What challenges are you dealing within your team this week?
Think of your team members as unique individuals, each with their own set of desires and goals. What lights one person up might leave another cold.
In our book Performance Leadership published earlier this year, we introduce the EMMA model (Expectation, Motivation, Measurement and Accountability) for raising your team’s performance to a new level. But the one that gets the most attention in our client work is Motivation. Everyone wants to know “how do I motivate my team more to boost their performance?”
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Here are a few quick tips to try this week.
So, how do you get started?
- Informal Chat: This isn’t about formal performance reviews. Grab a coffee, go for a walk, or simply have a casual chat. Ask open-ended questions like, “What do you love most about your work here?” or “What kind of projects get you really excited?” Pay attention to their passions, hobbies, and even what they talk about outside of work. You might discover someone dreams of leading a project, while another is passionate about mastering a new skill.
- Observe and Learn: Watch how your team members interact with their work. Who jumps at the chance to learn new software? Who thrives on collaborative brainstorms? Who takes immense pride in delivering polished, detail-oriented work? These observations can offer valuable clues about their intrinsic motivators.
- Consider Surveys (can be anonymous): Sometimes, people are more comfortable sharing their true feelings in writing. A short, but professional survey with questions about career aspirations, preferred work styles, and what they find most rewarding can provide a wealth of information.
- Think Beyond the Paycheck: Don’t get distracted by pay (we’re especially talking to you senior managers and HR directors!). While fair compensation is crucial, it’s often NOT the sole motivator. While we don’t want you guessing (please ask them directly), remember that people and even you yourself are driven by a variety of factors:
- Growth Opportunities: Do they want to learn new skills, take on more responsibility, or move into a leadership role?
- Recognition: Do they crave public acknowledgment for their efforts, or do they prefer a quiet, personal thank you?
- Autonomy: Do they thrive when given freedom to tackle tasks their own way, or do they prefer clear guidance?
- Purpose: Do they want to feel like their work contributes to something bigger, making a real impact?
- Belonging: Is a strong team camaraderie and supportive environment important to them?
Once you’ve got a handle on what truly motivates each person in your team, keep the conversation going. It’s good to schedule Motivation-related discussions at minimum once a quarter.
“What’s really motivating to you in this season?” can be a great question to remind you (the leader) that y our people’s motivations change.
Remember, building a highly motivated team is an ongoing journey, not a destination. It’s about genuine curiosity, active listening, and a willingness to adapt your approach to meet the unique needs of each person as far as possible. When your team feels understood, valued, and empowered, you might be surprised what they can do!
Next Step?
What do you think is the biggest challenge in understanding what motivates your team? Connect with us for a quick 20-minute call to talk it through.
Looking forward to talking to you soon!
