Tips for Effective Team Motivation

Coming together is a beginning.Keeping together is progress.Working together is success.

Born: July 30, 1863, Greenfield Township, MichiganDied: April 7, 1947, Fair Lane, Dearborn, Michigan, United StatesOrganizations founded: Ford Motor Company, The Henry Ford, 

The Success of Teamwork

Henry Ford

All our dreams can come true if we have the courage to pursue them

Walt Disney

Walter Elias "Walt" Disney was an American entrepreneur, animator, voice actor and film producer. A pioneer of the American animation industry, he introduced several developments in the production of cartoons.Born: December 5, 1901, Hermosa, Chicago, Illinois, United StatesDied: December 15, 1966, Burbank, California, United States

Do right . Do your best. Treat others as you want to be treated

Lou Holtz

Louis Leo "Lou" Holtz is a former American football player, coach, and analyst. He served as the head football coach at The College of William & Mary, North Carolina State University, Born: January 6, 1937 (age 79), Follansbee, West Virginia, United StatesPast teams coached: South Carolina Gamecocks football (Head coach, 1999–2004),

I want to be the champion. I am confident I can do it.

Lin Dan

Lin Dan is a professional badminton player from China. He is a two-time Olympic champion, five-time world champion, and six-time All England champion. Born: October 14, 1983 (age 32), Height: 1.76 m

The manager's challenge is to figure out how to tap into that motivation to accomplish work goals. Fortunately, the manager controls the key environmental factors necessary to motivate employees.The most significant factor, that the manager controls, is his or her relationship with each employee. The second most important factor in a manager's ability to motivate employees is creating a work environment and organizational culture that fosters employee motivation and engagement.

Employee motivation

Pay your people what they are worth

When you set your employees' salaries, be sure that their pay is consistent with what other companies in your industry and geographic area are paying. Remember: 26 percent of engaged employees say that they would leave their current job for just a 5 percent increase in pay. Don't lose great people because you're underpaying them.

Offer opportunities for self-development

The members of your team will be more valuable to your organization, and to themselves, when they have opportunities to learn new skills. Provide your team with the training they need to advance in their careers and to become knowledgeable about the latest technologies and industry news.

Encourage happiness

Happy employees are enthusiastic and positive members of the team, and their attitude is infectious. Keep an eye on whether or not your people are happy with their work, their employer, and you. If they're not, you can count on this unhappiness to spread

Don't punish failure

We all make mistakes. It's part of being human. The key is to learn valuable lessons from those mistakes so we don't make them again. When members of your team make honest mistakes, don't punish them--instead, encourage them to try again

Set clear goals

As a leader, it's your job to work with the members of your team to set clear goals. And once you do that, make sure everyone knows exactly what those goals are, what their relative priority is, and what the team's role is in reaching them

Don't micromanage

No one likes a boss who is constantly looking over her shoulder and second-guessing her every decision. In fact, 38 percent of employees in one survey reported that they would rather take on unpleasant activities than sit next to a micromanaging boss. Provide your people with clear goals , and then let them figure out the best way to achieve them.

Avoid useless meetings

Meetings can be an incredible waste of time--the average professional wastes 3.8 hours in unproductive meetings each and every week. Create an agenda for your meetings and distribute it in advance. Invite only the people who really need to attend, start the meeting on time, and then end it as quickly as you possibly can.

Plan carefully

Because long-term strategies rarely survive their first brushes with reality, you’ll need to collaborate with your team on how to best achieve them, because they probably know best. Review the plans and get everyone involved in how to proceed.Give them active, important roles in building those plans, as well as controlling deadlines, scheduling, project management, and scope creep.

Be there for them

Lead from the front, ready to smooth the path and provide anything they need to in order to execute.

During a crunch time or crisis, roll up your sleeves, and work side-by-side with them until everything’s back to normal

Continuous Review And Evaluation

The team regularly evaluates its progress from two perspectives. First, is the team getting the results that are expected by its customers or other in the company? In dealing with customers, does the team set up mechanisms to continually ask customers, “how are we doing?”

If you want to build a high performance team, then you absolutely have to learn how to motivate team members. Side benefits of this include high levels of team-member job satisfaction, and good staff retention.

You can stimulate high performance through providing interesting and challenging work, helping people set and achieve meaningful goals, and recognizing and rewarding high performance in ways that are valued by each individual.

Making a point of motivating people is a challenge in and of itself. Once you decide you are up to it, however, you too will reap the rewards and benefits. This creates a momentum that will help you and your team achieve great success.