The secret behind a successful business is a mix of many different factors. However, the human factor is the driving force. Working in a team can sometimes be challenging both for the leader and the members. As a leader, you need to constantly keep your team’s spirit high, resolve any issues and motivate them by making them feel appreciated and rewarded for their hard work.
Related: How to motivate your employees
Its likely your reading this because you’ve decided to boost your team’s confidence and work ethic and transform it into a dream team that is professional, driven and motivated, here are some of the techniques you can use!
Show people they matter
Every employee wants to feel important within the business structure. The worst thing you can do is make someone feel like they are just another brick in the wall. If an employee feels they are easily replaceable, chances are you will need to replace them since soon enough they will be looking for another job where they feel appreciated. Global Studies found that 79% of people who left their jobs did it because of “lack of appreciation”.
An employee who feels appreciated is a happy and motivated employee. If they feel they are important and that they are doing a good job, then they will try even harder to prove themselves. They will be happy to go the extra mile and step up to help others within the company.
It doesn’t take a lot to make someone feel appreciated. As a team leader or manager, you need to praise your employees for the good work they are doing. If they make a mistake, don’t be harsh on them and punish them, but rather encourage them to learn from their mistake and give it another try. Give them opportunities to learn and grow and invest in their careers. By doing so, you are signalising to the team members that they are important to you and your company.
Make them feel part of the bigger picture
The majority of today’s businesses are organized in a hierarchical structure. However, many managers go wrong when they forget that the employees from the lowest tier of the pyramid are the driving force. They need to feel that they are part of the bigger picture and that they contribute to it.
We all know a manager who is behaving in a very arrogant way, not giving any recognition to the workers just because he/she is the manager. In an organisation, everyone fits in the bigger picture. For example, if your company manufactures fridges, the role of the line worker is as important as the work of the salesperson or the dispatcher. For your company to work like a well-oiled machine, you must recognise that all of the workers are equally important.
To make the members of your team feel that they are contributing to the success of the company and promote good teamwork not only between teammates but also between different teams. To encourage teamwork, you need to equally distribute the workflow and take input from everyone into consideration. As an extra suggestion, introducing company workwear can be a good idea that can make your team members feel equal and part of something larger than themselves.
Micromanaging everything sends a clear message that you do not fully trust the people in your team. There is nothing more annoying and discouraging for a worker to be second-guessed the entire time. This can result in frustration and lack of motivation. You might find it hard to let go of the control, but micromanagement is damaging for a team. A recent survey found that 69% of the people who were micromanaged considered leaving their job!
Micromanaging in acceptable when you have a new team member who is still learning how to do the job. However, when it comes to the people you have worked with for years, you need to step back and let them do what they know best.
Show your employees that you trust them. Make yourself available if they need help but don’t check on them every five minutes unless you need to. But first, let them try and work thing out themselves as a team.
Set clear and concise goals
Communication within a team is a top priority for everyone to be aware of what their tasks are, what is expected from them and what are the priorities. A common problem in a lot of companies is the failure to set the goals. This can lead to wasted time and efforts and tensions between workers and management.
For an employee to be able to work to their full potential, they need to know which tasks they need to prioritise and what the end product should look like. It is better to explain yourself extensively than having to redo the entire task again because you’ve given unclear instructions.
To avoiding a loss, make sure each team member knows that they need to be doing. Set deadlines, but if someone comes forward saying the deadline is unrealistic then consider adjusting it because they know better how long will it take. Let your employees know that if there is some uncertainty they can also ask you for additional explanation.
Good working conditions
A company’s downfall can easily be caused by unsatisfied employees who think that they are giving more than they are receiving in return. According to a study, 89% of bosses believe that the employees quit because of better pay. The reality is much more complex.
If you provide your workers with good conditions to work in and fair play, they will be motivated to give even more to the company. The secret of that happy worker who is a part of a company for decades is the fact that they are happy with the conditions they are provided with: decent pay, fair treatment, good annual holiday, nice and safe working environment — all of these need to come together. Even if you overpay an employee but the office they work in is damp and cold, chances are they will still be unhappy and considering to quit.
However, don’t forget about the most important thing – equal treatment. There is nothing that can break a team like favouritism. To you as a manager, all of your employees should be regarded as equal. Failing to do so will result in a lot of frustration and tensions between the workers. Instead, make sure you promote equality and respect among team members.