What motivates people to work hard and at a high level of performance? It’s an important question for managers because one of your primary responsibilities is to get your people working at the highest level possible. Their performance is affected as much by their morale and motivation as anything else, perhaps even more so. Someone may have skills and experience at a job, but if they aren’t motivated to do it well, what do you think the result is going to be? The challenge is people are motivated by different things. What motivates you may not motivate someone else. We often think about money being a motivator, particularly in relation to work. However, money isn’t everything to everyone. Here are some non-monetary suggestions for motivating your team.
Tip 1: Set challenging but realistic performance goals and review them regularly through the PDP process. It’s essential to recognize and reward good performance.
Tip 2 : Give people demanding and satisfying work. It assists with their development and can help them learn to work on their own initiative (with appropriate monitoring of course).
Tip 3: Offer training and coaching through internal mentoring, relevant internal and/or external training courses or other developmental opportunities and resources.
Tip 4: As much as possible, give people “ownership“ of the work they do, i.e. allow them to take some responsibility. Give them something they can manage for themselves and see through as a complete project.
Tip 5: Help staff find meaning in the work they perform by sharing the big picture. If they are asked to do a small part of a bigger project, let them know it’s relation to the overall project and why it’s important.
Tip 6: Recognize achievements and successes. This can apply to individual or team achievements such as reaching a difficult deadline or completing a major project. Recognition need not mean a bonus; it can include congratulations, thanks and positive feedback.
Tip 7: Pay attention to people, talk to them, listen and learn about them. Try to find each person’s strengths and needs.
Tip 8: Involve staff as much as possible in discussions about the company, its future and its direction. Don’t operate in an atmosphere of secrecy and rumor.
Tip 9: Try to create a good social atmosphere at work. Getting along with the people you work with is a big factor in their decision to stay with a company, even when they are unhappy with other aspects. Don’t underestimate the importance of creating a positive social culture.
Tip 10: Focus on developing your own interpersonal skills such as effective communication, delegation, giving and receiving feedback, coaching, etc. so you are armed with the skills you need to successfully motivate your team.