We live in an era of competitiveness and having the most motivated human team possible is essential for most companies.
However, it is not always easy to achieve this effect. In order to delve deeper into this problem, we will examine some of the most important keys that elevate team motivation and thus facilitate the achievement of the set objectives.
What is team motivation and why is it fundamental
In the times we lived, the markets dominate everything, and that is why it is essential that every company tries to stand out from the others, and this would never be achieved without a strong human team behind it to carry out the job. job. in the most efficient way possible, so that it is ultimately your product or service that captivates the consumer before the rest of the options. But for it to happen, workers must be engaged in the organization, And this is achieved through the motivation of the team.
A team that is not motivated is not going to do all it can, and therefore we will waste very valuable potential, as members of our department will provide a version of themselves that is surely not the best. , the most creative or the most effective, because a motivated person involved in a project undergoes a transformation and generates work of a quality difficult to achieve otherwise, hence the extraordinary importance of team motivation.
Motivation is what gives people the energy to progress towards achieving a goal., Not only in the workplace but in any plane of human life. The motivation of the team would therefore be the key to getting all the members of our working group to execute the behaviors that we are looking for, without sparing any effort, thus facilitating the achievement of all the objectives that have been established to carry out the task. project.
The keys to boosting team motivation
We already know the importance of motivating the right team, but the most important remains: what are the keys to achieve it.
The first thing to keep in mind is that andThe motivational process cannot be fully extrapolated from one person to anotherAs each individual will be more motivated by certain reinforcements than by others. What is certain is that general guidelines can be established which are the ones we will describe below, in order to be able to design an effective motivation plan.
Obviously, the main factor that comes into play in motivating teams is salary. And this is it financial compensation (sometimes supported by supplements in kind) is essential to start and maintain a working relationship. The salary must reach a minimum threshold for the person who receives it if the other factors are to fulfill their motivating function, because if one does not cover his most basic needs, one can hardly expect it. that the worker commits.
However, the salary has a limit on its motivating effect. After a number (which is different for each person), motivation stops increasing thanks to this factor, and we can only achieve maximization in combination with other factors.
In short, the salary is a basic motivator, and without it the other criteria do not work, but after a limit, only the rest of those continue to have effect. It is important to keep this mechanism in mind if we are to achieve the best results in motivating our team.
Another motivating factor in a profession are growth expectations, the knowledge that within the company a professional career can be achieved which will lead to a series of promotions, improvements in conditions, increased responsibilities and even management of teams of more and more people.
This professional growth also involves personal growth, which helps the individual to reach the peak of needs according to Maslow’s pyramid, which is none other than self-realization.
In most cases, monotonous, repetitive, mechanical work quickly overwhelms the worker. and cause them to lose their motivation for the task. This is why it is important to introduce a little dynamism, as far as possible, because not all jobs allow the same degree of change in procedures. The modifications and variety will keep the team active and more motivated.
Of course, the changes should be moderate and always with a correspondence towards the aptitudes and capacities of the worker, since a radical change and entrusting tasks which have nothing to do with their usual place could lead to frustration and therefore the opposite effect of what we are looking for with this mechanism.
4. Work environment
Likewise, it will be crucial have a good working environment if we want to be successful in our team motivation program.
Keep in mind that the worker will spend most of their day in the workplace interacting with co-workers. It is therefore essential that there is a work climate, if not good, at least neutral, because if negative interactions between workers were common on a daily basis, motivation would drop considerably, of course.
5. Effective communication
Another factor necessary to be able to develop team motivation is effective communication, at all levels. That means there must be clear and well-known communication channels for all stakeholders, So that messages arrive and receive a smooth response, whether between project colleagues, between subordinates and managers, and vice versa. If a worker tries to get a message across and does not have a clear channel of communication or does not receive a response, they will be frustrated and demotivated.
The usual secrecy, the lack of transparency in communications, will also lead to a decrease in team motivation, as workers will feel estranged from the company and therefore will not be pressured into getting involved in achieving the goals of the team. “ this, as they will see. as an entity totally independent of themselves. It is essential that communication flows for a team to feel like such.
6. Recognition of successes
Recognizing employees for their successes, letting them know their value and importance to the company is a very motivating factor. If we want a person to be involved in a common challenge, it must feel like an essential element to achieve the goal. If, on the contrary, we ignore him or miss his achievements, what we will get is that he will stop struggling, because he will lose social reinforcement, which is fundamental to motivate teams.
Obviously, the workload assigned to the worker and to the team itself must be reasonable. At some point, extra effort may be needed (Always accompanied by the right motivators), but if that becomes a constant, the only thing we will achieve will be a group of totally exhausted people who will in no way have the motivation to take on the challenges that we have assigned them.
8. Defined objectives
This point has to do with the communication we discussed earlier. Sometimes team leaders are well aware of the goals to be achieved and the tasks to be accomplished to achieve them, but they fail to convey these concepts to the workers they are responsible for. For good team motivation we must clearly communicate the objectives to be achieved, the tools at our disposal and the deadlines to be met.
If, on the contrary, the team lives in constant uncertainty in which priorities fluctuate from day to day, motivation will be lost. In addition, the appropriate level of importance should be assigned to each task. An example of inefficient work dynamics would be to assign top priority to absolutely all requested tasks. The problem is that when everything is urgent, nothing is urgent, because the real priority is lost.
10. The chef
all the points we’ve seen so far are key to getting the team motivated, but maybe none would work if the team didn’t have the right leadership. He The leader is the captain, who must lead the way and lead by example. He shouldn’t demand anything from his team members that he hasn’t proven himself before with his own work.. This attitude is one of the greatest motivations a team can find.
If at the head of the group we have a person who radiates energy, who is fair and hardworking, who assigns tasks with good judgment, gives a certain autonomy to his members, communicates messages perfectly and is decisive in the incidents that arise. produce, we will have a lot of the motivation of the team is done.
- Boada, J., Diego, R., Agulló, E. (2004). Burnout and psychosomatic manifestations resulting from the organizational climate and motivation at work. Psychotheme.
- Marin HS, Placencia, MD (2017). Motivation and job satisfaction of the staff of a private sector health organization. Medical horizon (Lima).
- Plus, JL (2005). Professional motivation and human resources management in the theory of Frederick Herzberg. Management in the third millennium.