How Does A Manager / Team builder Motivate A Team?

 As a manager, you should LEAD people by creating an environment where they will CHOOSE to do what you want them to do.

 create this environment

1. Opportunities for people to receive growth and training

In today's economy, people are interested in gaining as many tools and as much experience as possible so they can become a more valuable commodity in the labor market.

Competence and experience are the real underpinnings of anyone's "job security" today. 

2. Abundant chances for people to do significant and rewarding work

People want to feel that they are making a difference.  We've all had the unpleasant experience of carrying out job assignments that we considered stupid or irrelevant.  And we can try to justify it by saying, "Well, it all pays the same, so what's the difference?"  But persistently practicing such rationalization quickly leads to a cynicism that can become pervasive. 

3. Lots of positive feedback for well done work

Adults need recognition just as children do need recognition from their teacher or mum. Think about the last time you were recognized for doing some good work.  How did it make you feel? Then think about the last time you felt like you didn't get the recognition you deserved for a job well done.  How did that make you feel?

4. Corrective feedback that is fair, non-abusive, and growth directed 

We all need corrective feedback to grow and improve. If it's given in the spirit of help, that we can see the value of it, and we respect the person who offers it, it helps us to perform more effectively and live better lives.

5. Lots of fun

An "Attitude of Fun" should be created within your organization; staff/staff relations and staff/client relation. This attitude washes over the staff and how they are managed.

building this environment

• Understand that people are motivated for their own reasons

It is important to know each team member well, and to tailor some of the motivational incentives you offer to fit each individual.

This is especially true when the incentives are more psychological than physical; more internal than external.  For example, one person may love to have opportunities to be in the spot light where another might relish having an assignment that lets her work alone.  One person might kill for some extra time off, and another would appreciate being assigned more responsibility.  The bottom line is that human beings are complicated. 

• Adapt your leadership and motivational efforts to each person's preferences.
   
• Employees should know clearly what is expected of them at work
   
• Employees should have the materials, equipment and resources they need to do
  their job right.
   
• At work, they have the opportunity to do what they do best every day.
   
• Replacing an employee is costy so if you want to hold on to your best employees, make sure they have the resources they need to do their jobs well. What you save in lowered labor costs and reduced capital expenditures can be lost quickly in lowered employee moral, declining customer service and paying to replace exiting staff.

(source: Larry Johnson www.JohnsonTrainingGroup.com)