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Two Essential Steps to Create a Motivated Team

Two Essential Steps to Create a Motivated Team

Whether you have a team or you intend to create one, knowing what steps will lead you to a motivated team will help you select the right people, achieve great results in your business, and have happy and devoted employees.

How can a motivated team be defined? A team can be considered motivated when its members are engaged in accomplishing the company’s goals and consistently give their best to achieve them.

Without experience or professional guidance, it might be difficult for an entrepreneur to identify and pay attention to those specific key factors that form the pillars and structure of a motivated team.

Sometimes, motivation is seen as the responsibility of the employee, confusing personal motivation with employee motivation. This kind of perspective might prevent the employer from taking responsibility for having a motivated team.

Without a clear objective to build a motivated team, employers might neglect to formulate a strategic action plan and invest the necessary resources. Their efforts might be sporadic and inconsistent, lacking a clear direction.

More precisely, why is employee motivation the employer’s responsibility? As mentioned earlier, employee motivation is related to companies’ goals. These are settled in the company’s benefit and directly affect the company.

Personal motivation is related to personal goals. Achieving personal goals leads directly to personal benefits and satisfaction.

The fact that personal goals include professional goals may create this confusion.

If a company doesn’t facilitate the accomplishment of the professional goals of the employees, their motivation will be low. This will most likely lead to low engagement, poor results, dissatisfaction, and waste of time, money, and energy in actions aimed at fixing these consequences.

Two Essential Steps to Create a Motivated Team

1. Have a Motivated Team: Hiring Candidates That Are Motivated by The Job Offer

You can assess candidates’ levels of motivation by identifying their professional goals and expectations and considering to what extent the job offer matches these aspects.

You can do this by:

  • Analyzing the candidate’s previous jobs and comparing them to your offer in terms such as responsibilities, position in the organizational chart, income level, benefits, development opportunities, culture and, in general, every aspect that may have impacted the candidate’s previous experiences, in a positive, neutral or negative way.

Previous experiences play a major role in how a candidate perceives a job offer. In general, candidates will be satisfied with a job offer that provides more than what they had before.

You can do this by analyzing the candidate’s CV, asking questions related to these aspects, and researching the companies where the candidate worked before. Every piece of information that you have in this regard will contribute to forming an accurate image of the candidate’s previous experiences and will help you have a motivated team.

  • Making a clear and accurate presentation of the job. This way, the candidate can decide if they like it and want it, based on accurate information. When candidates form false expectations about the job and then encounter reality, they can become dissatisfied, which will affect their engagement and results.
  • Asking the candidates about their professional development goals will also help you determine if they will stay motivated in the long run. According to Harvard Business Review, the lack of growth opportunities is one of the top 3 reasons people consider leaving a company.
  • Even if a job includes the activities and responsibilities wanted by the candidate, and offers a higher income, what can be a deal breaker is the leadership. Surveys such as the one conducted by the Society for Human Resource Management (SHRM) show exactly this.

The employees are motivated to accomplish the company’s goals when these lead to the accomplishment of their personal goals.

2. Have a Motivated Team: Periodically Ask for Employee Feedback About Their Roles

A second step an employer can take to have a motivated team is to ask for the team members’ feedback about their jobs after they have spent a certain amount of time in the company, for example, six months, and thereafter annually.

This feedback will help you understand how employees perceive different aspects of their jobs. It creates an opportunity for employees to express what they appreciate about their jobs, what their concerns are, and what they would like to change or improve. Employers can then derive solutions and inspiration to make improvements directly from this feedback.

The employees’ perceptions about their jobs inevitably impact their behaviors within the company. By asking for their feedback, they are allowed to express their perspectives efficiently and healthily.

Efficient, because they express their views directly to the person who has the power to maintain and change things in the company.

Healthy, because the aspects that are not well received can lead to tensions, conflicts, negative attitudes, disengagement, and can influence others, potentially creating an unpleasant work environment. Creating the opportunity to express and discuss these aspects gives the employee an accepted framework and can prevent these negative consequences.

Therefore, to have a motivated team you, as an employer, need to take full responsibility and have a strategy and a process through which you create and maintain employee motivation. It starts with choosing motivated candidates for hiring and continues with periodically collecting the employees’ feedback about their experiences in your company and, based on that, taking meaningful actions for them that will increase their job satisfaction and motivation.

About the Author

Author - Daniela Tancau

Name: Daniela Tancau

Professional Title: Founder of Improve Work Company

Professional Bio: Daniela Tancau is an HR consultant, trainer, coach, and founder of Improve Work company. She has over fifteen years of experience in the human resources field. Her expertise lies primarily in online programs and courses aimed to increase employee motivation, develop team leadership skills, employee communication, and much more.


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