The Four Pillars of Team Motivation

If I can single out one thing that creates and sustain team motivation, then it is a constant focus on the topic.

It is a bit like training. If you want to train for a marathon, you have to train on a daily basis to maintain your fitness levels.

A lot of leaders make the common mistake of viewing team building as something separate from the numbers. “I first want to achieve the bottom line, then I will focus on morale and team building”

The fact of the matter is that you can’t separate the two. You don’t achieve the numbers and then employee motivation. It needs to happen simultaneously. You need to deliver great service to your customers WHILE you motivate teams and employees at the same time.

So the first step in motivating teams is an awareness of it...a constant focus on this vital, often neglected element of building sustainable, profitable growth in a company.

So where exactly should the focus be? Team motivation is based on the following four pillars. I use the word pillars, because without one or more of these, it will fall apart or it will be very unstable:

1. Get the Right People on the Bus...

The wrong team members on a team can do a lot of damage. Some people hate coming to work, because they dread working with a certain individual. These individuals are people who have high energy, but it is focused on all the wrong things...the gossip, the office politics, the backstabbing, moaning and complaining about everything.

Well, recruitment and team motivation needs to happen simultaneously. So how do you do that?

If you and your team are truly working towards a common goal, then recruitment should be part of the process. Make the recruitment process a team building exercise.

And while we are talking about numbers. Let’s say we have a brilliant individual who add 10% more to the bottom line, but cause the rest of the team to each be 2% less motivated. If you have a team of 15 people, that adds up to a 30% drop in team motivation. Just think what that can do to the bottom line.

This article on Employee Empowerment will give you an idea of the type of people you want on the bus.

2. Set Goals on a regular basis

Most companies and managers have a broad vision for their team or company, but they very seldom stop to set common goals for the next three months with their employees.

If a group or team have a clear picture of what they want to achieve, their chances of achieving it is much higher. And if that picture inspire and excite them, then their chances of achieving it rise exponentially. The power of theses emotions should never be underestimated.

Moreover, if each individual can see the link between their own goals and that of the team and company, they will be much more motivated.

That’s why I recommend that you follow this step-by-step process to set individual and team goals.

Excitement and positive emotions is the fuel that drives a team towards their goals.

And the closer they get the more excited and inspired they become. This provides more fuel and motivation and in the end, it creates a positive spiral that drives them towards their goals.

But the first step in finding that initial fuel is to get that excitement and inspiration in having a clear picture or goal of what your team want to achieve.

3. What Makes them Tick?

Individual motivation precedes team motivation. In other words, if each team member in your team is motivated, you will have a motivated team.

Engage with each individual to find out what makes them tick. Find out which buttons motivates them, and press those buttons daily.

We all have a different set of personal core values. These values are the driving force behind our motivation. Determine the core values of each employee.

Some people confuse this with situational leadership. We are talking about treating every individual differently here…not situations.

Some team members need to be left alone if you want to get the best out of them. Others might need constant affirmation and acknowledgement. Others again, might need the constant kick behind the backside.

Here is an article on how to implement a culture of having fun at work

Again, it’s a matter of constant focus.

This second pillar will ensure that you have motivated individuals and like I have mentioned, individual motivation precedes team motivation.

4. Create an Environment that Sustain Team Motivation

I always say that you can taste a company. When you walk into the buildings, you can almost feel and taste the energy and environment.

The best way to describe this is to use the metaphor of fish in a fishbowl. If the water is dirty, the fish will get sick. One way to fix the situation is to give the fish some fish vitamins or whatever medication fish take.

Another way, is to clean the water first and then to treat the fish. You don’t have to be a vet to see that the second option is by far the best one.

It is the same with groups or teams. If the environment is not conducive for team motivation, they will forever fall back into a lower level of morale.

Read this article to find three great ways to drive the office politics out of your team. It will also help you to build the social skills of your team.

So, if you don’t create the right environment first, the effects of the intervention or program will be short lived.

And again, it’s about awareness and a constant focus on creating the right environment for team motivation. Here’s how:

In short, create an environment of familiarity...like family.

What does a healthy family look like? There is a high level of emotional trust. They know each other inside out, the good and the bad. In spite of this, they accept each other. They look out for one another. They fight and disagree, but they still remain a family.

As a leader, if you keep your focus daily on these three pillars, I can guarantee you that you will build and sustain team motivation.

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