Team Motivation

Team Motivation

Team motivation is vital for success of every project. This topic is touched several times by several persons; I am attempting to shape it and adding my experience to make more fruitful for your organization.  

In simple words, motivation is the psychological feature that arouses an individual to action toward a desired goal. In other words, motivation is an incentive that generates goal-directed behaviors.

Motivation plays an immaculately precious role in any organization. It is a trait that should be instilled in every employee of an organization, despite their designation or responsibilities. Having stated that; it is imperative that, senior management looks at ways of increasing team motivation within an organization.

Whatever the nature of the team formation is, it is important that such groups of people falling in to one or more teams act in harmony and in line with an organization's ultimate goals.

Motivation facilitates to:

• Accomplish goals
• Create the power to change
• Gain a positive perspective
• Build self-esteem and capability
• Manage their own development

Focal Approaches for Team Motivation

Every Project manager want a highly motivated team who don't take time off work, don't keep looking for other jobs, and make a positive contribution to your organization.  There are two approaches need to take with each member of your team.

1.   Pessimistic Team Motivation

On the outset you may feel that some managers really enjoy belittling employees and shouting at them all the time.

Such approach to motivation is guided by the fear factor principal and is a very primary approach; one that we know from our childhood. Therefore, the effects of such negative motivational techniques will surely be effective in short term as against the desired result of long term. Some managers circumvent to confer opportunity to their immediate subordinate to grow because they are dreaded if they run fast and cross them.  

Let resume our discussion, on the other hand, other managers also tend to set unrealistic goals before their teams in hopes of getting team members to work harder and more effectively.

However, as this delusion takes its posture, employees will become understand the unrealistic nature of the goals and also will feel de-motivated at the same time due to the lack of achievement orientation.

Which motivation philosopher’s thought comes in your mind while discussing this. If it is McGregor’s Theory X then you are on right track. If not then please read motivational theories once again. Link for the same is below-

http://theprojectmgmt4u.blogspot.com/2012/12/motivation-theories.html

2.   Optimistic Team Motivation

Since the primary approach of negative motivation techniques have not brought about effective results, more and more managers have now turned to positive motivational techniques.

Guiding a team's motivation based on positive reinforcement involves a few steps:

• You will need to understand individual strengths and weaknesses and how these strengths and weaknesses affect the person and his/her team when operating within a team.
• Building self esteem of both the team and individuals.
• Assigning value to each team member (for e.g. seeking their opinion, sharing information and allowing their contribution to play a role in team decisions).

Dynamics of Team Motivation

Team Dynamics are the hidden forces that operate in a team between different people or groups. Team Dynamics can strongly influence how a team reacts, behaves or performs, and the effects of team dynamics are often very complex.

Almost all teams have members who are changing or transitioning in and out of the team; and requirements and tasks within the team are constantly modified and becoming more focused on the goal. In fact, teams that never change can become stagnant; this leads to decreased motivation within the team. Therefore, monitoring the motivating factors within the team is vital to team success and increased motivation for the future. The keys to successfully managing these motivating factors in an environment of constant team dynamics require understanding the team members, understanding the team goals, and providing consistent leadership throughout the project or life of the team.

 

·         Don't Allow Assumptions to Rule

So you may evaluate an individual's strengths and weaknesses and may falsely conclude that this person will not function effectively within a team due to his/her personal traits.

But unless otherwise you put this person in a team environment and observe the team dynamics, you wouldn't definitely know the outcome. Therefore, the rule of the thumb for any manager is not to isolate their team members due to assumptions that you may hold.

·         Know That People are Different

Secondly, it should be noted that people differ from one another. Therefore, when it comes to team motivation, the managers will need to do certain things to balance out negative effects.

You will be dealing with different personalities therefore, although there are set rules by which a team operates, your diplomacy and flexibility in operation too will contribute to successful team motivation to be retained.

·         Don't Isolate the Black Sheep

The third factor is not to isolate black sheep. Any family or any organization will have black sheep. These are radical individuals who seek extra attention.

Therefore, rather than isolating these characters, you will need to be skilful enough to reassure a sense of belonging to such individuals. The truth of the matter is that once such individuals feel secured and important, they will become very loyal to his clan.

·         Understand the Psychology behind things

A little bit of psychology goes a long way in motivating teams. You do not need to have studied psychology formally to understand the basic concepts.

However, it would come in handy if you have read about a couple of motivational theories and motivational factors that contribute to human dynamics. When you know underlying factors of a certain concept, you will be better able to address the issue.

·         Lead by example

If you are mentoring a team and if you are trying to build team spirit among the individuals, but if you are not a good spirited individual yourself, it will become extremely difficult for you to get your team to achieve a sense of identity as a team.

So a team should always have someone leading by example in order to become motivated sufficiently.

·         Work and fun equilibrium

And lastly but not in the very least; try to strike a balance between work and fun. Every team needs to engage in work and non-work related activities to build up their spirit.

Managers must think like a Leader

When you become a Manager, success is all about growing others. It’s about making the people who work for you smarter, bigger, and bolder. Nothing you do anymore as an individual matters except how you nurture and support your team and help its members increase their self-confidence. Yes, you will get your share of attention from up above—but only inasmuch as your team wins. Put another way: Your success as a leader will come not from what you do but from the reflected glory of your team.

Now, that’s a big transition—and no question, it’s hard. Being a leader basically requires a whole new mindset. You’re no longer constantly thinking “How can I stand out?” but “How can I help my people do their jobs better?” Sometimes that requires undoing a couple of decades of momentum. After all, you probably spent your entire life, starting in grade school and continuing through your last job, as a contributor who excels at “raising your hand.” But the good news is that you’ve been promoted because someone above you believes you have the stuff to make the leap from star player to successful coach.

What does that leap actually involve? First and foremost, you need to actively mentor your people. Exude positive energy about life and the work that you are doing together, show optimism about the future, and care. Care passionately about each person’s progress. Give your people feedback—not just at yearend and midyear performance reviews but after meetings, presentations, or visits to clients. Make every significant event a teaching moment. Discuss what you like about what they are doing and ways that they can improve. Your energy will energize those around you.

And there’s no need for sugarcoating. Use total candor, which happens, incidentally, to be one of the defining characteristics of effective leaders.

Through it all, never forget—you’re a leader now. It’s not about you anymore. It’s about them.

People leave managers not companies

A study came up with surprising finding: If you’re losing good people, look to their immediate supervisor. More than any other single reason, he is the reason people stay and thrive in an organization. And he’s the reason why they quit, taking their knowledge, experience and contacts with them. Often, straight to the competition.

“People leave managers not companies”. So much money has been thrown at the challenge of keeping good people – in the form of better pay, better perks and better training – when in the end, turnover is mostly a manager issue.

If you have turnover problem, please first look to your managers and supervisors.

Beyond a point, an employee’s primary need has less to do with money, and more to do with how he’s treated and how valued he feels. Much of this depends directly on the immediate manager. 

Therefore, make sure that your team received plenty of opportunities to mingle with one another and share a good laughter. Little things go a long way in human dynamics and such spirit built over a cup of coffee will take your organization a long way at the end of the day.