Sie müssen Ihr Team motivieren, aber was ist, wenn Sie sich nicht sicher sind, wo Sie anfangen sollen?

The connection "to motivate someone" is a failed concept as it says your actions will qualitatively change someone else's motives. Motives are unique for each individual. I like to ask people what puts them on their feet in the morning and makes them to go to work. If they say something elementary like money (which is a compensation for skills), I keep asking why. Like this, you can discover what really motivates people and align their motives with the job, assignment and challenges so they feel you support them and their motivation. Also it is important to mention, that needs are needs and motives are motives, it is not the same.

Understand Individuals motivation, gain their trust by celebrating small small achievements within the team. Have same Coffee / Chai talks and encourage open communication (obviously you need to start first by opening yourself to them). Address some of the concerns proactively. Be flexible in approach to your solution or towards team tasks. Be open to their feedback even if you feel it won’t make sense initially.

Each and every team member is different. Hence, it's important to take some time & understand what motivates the team individually. We also need to create a positive environment where the team feels free to open up & share their feedback & opinion. The communication about the goals & expectation needs to be precise & clear. Providing IDPs to nourish their skills & expertise is also important for their personal growth. The most important factor is providing a better work-life balance & flexibility.

Start by recognizing and celebrating the team and its achievements, no matter how small. Express your sincere appreciation for their hard work and dedication. Clearly communicate the importance of your contribution to the overall goals of the project or organization. Encourage open communication, listen to their concerns and offer support when needed. Set clear and inspiring goals and emphasize the positive impact that achieving these goals will have on both the team and individuals. Foster a positive and collaborative atmosphere and lead by example with an enthusiastic and can-do attitude.

Before you start anything you need to build trust. It’s the most hardest step but will pay off at the end. So open your cards first and explain your goals. Then show them that you can solve almost every problem which they have, as they need to work and it’s on the manager to give them all the work to be done. Also informal communication on team building, show them that you are the same. After trust is build you will get honest (in most of the cases) answers/feedbacks from them and you can plan the future together.

In my experience, incorporating a thorough analysis of resources, timelines, and potential obstacles is essential to crafting realistic goals. Moreover, planning for deviation and adjustments is crucial in the dynamic landscape of business. Despite our best efforts, unforeseen challenges may arise that require adaptation. Leaders must communicate with their teams to understand what can be done and identify potential barriers that may have gone unnoticed due to communication gaps.

Setting up goals may be an outcome of coaching session when you help someone to discover what was not obvious for them and they draft actions themselves. Knowing you cannot really "motivate people", you can look at their motives when setting up some goals to make these more adherent.

Metas claras y alcanzables: Define metas específicas, medibles, alcanzables, relevantes y con un tiempo determinado (SMART, por sus siglas en inglés). Asegúrate de que todos en el equipo comprendan las metas y estén alineados con los objetivos de la organización.

It's crucial to act on the information gathered during these interactions to remove barriers to success. A clear sign of disconnect between upper management and teams is an absurd amount of turnover. When feedback is mistaken for excuses, or when team members feel their concerns are dismissed, it can lead to frustration and disillusionment. This toxic dynamic not only erodes morale but also undermines productivity and innovation. It's imperative for leaders to actively listen to their team members, validate their concerns, and take concrete actions to address underlying issues.

If you’re not sure where to start motivating your team, initiate an open discussion to identify individual and collective goals. Encourage dialogue to understand their concerns and aspirations. Implement recognition programs, provide opportunities for skill development, and foster a positive work environment. Tailor your approach based on the team’s unique dynamics to effectively boost motivation.

It's essential to recognize that fostering collaboration and creativity requires ongoing effort and commitment. Leaders must actively cultivate an environment where collaboration and creativity are celebrated and rewarded. By recognizing and amplifying successful collaborative efforts and creative breakthroughs, leaders reinforce the importance of these qualities and inspire others to follow suit.

Here it is important to "start with why". Why did Apple or Tesla succeeded in a mission which many other failed? Food for thoughts.

Para promover a colaboração e a criatividade, é essencial criar um ambiente de segurança psicológica, onde os membros se sintam à vontade para compartilhar suas opiniões sem receio de julgamento. Cultivar a habilidade de ouvir atentamente torna-se fundamental nesse contexto.

Un equipo que trabaja unido y en pro de las mismas metas, es un grupo que refleja confianza y comunicación asertiva, todo eso es posible cuando damos la oportunidad a cada uno de los miembros de expresar y aportar desde sus fortalezas al proyecto.

In my experience, even small gestures of recognition, such as verbal praise or personalized thank-you notes, can have a profound impact on team morale and motivation. One of the most powerful forms of recognition and reward, in my experience, is showing appreciation for the hard work and dedication of team members. It's easy to say "thank you for the hard work" or "thanks for getting this in on time," but these small gestures are immensely appreciated, especially when many people are overworked or stretching themselves thin to cover multiple deliverables and projects on a tight deadline. It's the small things that make a big impact.

Recognition is a good servant, but a bad ruler. If all your people are "motivated" just or mainly by recognition, you may end up in a situation when noone actually really cares about the cause and comes just for the rewards. The moment you run out of the rewards, people will leave elsewhere and you are done. Also salary and rewards are NOT motivation, there are compensation - which may, or may not be motives of some people.

Reconoce y celebra los logros: Reconoce el trabajo duro y los logros de tu equipo de manera regular. Puedes hacerlo a través de elogios públicos, premios, reconocimientos o simplemente expresando tu aprecio de manera personal.

Reconocer el trabajo realizado por una persona en el equipo de trabajo, es super motivador y a la vez es una manera de generar mayor seguridad y compromiso a nivel laboral y una reacción positiva en la persona, generando más resultados positivos, ya que es una buena práctica que refleja los valores de la empresa hacia el respeto y admiración hacia sus trabajadores.

In addition to what’s been said, I personally have found that you get a better morale by individually recognising team members when the occasion rises. Yes, sometimes you do need to recognise the team as whole in certain areas, but individual recognition leads to higher morale, higher confidence. It allows your team members to be able to confidently approach you with suggestions, leads to more participation and in essence, allows them to comfortably grow.

The worst example I had when leader tried to lead by example, thinking he had power and authority, however was not capable to do/understand basic things the team did. When he started providing feedback based on personal understanding and not reality/environment/processes, team started ask questions. Advise for leaders: 1. You should be committed and familiar with processes and environment in which your team is working; 2. To gain trust, show the team that you are capable to fix/find solution to the most complex/difficult/outstanding cases, thus you will lead by example; 3. Do not hurry up with providibg negative feedback, if you are not got familiar with situation. May be the employee breached the process, but saved the sla and money 😉.

Agumas alternativas são: 🚀 Conheça Sua Equipe: Entenda quem são, o que gostam e o que os motiva é o primeiro passo. Puxe um papo, seja mais que um "chefe", seja um parceiro. 💡 Estabeleça Metas Desafiadoras, mas Alcançáveis: Nada como um desafio para dar aquele gás! Metas realistas e empolgantes fazem a diferença. 🌐 Mostre o Propósito: Conecte o trabalho deles ao propósito maior da empresa. Quando enxergam o impacto positivo, a motivação vai às alturas. 🎉 Celebre as Pequenas Vitórias: Cada conquista merece ser comemorada. Não espere grandes eventos, celebre as pequenas vitórias no dia a dia. 🗣️ Escute e Esteja Disponível: Abra espaço para sugestões, críticas construtivas. Uma equipe ouvida é uma equipe motivada.

Many leaders, when asked the tricky and wrong question: "How will you motivate your team" fall for an obvious and even more wrong answer: "I will do a team building". While team activities are important and some people may be motivated by the feeling of belonging, I always challenge these leaders to go and ask their teams how many of them are motivated when going to work in the morning by having a team building. The real number is at the limit of zero.

Initiating team motivation begins with understanding individual needs. Conduct one-on-one discussions to identify personal goals and challenges. Foster a positive team culture by recognizing and celebrating achievements. Provide opportunities for skill development and career growth, aligning with team members' aspirations. Establish transparent communication channels to address concerns and gather feedback. Incorporate team-building activities to strengthen interpersonal bonds. Utilize flexible work arrangements to enhance work-life balance. Lead by example, demonstrating enthusiasm and commitment. Regularly reassess motivation strategies based on team dynamics and evolving goals.

Para motivar a tu equipo, puedes seguir una estrategia integral, Recordando que cada equipo es único, importante conocer las preferencias y necesidades específicas de tus empleados. Varios aspectos a tomar en cuenta pueden ser que los salarios sean competitivos respecto al mercado. También es importante implementar programas que ofrezcan beneficios emocionales, como reconocimientos, oportunidades de desarrollo profesional, flexibilidad en el trabajo, y un ambiente laboral positivo. Fomentar la delegación efectiva de tareas y buscar adaptar el entorno laboral a las preferencias y necesidades individuales. Y muy importante es buscar la participación activa en la toma de decisiones, esto puede aumentar el sentido de pertenencia y motivación.