Preparing to succeed
Preparing to succeed
For a team to be successful, its individual members need to perform well. Their ability and motivation will set the tone for how the team works as a whole.
Ability is informed by previous experience and knowledge, while motivation can be influenced by behaviours and incentives aimed at driving strong performance.
Not only do leaders have to ensure that team members’ basic needs are satisfied, they must also identify the factors that motivate them personally. This is particularly important if the team leader is also the line manager.
Examples of motivators include recognising achievements and boosting individuals’ responsibilities to help them meet their potential. Financial rewards are only one way to celebrate and incentivise success. For some, a ‘well done’ or ‘thank you’ from a line manager is all that’s required; it’s also an easy approach for senior managers to adopt.
Incentives
Pay and reward incentives such as pay increases or bonuses to recognise individual staff achievements
Appreciation/gratitude incentives such as thanking employees or announcing an achievement at a meeting, providing lunch or holding a company party
Reward incentives such as gifts, monetary rewards or gift certificates. These can be used to reward a specific achievement of an individual or the performance of a whole team.
Group incentives may work for sales teams as they foster collaboration. Incentives for specific recognition should be more spontaneous but frequently available so employees feel they continually have the opportunity to achieve.
Care should be taken when setting incentives. Paradoxically, they may act as a motivator or a demotivator. Danger can arise when incentives come to be viewed as entitlements or an expectation of employees. To help combat this, vary the incentives you use.
It is essential that employees understand how an incentive scheme operates, including the criteria and ways to achieve the expectations. Information must be transparent, fair and aligned to appropriate timelines.
Workplace morale is important. Managers should take the opportunity to provide verbal incentives to their team on a regular basis, such as thanking staff for carrying out tasks and showing you care by asking about their family/social life or interests. This is as important as any pay or reward incentive, and all levels of management should adopt this approach.
Pause to reflect
Consider your leadership style – are you an inspiring role model for your team?
- Do you think you are an inspiring role model?
- Do your team know your vision and how they can best achieve it?
- Do your team feel trusted and empowered?
- Are your team motivated?
Record any actions you need to take and set specific deadlines – you may require some personal development to become more of a transformational leader.