Maintaining your team’s motivation throughout the year is a challenge that all managers and senior employers encounter, whether they are line managers of engineering firms or sales directors in charge of 20 salespeople.

The workforce is understandably feeling down after the joy and frolics of Christmas, especially with the chilly and gloomy mornings remaining against us. What can you do to motivate your team, inspire them, and inspire them to smile every day they report to work?

When your employees are inspired, they are more engaged in their work, which in turn improves the output of the entire team. Happy customers are happy staff!

Why motivate your team?

Even if your employees are highly skilled, it’s doubtful that they will reach their full potential if they lack motivation. On the other hand, when people are motivated, work seems simple.

People who are motivated are upbeat, enthusiastic about what they are doing, and aware that they are devoting their time to something genuinely valuable. In summary, if you motivate your team, individuals work hard and like their employment.

Two different motivational styles

Extrinsic and intrinsic motivation are the two main categories. 

  • Extrinsic motivation refers to the utilization of outside forces to influence your team’s behavior. Extrinsic motivators include pay increases, vacation time, bonus checks, and the prospect of losing one’s job. Some are beneficial, some are less so.
  • Internal drives are intrinsic motivation. It involves a personal motivation to succeed, to create excellent work, or to collaborate with coworkers you like and trust. People that are intrinsically motivated find considerable happiness and enjoyment in their work.

Techniques for increasing employee motivation

The following techniques and tactics can be used by managers to foster a positive work environment for their teams.

Verify your presumptions

You may not be aware of it, but the way you view your employees has a big impact on the way you manage them.

Do you believe, for instance, that your team members need constant monitoring because they find work unpleasant? Or do you think they enjoy their work and will likely have more flexibility and responsibility in the future?

Create satisfaction and get rid of dissatisfaction

According to psychologist Fredrick Herzberg, you can inspire your team by removing factors that contribute to job discontent and then establishing favorable work environments.

He emphasized in his Motivation-Hygiene Theory that common sources of unhappiness include obnoxious corporate policies, overbearing management, and uncertain employment. People won’t be content at work if you don’t handle these problems, and you’ll have a hard time, if not impossible, motivating your team.

Customize your motivational strategy

Keep in mind that each person on your team has distinct circumstances, histories, and experiences. Therefore, each person may be motivated by various factors and have varying degrees of self-motivational skills. Each team member will feel more driven if you try to understand them.

You can customize your approach to motivation using a variety of tools and techniques, however, not all of them are entirely compatible with one another. Make sure to select the theory or model that best matches your circumstances, keeping in mind that every person and circumstance is unique.

Transparent, regular communication

The key to your team’s success is clear and frequent communication. Employees dislike being maintained in the dark about any issues. Look at the way you now inform your team of critical information.

Are they sent through email? or by way of the office rumors being spread while brewing tea. Are there any areas or processes you could make improvements in? Weekly 10-minute catch-ups with staff may help clear up any confusion or prevent problems before they arise.

Promote career advancement

If a worker believes there is limited room for advancement, they might believe there is nothing to strive for. Give employees additional duties to increase their experience and position them for advancement. provide chances for learning and growth.

Worker surveys

An anonymous employee survey is a useful tool for learning the true feelings of employees about their jobs. The survey’s findings might make you aware of issues you were previously unaware of and help you decide what changes you need to make.

By prominently displaying the monthly results, you can keep your staff informed. Employee sentiment can be officially ascertained through staff appraisals, albeit you could find that they are less receptive to direct communication.

Having a suggestion box where individuals may submit their fresh ideas is another technique to motivate your team.