Motivating Team Members

“Without inspiration the best powers of the mind remain dormant.
There is a fuel in us that needs to be ignited with sparks.”

Johann Gottfried Von Herder

Business GroupMtg Motivating Team Members The goal is set, the tasks defined, everyone knows what to do – now what? How do you get the team members to start, and to keep working enthusiastically, until the goal is attained?

We know that motivation exists within the team member. The leader cannot put it there. But what the team leader can do is to structure an environment that will encourage the team member to work effectively on the job. It is a lot like the old saying. “You can lead a horse to water but you can’t make him drink!” But what happens if you feed him salt? By influencing self-motivation, you can maximize both your team member’s self-esteem and performance.

To increase their effectiveness team leaders need to learn the four stages that will influence an individual team member to perform a task. Then they can create a work environment that will motivate higher performance. These four stages include:

  1. Determine what motivates each team member to increase his/her work efficiency;
  2. Build a more participative work environment that will improve performance;
  3. Develop an improved work environment for each team member;
  4. Then improve each team member’s performance.

But everyone does not respond to the same stimuli; probably because we all have different needs! Abraham Maslow has identified this hierarchy as:

  • Physiological: breathing, food, water, etc.
  • Safety: Security of body, family, health, etc.
  • Social: Friendship, family, love, etc.
  • Esteem: Self-esteem, confidence respect of others
  • Self-actualization: Morality, creativity, problem solving, acceptance
bigstock Maslow Motivating Team Members

Motivation is the stimulus or impulse – either internal or external – that causes a person to act. In this model, trying to satisfy esteem needs before the basic physiological needs were met, would be generally unproductive. But it is important to keep two things in mind. One is that these needs vary from individual and they may change over time. The second is that secondary needs are not easily satisfied. They do not disappear when the task is finished, and the person has been told that he/she has done well. These needs persist over time and need to be continuously satisfied.

Motives are what drives an individual to act. Motivation involves influencing a team member to act so that the organizational goals are met, and the team member’s needs are satisfied.

bigstock Team Success Motivating Team Members It really boils down to meeting the needs of people! If a team member’s needs are being met in the workplace, the team member will likely be highly motivated. If not, he/she is likely to be frustrated and show it! Similarly if the goals are incompatible with his/her needs, low motivation will result.

So a team leader who strives to understand the individual needs of his team will usually have greater success in the motivation and increased performance levels of his/her team.

Motivating Team Members is one of our online courses, and is designed to help managers and team leaders learn the four stages on how to influence a team member to perform a task, while creating a work environment that will motivate higher performance. These stages are:

  • Determine what motivates each team member to perform effectively
  • Build a more participative work environment to improve performance
  • Develop an improved work environment for each team member
  • Improve each team member’s performance.

If you wish to learn more about this subject please visit our online course – Motivating Team Members.

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