How to successfully motivate your team

Envisage yourself simply walking into a room full of people and immediately inspiring them to work to their optimum performance without saying a word.It’s a nice thought however in reality, becoming a great and inspirational manager doesn’t just happen, it is something that the majority of us have to consciously work at.The ability to motivate people and keep them motivated is a key trait in any successful leader. Why? Because motivated people will consistently strive to not only achieve, but to go above and beyond. A proven recipe for success. An individual or team with all the talent and capability in the world will simply not reach their full potential if they are not motivated.

As a true leader, it is our responsibility to create an inspirational environment. With that in mind, we can only truly motivate our teams under the following circumstances;

We are in unison with our company’s practices and values.

We acknowledge the fact that we are leaders. Our decisions and actions will not just impact ourselves, but our teams also.

We have an understanding with our line manager which will allow us the latitude to manage and structure our teams.

Motivation is intrinsic. What motivates one individual may not necessarily motivate another. That being said, there are some commonalities which will give us our platform to work with initially. 

Ensure we have defined clear goals for our team members which doesn’t only contribute to the bigger picture, but are aligned to the individual’s aspirations.

We must utilise our team. Not utilising individuals to their fullest can quite easily demotivate them.

Involve the team in decision making whilst encouraging them to share ideas. Simply being told what to do and how to do it may yield compliance, yet it will not empower our teams to do much more than this.

It leads us to the question, how do we as leaders actually create this inspirational environment, completed with an engaged and motivated team who are focused on not only meeting expectations, but exceeding them?

If we aren’t doing all of the below already, then we should start now.

• Celebrate not only the big wins, but the small ones as well. A win is a win!

• Recognise and reward results. Celebrate together!

• Be positive and enthusiastic. If you expect your team to be motivated and enthusiastic, it is critical that you behave in this manner.

• Take the time to get to know your team. Not just what their strengths are but what are their goals? What is important to them? How do they like to be managed? What are their learning styles?

• Take a key interest in your teams learning in order to become and remain experts in your field.

• Lead by example. If you would like your team to treat each other with dignity and respect, it is you who must set the tone.
• Encourage your team to identify solutions to challenges, not problems.

• Provide people with the tools to succeed – i.e. equipment, support, training etc.

• Learn to convert aspirations, needs and vision into tangible results you can deliver on.
• Give your team more responsibility.

• Encourage and empower your team to decide how to approach their work within the defined expectations. Avoid dictating at all costs.
• Frequently communicate with your team both collectively and on a one to one basis.
• Ensure you explain strategic decisions in a timely manner.

So, does this mean you will walk into that room in 12 months’ time and from solely your aura, find yourself inspiring people to want to work at their maximum for you? I’ll be honest, it’s unlikely.

What I will say is by putting this into practice, you will have an engaged and motivated team full of people who genuinely want to work for you. There will be people internally and externally who will want to work for you. People will talk positively about you and your team in public and in private. You will have a driven team, consisting of people who have their purpose whilst remaining focused on results. You will have become a true and successful leader.

If you would like to further discuss any of the topics mentioned in this blog, please contact Richard Jeffery: richard.jeffery@bps-world.com