Learning how to keep teams inspired and committed helps them succeed. Here are some methods you can use.
How are you keeping your people engaged? It should come as no surprise that more than a few inspiring posters are needed in the break out room.
Engaged employees are those who feel supported by their manager on a day-to-day basis. They take part in the work they do and are continuously inspired by the people who work around them.
Achieving this when working remotely or across satellite offices can be a challenge, but with hundreds of professional workspaces around the world to choose from, services like WeWork All Access can be the first step toward motivating employees. Horizons Offices provide a convenient workspace where teams can collaborate and work productively.
In this article, we will take a closer look at some of the techniques managers can use to help motivate their employees, how unmotivated employees can affect a company’s performance, and how leading by example can help reenergize a business.
The Significance of Motivated Employees.
Keeping employees engaged and engaged in the mission of the company is a lot more than just maintaining performance and productivity.
When teams and individuals lose their motivation, they contribute less of themselves, and companies may begin to lose momentum. New ideas seem to dry up, innovation disappears, the team culture fades and morale drops as a lack of interest in the company’s objectives sets in.
How do we deal with that as energy levels go down? Let us take a look at a few ways to stimulate an employee’s overall engagement and ensure that teams feel valued, included and supported at work.
Establish Achievable Weekly targets.
Long-term goals are an important way to make sure that teams are progressing in the right direction and toward an objective, but hitting smaller targets helps keep individuals motivated along the way.
Consider dividing important tasks into easier-to-manage goals that can be achieved in days and weeks instead of months and years. This not only makes long-term objectives less daunting, but the achievement of many smaller targets also creates a satisfying sense of momentum and progress.
1. Include them in Important Decisions.
Do not leave people ignorant when it comes to making important decisions about the business and its future. Instead, look for opportunities to ask an employee how they feel about everything from product design and packaging to office relocations and sustainability practices.
While not everyone can implement their ideas every time, just being heard and receiving feedback can drive engagement and drive motivation.
2. Get to know them and What they Love.
Be curious about what motivates and fascinates your colleagues. Listen to them, learn about their goals and ambitions, and make proactive choices to help them do their best and move forward on these goals.
That might mean assigning them work that they are most passionate about, or it could be something as simple as reaching out to them for guidance and advice on a specific topic they know inside out.
3. Offer significant rewards.
Let us not complicate matters: In every way to motivate employees, pay is close to number one. Generous salaries, a reasonable workload and a high level of paid leave are key factors in employee satisfaction, performance and retention.
But you can encourage even more performance with fun and meaningful rewards for people and teams that achieve milestones. Rewards such as hot tub weekends and short city breaks can help motivate and challenge teams to succeed.
4. Encourage them to get back to You.
Creating a space for positive and candid communication between managers and employees means that everyone is better equipped to handle problems as they arise, or even avoid them altogether.
Encourage constructive, individual or anonymous feedback and then try to act on that feedback to the best of your ability. Seeking the advice of employees and not heeding their advice can be worse than never seeking the advice of others.
5. Respect Work-Life Balance
The rise of hybrid working has made it more difficult for many of us to switch off and find some semblance of work-life balance, especially those who find themselves without a dedicated workspace away from home.
Managers should lead by example by following the declared hours of work of their colleagues. Ignoring people who overexert themselves not only leads to burnout, but creates unfair pressure on those around them to push themselves too far. Not only is that kind of work environment demoralizing for everyone involved, but ultimately it is bad for business as well.