Is there a manager to motivate the team?
10 January 2014
Read by 2022 persons
Lack of motivation among team members is primarily a management problem.
Have you ever encountered a team that progressed, succeeded in its projects without any leader, without anyone to give the necessary impetus to this growth; no one to encourage, congratulate its members? In other words: a leader? Furthermore, are employees parked like cattle in austere offices happy? Are they efficient? Profitable?
I don't think so!
The manager, the leader
The role of the manager, in addition to setting objectives for their collaborators, organizing the team's work, implementing the necessary training and follow-up, and measuring individual and collective performance, is also to communicate and especially to motivate! Motivate by ensuring, first of all, that the work environment of their collaborators is conducive to the efficiency and well-being of each person. I don't mean that every office must be furnished according to the latest design trends... Simply that this workspace where one spends many hours should be at least pleasant. That it should not be one of those places where one goes reluctantly, knowing in advance that whatever our mood of the day, it will in any case be dampened as soon as the office door is crossed...
Consequently, one of the manager's primary concerns will be to ensure that their collaborators feel good in their workplace. This may seem ridiculous, but the atmosphere and ambiance play an important role in professional efficiency. Decor, ambiance, equipment, etc. will be parameters to be taken seriously into account. Can we work correctly if we don't have the right tools? Certainly, this is not impossible! Nevertheless, it will take more time. And time... is money!
Few things are enough to make an office pleasant for its occupants: neutral colors, a few touches of color for pep and good humor, ergonomic desks, some storage, sufficient lighting, a little greenery... Your offices don't have windows, some current luminaires diffuse a light close to natural daylight. And why not decorate one of the walls with a photo representing a green landscape as wallpaper? Serene atmosphere guaranteed!
A single watchword: MOTIVATION!
That's all very well (normal: the scenery is set...), but how concretely can you communicate a positive impulse to the whole team? Things don't happen by themselves! Motivation doesn't fall on you like that overnight! A few parameters contribute effectively to this implementation... The list is not exhaustive, don't hesitate to share your recipes in the comments!
Rule number 1: manager, "do what I say AND what I do" will be your daily motto... The team leader must be an example in the eyes of his troops. If he is not motivated, who will be? To be able to hope to instill a certain emulation in his collaborators, the manager himself must be animated by unfailing enthusiasm! However, if that were enough, it would be too simple... It is still necessary to know how to transmit this energy and inspire the same momentum in each member of his team, but also in the team as a whole entity. Hence the few other rules that follow! On the other hand, if the leader doesn't set an example, who will listen to him? Who will follow him? Would you follow someone who wouldn't pay any attention to you?
Rule number 2: manager, you will communicate with your collaborators. This is of course about active listening and transparency. A good manager must know how to hear what his collaborators have to say - resentments, innovative ideas, etc. He must also know how to inform them of his decisions, that's certain, but also of any problems or difficulties. Certainly, not everything needs to be said. Nevertheless, the minimum - expressed with tact and intelligence - will silence the rumors and the wildest fantasies. When employees feel that something important is being hidden from them, it rarely ends well...
Rule number 3: manager, you will be respected by your troops and vice versa. Logically stemming from the previous rule, this precept will be the basis of any good understanding and a guarantee of certain success. To be respected, you must be sincere with your men, available when they feel the need and above all be exemplary. Would you listen to someone you didn't respect? Would you want to invest yourself for them?
Rule number 4: manager, you will have confidence in yourself and your men... Without confidence, no team, however high-performing, can succeed. In order to be able to trust his collaborators, the manager must first of all be fully aware of his own value. Then, he must be able to leave a certain freedom of action to his team members. This will strengthen mutual trust, respect and the team.
Rule number 5: manager, you will master delegation. Once trust is established on both sides, delegation becomes possible. This step aims to facilitate the autonomy and responsibility of colleagues, two essential elements for good motivation of the troops. An employee who is given tasks that are not only interesting, but important and rewarding, will want to give their best...
Rule number 6: manager, you will avoid routine... An old-world regime that can be applied to many areas! Everyone knows it: there is nothing worse than routine tasks to kill any emulation. The manager will take care to vary the projects (for example, alternating ambitious projects requiring a significant investment and more recreational programs where everyone can more broadly bring their ideas and personal talents). Another example: an original lunch, organized by the manager, can prove effective when motivation tends to slow down. This will be an opportunity to decompress, share in ways other than professional topics, and strengthen the team... Group emulation and team cohesion are non-negligible pillars for achieving objectives. The levers are numerous to energize and unite a team: team building, coaching, etc.
Rule number 7: manager, you will not forget pride and recognition... To value, congratulate collaborators, recognize their talents, the efforts made... This is a whole area that struggles to be used in companies. Fear that the congratulated person will get a swelled head, become complacent, worse: become mediocre... Difficulty verbalizing... The excuses are numerous! Yet this is another essential ingredient for the motivation of each individual and the group! There are many ways to express your satisfaction with your teams: from a simple pat on the back to opening up career development opportunities, including end-of-project bonuses or a celebratory dinner, etc. Everyone will know how to dose and adapt...
You will have understood, motivating your troops for a manager is a job in itself. A very simple trick when you wonder what impulse to give? Put yourself in your collaborators' shoes and ask yourself, for example: "If I were in their place, what would my expectations be of my superior? What could motivate me at this precise moment?"...
Manager-go.com
Posted online January 10, 2014.
Have you ever encountered a team that progressed, succeeded in its projects without any leader, without anyone to give the necessary impetus to this growth; no one to encourage, congratulate its members? In other words: a leader? Furthermore, are employees parked like cattle in austere offices happy? Are they efficient? Profitable?
I don't think so!
The manager, the leader
The role of the manager, in addition to setting objectives for their collaborators, organizing the team's work, implementing the necessary training and follow-up, and measuring individual and collective performance, is also to communicate and especially to motivate! Motivate by ensuring, first of all, that the work environment of their collaborators is conducive to the efficiency and well-being of each person. I don't mean that every office must be furnished according to the latest design trends... Simply that this workspace where one spends many hours should be at least pleasant. That it should not be one of those places where one goes reluctantly, knowing in advance that whatever our mood of the day, it will in any case be dampened as soon as the office door is crossed...
Consequently, one of the manager's primary concerns will be to ensure that their collaborators feel good in their workplace. This may seem ridiculous, but the atmosphere and ambiance play an important role in professional efficiency. Decor, ambiance, equipment, etc. will be parameters to be taken seriously into account. Can we work correctly if we don't have the right tools? Certainly, this is not impossible! Nevertheless, it will take more time. And time... is money!
Few things are enough to make an office pleasant for its occupants: neutral colors, a few touches of color for pep and good humor, ergonomic desks, some storage, sufficient lighting, a little greenery... Your offices don't have windows, some current luminaires diffuse a light close to natural daylight. And why not decorate one of the walls with a photo representing a green landscape as wallpaper? Serene atmosphere guaranteed!
A single watchword: MOTIVATION!
That's all very well (normal: the scenery is set...), but how concretely can you communicate a positive impulse to the whole team? Things don't happen by themselves! Motivation doesn't fall on you like that overnight! A few parameters contribute effectively to this implementation... The list is not exhaustive, don't hesitate to share your recipes in the comments!
Rule number 1: manager, "do what I say AND what I do" will be your daily motto... The team leader must be an example in the eyes of his troops. If he is not motivated, who will be? To be able to hope to instill a certain emulation in his collaborators, the manager himself must be animated by unfailing enthusiasm! However, if that were enough, it would be too simple... It is still necessary to know how to transmit this energy and inspire the same momentum in each member of his team, but also in the team as a whole entity. Hence the few other rules that follow! On the other hand, if the leader doesn't set an example, who will listen to him? Who will follow him? Would you follow someone who wouldn't pay any attention to you?
Rule number 2: manager, you will communicate with your collaborators. This is of course about active listening and transparency. A good manager must know how to hear what his collaborators have to say - resentments, innovative ideas, etc. He must also know how to inform them of his decisions, that's certain, but also of any problems or difficulties. Certainly, not everything needs to be said. Nevertheless, the minimum - expressed with tact and intelligence - will silence the rumors and the wildest fantasies. When employees feel that something important is being hidden from them, it rarely ends well...
Rule number 3: manager, you will be respected by your troops and vice versa. Logically stemming from the previous rule, this precept will be the basis of any good understanding and a guarantee of certain success. To be respected, you must be sincere with your men, available when they feel the need and above all be exemplary. Would you listen to someone you didn't respect? Would you want to invest yourself for them?
Rule number 4: manager, you will have confidence in yourself and your men... Without confidence, no team, however high-performing, can succeed. In order to be able to trust his collaborators, the manager must first of all be fully aware of his own value. Then, he must be able to leave a certain freedom of action to his team members. This will strengthen mutual trust, respect and the team.
Rule number 5: manager, you will master delegation. Once trust is established on both sides, delegation becomes possible. This step aims to facilitate the autonomy and responsibility of colleagues, two essential elements for good motivation of the troops. An employee who is given tasks that are not only interesting, but important and rewarding, will want to give their best...
Rule number 6: manager, you will avoid routine... An old-world regime that can be applied to many areas! Everyone knows it: there is nothing worse than routine tasks to kill any emulation. The manager will take care to vary the projects (for example, alternating ambitious projects requiring a significant investment and more recreational programs where everyone can more broadly bring their ideas and personal talents). Another example: an original lunch, organized by the manager, can prove effective when motivation tends to slow down. This will be an opportunity to decompress, share in ways other than professional topics, and strengthen the team... Group emulation and team cohesion are non-negligible pillars for achieving objectives. The levers are numerous to energize and unite a team: team building, coaching, etc.
Rule number 7: manager, you will not forget pride and recognition... To value, congratulate collaborators, recognize their talents, the efforts made... This is a whole area that struggles to be used in companies. Fear that the congratulated person will get a swelled head, become complacent, worse: become mediocre... Difficulty verbalizing... The excuses are numerous! Yet this is another essential ingredient for the motivation of each individual and the group! There are many ways to express your satisfaction with your teams: from a simple pat on the back to opening up career development opportunities, including end-of-project bonuses or a celebratory dinner, etc. Everyone will know how to dose and adapt...
You will have understood, motivating your troops for a manager is a job in itself. A very simple trick when you wonder what impulse to give? Put yourself in your collaborators' shoes and ask yourself, for example: "If I were in their place, what would my expectations be of my superior? What could motivate me at this precise moment?"...
Manager-go.com
Posted online January 10, 2014.
