4 principles to achieve motivated teams
Estimated reading time: 6 minutes
When you start working in a coaching process, you use different tools that help boost the team’s alignment with the new work philosophy and the culture that the employer or manager wants for their company. Specifying a vision, mission, cultural values or points, job descriptions and their respective KPI’s, procedure manuals and other tools are really helpful in meeting this challenge.
However, the current team commonly finds the process exhausting. Taking the team out of its comfort zone is too much for some members who, given the changes, decide to jump ship. In the case of employees who decide to stay, it is important that employers or managers recognise that members are going the extra mile and seek out additional reinforcements to keep their team motivated and achieve greater commitment to the company.
When thinking about incentives for our employees, the first thing that comes to mind is… money! Although money is attractive for some people, there are 4 principles which we should focus on to achieve greater engagement, generate more trust and increase motivation in the current team:
Power means that your employees have the authority to take decisions that are important to their performance and to the quality of their working lives. In companies people are usually given responsibility without authority. This limits the individual’s decision making and ultimately generates frustration. Empowering your employees means that they can decide and then receive feedback. Let them take responsibility and have complete authority over their decisions and their outcomes.
This means data, statistics, KPIs, revenues, profitability, customer reactions, etc. Just as many Mexicans are demanding access to information from our government, your team must also have access to your business information. This information must be accurate, current and understandable for employees.
The more transparent the leader of the company is about its information, the greater the possibility that employees will effectively contribute to achieving strategic business goals. Thus the employee will be able to link the company’s progress towards its various goals to his or her personal contribution to each of these goals.
Knowledge is about training your employees and developing their skills. Since in the Power principle we gave your team the authority to make decisions, it is important that its members develop the skills and abilities to make the right decisions through continual education and training. This involves training programmes for new employees and recurrent training for longstanding employees.
If the idea is to evolve the business using systems that make it more efficient, training will be needed to permeate the knowledge, skills and commitment of your team to get the most out of these systems.
The rewards component means rewarding employees for expending discretionary effort to enhance organisational performance.
Money is not necessarily the most important motivator for employees. Often the number of hours your employees work makes their job so demanding that if you reward them by allowing them to come in later, leave earlier or work fewer hours a week, they may find this very attractive. In other words, assess whether free time is a more valuable incentive for your team instead of just thinking about commissions.
Access to improved health services, retirement savings schemes, kindergartens, better quality education for children and entertainment or relaxation venues can be a highly motivating factor for your team.
If you put these principles into practice, the outcome will be a company featuring a unique structure and highly focused employees who are aware that a business is successful because its employees are successful. And most importantly, it will be a business whose PEOPLE are the DIFFERENTIATING FACTOR from its competitors.
Rodrigo Escobedo (@TuActionCOACH ) is a Business Coach certified by ActionCOACH, the International Business Coaching Institute and the Asociación Mexicana de Coaches de Negocios. His studies include Civil Engineering at ITESM Monterrey Campus, and an MBA from HEC Montréal. He has over 11 years of work experience in Mexico and Canada. He is a certified trainer for PDA Institute to enable the SAP channels in Latin America. He is a specialist in SME’s, Entrepreneur Development, Finance and Human Resources. Among his achievements he has coached over 200 companies directly focused on increasing business profits, for owners to work less hours and the team of collaborators of these companies are more aligned with the vision and philosophy of the owner.