If any of us were to wonder what is the most important asset of a company, we would be clear about it.
That’s why an organization’s leaders spend so much time, effort, and even money finding a way for all team members to be committed to the goal.
If they succeed, results will come. If not, you will need to find a way to keep motivating your employees.
In this article, we discuss how to achieve it effectively.
But before continuing, remember that, if at the end of reading it you have any questions, you can contact us through this form and we will answer any questions you have.
We all agree that a team is essential to grow our company.
In fact, it has been shown that businesses that invest time, effort and money in bringing the team together and making them feel that, if the company wins, they too (incentive policies, for example), achieve better results.
But it is one thing to say it and quite another to build a space in which everything works in the best way.
That is why in this article we have prepared the most important keys to make sure that you can replicate the secrets of successful businesses in your own company.
While we would love for our team to do everything as we have it in mind, this is simply impossible.
Not only are they people with great ideas that we must listen to, but we must remember something important.
They are no robots.
They will have good days and worse days. And it is important that they feel that we are by their side.
This is one of the most common mistakes made.
Human beings tend to point out what has not been done correctly and to normalize everything that is done well.
However, when we enter a dynamic in which we assume that everything goes well, the team loses motivation.
That is why it is important that we have the tendency to congratulate good work so that each of them feels that what they do matters.
There is nothing that generates more tension in a team than feeling that they are not going anywhere.
When the captain of the boat lurches with the objectives, it is normal for those present to feel that their work is not worth it.
But when we mark in a clear and simple way the goals of each of the actions we carry out and also the professional evolution of each member of the team, the commitment is much greater.
We may say that money does not give happiness, but it really matters in a professional relationship.
In some cases, it will be more or less important, but that it is there is a fact that we cannot ignore.
While a fair salary is one of the most motivating and loyal factors that exist, a bad one can be the reason to leave without looking back.
Try to identify how well or underpaid your employees feel and take action if necessary.
Nothing destroys the morale of any team faster than not trusting the person who leads them.
It is very important that the person who is in charge of the team always fulfills what he preaches.
Whatever is required of the people who accompany us in this adventure, we have to be the first to fulfill it.
The only way for someone to feel comfortable in a company is for them to think that they have opportunities to go further.
That potential for progress will be part of what motivates you on a daily basis to do things the best way possible.
And that is why it is so important to offer the opportunities to train and improve their skills so that they can aspire to those professional positions.
One of the problems we make when delegating work to our team is asking them to perform a task, but not allowing them to take responsibility for it.
It is very important that the person feels prepared to manage everything that is around the objective and not feel that he is simply taking orders.
The more valuable you feel in the team, the more likely you are to perform your actions correctly.
It is a common failure of leaders to believe that professional environments develop themselves.
But is not like that.
If we want to create a context in which, really, teamwork is enhanced and better results can be achieved, we must start, precisely, by being the ones who propose situations that generate that environment.
We told you above, but we can never forget that behind each professional in our team there is a person.
And that person not only has in his head what is happening at work, but a thousand different events can happen to him.
That is why it is so important that we learn to show empathy that reaches the personal aspect.
The team would give 100% if we showed them they could come to us if they had a problem.
Although congratulations are always important to offer in public, corrections are best to be private.
You may do it with the best possible intention, but the team won’t always take it that way.
That’s why it’s so important that we have that empathy to do it without them feeling attacked.
Now we would like you to ask yourself this question.
Are you following any of these 10 key points to manage the talent and motivation of your team or are you just waiting to see what happens?
If you need to take a step forward in the way you manage this whole process, we can help you. Send us a message and we will get down to work with your specific case.