The 4 Questions That Can Save A Team From Absolute Desmotivation
Directing teams goes beyond listening and patting. The need to have competitive and motivated contributors that contribute to the achievement of the organization’s objectives is evident, but the most surprising is that it is not for everyone.
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What are the three common mistakes in the company that do not know how to motivate?
Treat everyone equally, leaving aside the particular interests of people.
Believe that motivating implies money. In motivation theories money is considered a hygienic element. If it is not, it causes demotivation, but if it is, it does not motivate.
Confuse elements as motivators when they are not. For example, a punctual course, no more.
In the less developed companies it is common to find the motivation of its employees focused on survival, no more.
Imagine when motivation is simply and plainly having work or not.
If you are in a similar place you do not need to be brainwashed about how they consider you in the company
If a company or a manager does not pay attention to the weather or the satisfaction of the worker is because, honestly, he does not care.
It is a choice, of course, legitimate.
But perhaps we have the scenario of people, managers, managers, who really want to change their way of motivating and do not know how to start.
We are going to address them, without haste, because we can set realistic goals, create a plan of actions to achieve a modest goal.
We are not going to get people to be motivated overnight if all that we have harvested is a sad, shady wasteland in the office.
But, if we want to, we can begin to change, slowly, and beginning with our way of controlling our level of motivation and how we communicate it.
Here are some simple questions to start creating a strategy.
4 questions to save them from absolute demotivation!
Are they all in the place that they have to be?
It ensures that each employee is in the position that best suits their professional skills and competencies.
It may not be easy or done at the moment, but you can go redirecting (or rectifying) a recruiting or promotion error by initiating that accompaniment
It has been found that a person who is not qualified to perform the activities or, on the contrary, is overqualified, will soon be demotivated.
You get together with your team … what exactly?
The two usual things (examination or reprimand) are ineffective.
Better bring your people together so that you can jointly establish the goals and objectives you are expected to achieve.
It is very important that people are taken into account in this process (and so they perceive it), since actively participating generates greater commitment. It is not instantaneous, but if you feel part of the challenge, so will the resolution.
Do you know the relationships that your team has? And yours with them?
For the more obsolete managers this will put a burned horn … but yes, you’re going to have to be even more human.
This will ensure that there is a strong enough link to initiate, develop, and sustain the work that each member, and the team in general, will have to accomplish to achieve the goal.
Because do not forget: if we pass the label to relate to people, you’ll be much more credible
Does your team know what you expect from them? (beyond fulfilling their job)
Plan ahead, making the knowledge of your collaborators the expectations you have of your work for a period.
This is stimulating for people as it satisfies their need for security and stability.
For this reason, knowing that the company has them in the future and that, in addition, can climb positions within the organization chart, serves as an incentive to put all their effort.
This is one of the most direct ways of recognizing your work. Better than a punctual pun.
Remember one important thing if you are a manager or you want to be one day: error is part of the triumph
This does not mean that everything is a total disaster, but encouraging the spontaneity of your collaborators will lead to mistakes and mistakes.
But never allow fear or inaction to lose talent, and verify that errors serve to achieve excellent results.
For this reason, staff motivation within organizations is something much more complex that requires creativity, innovation, and willingness to make organizational changes that are necessary to achieve it.
Finally: remember that motivation is not generalizable
That’s why a listening plan