When it comes to real-life cringe-worthy motivational techniques, David Brent or Nev from the Call Centre have nothing to worry about. We’ve all heard about, if not seen, motivational posters on the wall, a boss that dresses as Superman, and role-play team bonding sessions. And whilst we may laugh about them, the reality is that they often have the opposite effect.
If you really want to inspire your team, here’s how you do it…
1. Be genuine
We can all tell when something we are being told feels fake, that’s why it’s important to be genuine with your team, both in your interest in your team, and what you are telling them. Be genuinely interested in what your employees have done over the weekend, anddevelop a rapport with them. And don’t deliver updates as if you’re reading from a script, because, if you don’t believe what you’re telling your employees, they won’t believe you either.
2. Be enthusiastic
We’re not talking about the false, happy-clappy enthusiasm, but genuine enthusiasm for what you are doing, having a positive outlook and a belief in what can be achieved.Share both the business vision and your own personal vision for the team. It’s important to use positive language, and take genuine delight in your team’s successes.
3. Give employees a reason to care
Successful managers and leaders know what they do and why they do it, both in terms of their own role, and how it fits in with the business and it’s objectives. It’s important that all employees know why they do the job they do, and how that fits in with the wider business goals. The more they understand how their role contributes to the success of the business, the more they will be inspired.
4. Provide support and assistance
It's no good asking people to carry out a task, motivate them to do so, and then not provide the support and assistance they need to complete that task. Make sure your team have the skills, training and tools they need to carry out what you’ve asked of them to the best of their ability. Investing in people, whether it’s on a training course, providing technology so they can work remotely, or just giving them some of your time will motivate and engage them.
5. Have a workable plan
If you’re asking employees to help you achieve an objective, then they need to know the end goal. But it’s important that you break the overall objective into smaller achievable goals/stepping stones, and communicate these. Share your vision, milestones and your time-scales, so that the overall objective doesn’t feel so overwhelming.
6. Encourage employees to contribute
Let your employees know that you welcome all ideas for improvements to the way they work, both individually and as a team. Take the time to really listen and understand their ideas, and always feedback to the employee what has happened as a result of their suggestion. If you’re not implementing their suggestion, let them know why.
7. Make it a consistent theme
Amongst day-to-day tasks and pressing deadlines it’s easy to get distracted. Inspiring and motivating your team isn’t a one-off activity, it needs to be part of your day-to-day role. Make reviewing and celebrating progress a regular occurrence, along with updating your team on what still needs to be done. Remember to keep communicating your team vision to your employees, and explaining how they contribute to that vision.
