

Make sure that every member has a clear grasp of their role and how fundamental it is to the whole process. It's also important that everyone is aware of the company's and team's goals and these are reflected on how your roles should be carried out. Make it a point to have a clear vision of what you're doing at work and what you're doing it for.

2. Play to their strengths.
One of the most common letdowns in a team is when it fails to operate smoothly after one or two members fail to deliver what is expected of them, particularly if it isn't their specialty. Some managers or team leaders may argue that giving members tasks that are not within their comfort zone can push them to learn new skills and be more versatile workers.

However, this can also be counterintuitive as pushing them too hard can do a half-baked job. So before you explore your staff's other skills, maximize first whatever is it that they do best and communicate with them that you see a future where they'll learn new competencies and contribute it to the success of the team.

3. Set KPIs.
A shorthand for key performance indicators, it is the job of KPIs to help you measure the performance of each team member. The criteria factored into KPIs are often quantifiable to make it easier for leaders to assess the members' accomplishments. You can set a standard grade of output and other quantitative metrics to make your assessment easier.

On the other hand, you can also set an evaluation system that leans on the qualitative side of performance. Instead of rating the bases numerically, you can simply rate each criterion based on what you have observed; just make sure that you remain as objective as possible.

4. Compensate them adequately.
Let's face it: one of the primary reasons why people look for jobs is to earn money. Your staff may sing songs about how they want to pursue their biggest ambitions, but the reality behind it is they're simply earning their everyday paycheck.

This essential fact makes it imperative that you compensate your employees sufficiently. Provide them a salary that is commensurate to their skills and the amount of work they are expected to deliver. Your team members will also appreciate it if you organize an incentive system and other fringe benefits for them.

5. Be generous with praise.
Money and other tangible perks may be effective motivating factors for employees, but if there is one thing that equally matters to your crew, it's their self-esteem. If you think about it, not all people are earning as much as they want to but a lot of times you'll hear stories about them keeping their job because it allows them to do what they really want and actually get paid for it.

While different people have different reasons, all you need to remember is that to have motivated team members, you need to compliment them especially when they do something exceptional. It would also be better if you develop this culture in your team and reinforce the solidarity that is there to begin with.

6. Monitor performance.
Establishing KPIs will be for naught if you don't implement them religiously. To ensure that your team meets the standards and see if they are outdoing it, take note of how each member is performing and set a schedule for evaluation that is realistic and can stick to.

Keep in mind that it's important that pushing your team to do better entails that they know how they are currently doing so that they would have actual data they can use for comparison. When they see for themselves how they are performing, it will be easier for you to make them realize which areas they need to strengthen and develop.

7. Lead by example. Any effort you exert in motivating them will be futile if you don't abide by the same rules. It only makes sense that you do an outstanding job as a leader and an employee so that your staff has a benchmark of efficiency and morale. You also need to be open to criticism as much as you welcome approval. It's easier to inspire camaraderie in the workplace if your subordinates see and feel that you their leaders are being the perfect example.

Motivating other people to become the best version of themselves at work is not an easy job. But instead of treating it as a mere chore, consider it an opportunity to shape your colleagues to the future leaders of your company. When you're able to help make them assets of the company by treating them fairly and reminding them of their value to the company, that's when you know you've done your job.

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