{"id":60121,"date":"2024-02-14T10:15:19","date_gmt":"2024-02-14T15:15:19","guid":{"rendered":"https:\/\/www.sogolytics.com\/blog\/?p=60121"},"modified":"2024-03-28T08:32:02","modified_gmt":"2024-03-28T12:32:02","slug":"how-to-motivate-your-team-at-work","status":"publish","type":"post","link":"https:\/\/www.sogolytics.com\/blog\/how-to-motivate-your-team-at-work\/","title":{"rendered":"How to Motivate Your Team at Work: 7 Strategies for Success"},"content":{"rendered":"

Enrique has a talented team at work. The people he manages are highly skilled, bring a breadth of experience to their jobs, and have diverse perspectives to offer. Happily, everyone gets along, too. Yet, lately, his dream team has struggled with motivation. They know what to do and how to do it, but their enthusiasm is gone.<\/p>\n

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Enrique needs to make some changes. You may be looking to do the same. This article shares several strategies for how to motivate your team at work.<\/p>\n

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The value of workplace motivation strategies<\/h2>\n

Managers like Enrique and other human resources professionals can easily see the value of knowing how to motivate people at work. A motivated workforce typically has improved performance, more engaged employees, greater retention rates, and a stronger company culture. Even a fellow team member can employ motivation strategies to see their peers working harder and raising the prospects of that entire group.<\/p>\n

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We often think motivation needs to come from within. That\u2019s why this series began with a discussion of how to self-motivate at work<\/a>. We also discussed in another article the challenges that can derail motivation<\/a>. Nevertheless, by knowing how to motivate others, you can support stronger employee experience, with its many corollary benefits.<\/p>\n

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1. Build strong company culture<\/h2>\n

Yep, we just said that a motivated workforce<\/a> supports a stronger culture, so telling you to focus on developing a positive company culture may sound a little like a chicken-egg scenario. Still, focusing on creating an environment where your people feel respected and heard benefits motivation.<\/p>\n

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Individuals also want to trust that their organization has their interests in mind (and, increasingly, cares about the community<\/a> and society, too). Take M&T Bank. They created a program that gives employees 40 hours of paid time off to volunteer<\/a> for a cause that they care about. This showed care about both the individual and community, while supporting the company\u2019s overall mission of making a difference in people\u2019s lives.<\/p>\n

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2. Individualize your approach<\/h2>\n

Yes, you need to think about the business as a whole. But, when it comes to motivating a specific individual, taking a personalized approach is more likely to have a positive impact. Improved compensation might speak to one person while gaining greater responsibility might motivate another. \u201cThe trick is understanding what is the most important thing for each person,\u201d Becky Seefeldt of Benefit Resource, LLC, told Forbes<\/a>.<\/p>\n

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Of course, it bears noting that all employee engagement techniques must balance organizational needs and individual preferences and styles. The more you know about your team, the more effectively you will be able to engage and motivate them.<\/p>\n

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3. Communicate effectively<\/h2>\n

It can be difficult to motivate when expectations are unclear or people don\u2019t know the context for why they need to do a certain task or why a process had to change. When you want to motivate a team at work, make sure you first take the time to effectively communicate the full plan and its goals.<\/p>\n

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You don\u2019t need to overwhelm everyone with details. Still, you want to help your people understand what you expect of them and the value of that work. It\u2019s best if you can connect the work to opportunities for individual improvement and growth in addition to talking about meting overall business objectives.<\/p>\n

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4. Appeal to agency<\/h2>\n

Workers today want to shape the agenda, for their careers and for the organization at large. Giving individuals meaningful choices and influence over what they do and how they do it is powerful. In Deloitte\u2019s 2023 Global Human Capital Trends survey, 84% of business leaders surveyed deemed worker agency \u201cimportant<\/a> or very important to their organization.\u201d<\/p>\n

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But, how do you truly harness worker agency? Deloitte suggests cultivating a \u201ccreator\u2019s mindset.\u201d Instead of simply asking individuals to adapt to change, involve them in actively shaping new practices and developing new processes. This can mean:<\/p>\n

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