Its vitally important for a manager or leader to be able to motivate teams and individuals as that leader has a pivotal role to play in setting the objectives and goals of individuals and the team and this has a major effect of making that work achievable, enjoyable and satisfying for the individuals and the team.
Leaders should look to identify what motivates each employee and the team so appropriate goals can be set that are also achievable and agreeable to the manager and the team, as well as the individuals.
Some team members may be motivated by financial gains (bonus), some by praise and recognition and some by flexibility around hours of work. Some may be motivated by a combination of these. To generate the correct approach a manager can undertake a one on one analysis of each employee, the benefits of this are that it’s likely that employees will appreciate this approach as it would entail a manager taking an interest in them and the information this provides would help make an improved and happier working environment.
There are many ways to try to motivate individuals teams as described earlier, different people have different values and respond to different things. As a manager or a leader, we can do certain things to help gain employees trust and commitment: treat each of them fairly by being honest and frank and dealing with them in a straightforward manner (Treat them as you would want to be treated). This shows them respect and ensures that each person is rewarded fairly and not reprimanded unfairly either. For e.g. A worker who works well consistently may well be overlooked because his performance is always at a reasonably high level whereas a generally lazy worker does one thing well and is then rewarded. This can cause friction so its important that performance is categorised correctly and in context.
Leading by example is a good approach and this can help grow employee commitment. If they feel that you “have their back” then this will lead to them expressing themselves more and taking on responsibility, a good manager wants his staff to take responsibility, he doesn’t want to control them. If they feel that you trust them and have faith in them they are more likely to commit and support, you as their manager also. Share information with the team don’t try to control everything and micromanage them, trust them to do their jobs.
Give thanks or praise when it is due but do it fairly. Set realistic goals for individuals and the team in order maintain those motivations, (if goals are nt achievable then they won’t strive to hit them) Employees need to have milestones and performance indicators with timeframes against which their achievements can be framed and the leader needs to motivate them to reach out towards these targets
A motivated team will have a positive approach to work whether that be as individuals or as the team, they are keen to take on new challenges, new roles and opportunities, they will support each other when times are tough and not look for someone to blame. They will have a far better chance of success if they have cohesion and a common goal. They will have constructive conflict which wont lead to damage to the team and will be reliant on each other and there will likely be a clear management structure that is adhered to.