The key to motivating your team is knowing each individual member well. Once you know each team member you will know what makes them tick therefore you can adapt your leadership approach in order to get increased productivity.
As a leader, it is important that you recognise what you need to do in order to keep your team engaged and focused on the common goal. You’ll need to spend at least as much time building an engaging work environment as you’ll do hiring new people and motivating your staff.
Do not micromanage
By micromanaging most employees turn to managers straight away for answers and become too dependent on them. As a result, employees are less likely to learn, think and come up with quality outcomes on their own. Leaders/managers can offer guidance and assistance when it is required or asked, however they should ensure there is freedom for employees to carry out the job and tasks at hand by themselves.
From time to time employees can foster “tunnel vision” this is where they only focus on their tasks and targets and meet the minimum work requirements. Most employees are capable of achieving a lot more than minimum, it is thought to use the approach of “psychological ownership”. Psychological ownership can empower an employee as they may feel that the organisation belongs to them. By making your team understand how important their role impacts directly the customer and colleagues, this will boost employee confidence and make them go above and beyond what is expected from them.
Step out of your comfort zone
Employees can start to feel that their job is becoming repetitive and boring and may seek a new challenge. Hence as a leader you should push employees out of their comfort zone. Step out of your comfort zone and explain the process to your staff as well as the reasons why. Your behavior will soon resonate. Then, be ready to recognise barriers and understand what motivates the individuals in order to guide your employee’s breakthroughs.
Always share information
As a leader, you will have a better insight as to which direction the business is taking in the next coming weeks, months and years. In order to guide employees to see the bigger picture of the organisation it is important to share as much information as possible, this will strengthen team overall. Mix up sharing company information via meetings, emails, social media platforms or daily wrap up memos.
Produce a work ecosystem aimed on the top performers
The energies you put into increasing your teams operating conditions ought to be aimed in satisfying the top performing employees.
Leaders must understand the best way to motivate the most talented employees in order to improve their productivity. Get to know the obstacles your team are facing and ensure you clear them so that they have no difficulties to get the most important work complete.
A recent study revealed employees feel recognition more fulfilling than any money or gifts. Employee recognition is not one-size-fits all. Thought needs to go into what would be appreciated by the person being recognised. Even though almost everyone already gets this point, managers struggle to deliver constant recognition or feedback when there’s no system implemented that eases the process.
Leaders should appreciate that the bulk of innovations stem from the people that are manufacturing your products or designing your services, that are interacting with customers. Encouraging creativity will not only boost employee drive within the business but will also help in creating a more flexible working environment promoting an openness to change.
Invest in employee learning
Those that get the chance to develop their skills and knowledge will take greater satisfaction in their jobs, therefore managers should encourage employees within the business to gain new skills.
Leaders must ensure that employees are able to use the knowledge gained to accomplish their work and further benefit their career utility, such as: providing on-the-job training and other opportunities to teach your employees new skills.