Improving Team Effectiveness by Leveraging Motivation

The idea that some people simply are not motivated is flawed.  Is it possible some people seem unmotivated? Absolutely. The issue is not that they lack motivation completely, but rather that they are not being motivated in a way that suits them.

While a team that is unmotivated is capable of accomplishing acceptable work or reaching modest goals, only a truly motivated team can accomplish excellent work and achieve the highest goals set for them.

Here are a few tips for building a motivated team to improve effectiveness:

  1. Be sincere when recognizing improvement and accomplishments.  When someone has done outstanding work, make it absolutely clear that their effort is noticed and appreciated.
  2. Never ask something of a team member after you have complimented them for their work.  Doing this makes your compliment seem less sincere and leads people to think any future compliment will be followed up by another request.
  3. Let your team be in charge.  Giving your team orders and instructions will lead to them simply completing a task, rather than letting them utilize their resources and creativity to take ownership of a project.  Asking questions and providing direction is more effective than being a taskmaster.
  4. Stay away from pointing out mistakes directly.  Preface someone else’s mistake with an example of your own, then address the mistake at hand indirectly.

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Today’s post is from guest blogger William Gryna.

William Gryna writes on behalf of Dale Carnegie Training, a company founded on the principles of the famous speaker and author of “How to Win Friends and Influence People.” Today, the company offers leadership training to help businesses and individuals achieve their goals.


One thought on “Improving Team Effectiveness by Leveraging Motivation

  1. Great article William. Motivated employees, even if less skilled, can often accomplish more than employees lacking motivation. Often people think of motivation in the context of a career as extrinsic, whether it be promotions, compensation, awards, recognition, etc. Intrinsic motivation is equally important to employee productivity, engagement and retention. Many employees are inherently satisfied by continuing to grow and develop their competence in areas that interest them, whether part of their current position or something they do in their disposable time. We believe another tip to aid employee motivation is to define competencies required for successful performance in key job functions/positions; this provides employees transparency into the skills they can develop in their role and other roles throughout the organization.

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