Motivating teams to achieve high performance is a topic always discussed but rarely perfected. Effective motivation can enhance productivity, foster innovation and ensure a positive workplace culture. For me and for many, culture is what keeps us loyal to a company. Without a positive company culture, employee retention becomes exceedingly difficult. Leveraging different communication, negotiation and motivation strategies can help create a company culture that not only retains employees but also encourages their personal and professional growth, satisfaction and productivity, resulting in a company positioned for success.
Understanding Motivation in Professional Teams
Motivation is the driving force that compels individuals to act. Understanding different types of motivation and how they can be harnessed is key to inspiring high-performing teams. Although it’s probably unnecessary to say, I kind of want to scream, “Not everyone is motivated by money!” Increasing compensation to increase productivity isn’t an effective overarching strategy, nor is it always a way to retain high-performing individuals. Look to your company culture for that.
- Intrinsic Motivation: This form of motivation comes from within the individual. It is driven by personal satisfaction and a sense of achievement. Employees motivated intrinsically are often driven by the desire for mastery and personal growth, as well as a sense of purpose. For example, an employee who is passionate about their work and finds it fulfilling will be motivated to excel without external rewards.
- Extrinsic Motivation: Extrinsic motivation involves external rewards, such as money, promotions or recognition. Whereas intrinsic motivation is often more sustainable, extrinsic rewards can be highly effective, especially when they are meaningful and aligned with the individual’s values. This can include performance bonuses, employee of the month awards and public recognition.
- Amotivation: Amotivation occurs when an individual lacks the drive to act. This can result from feeling disconnected from the work they’re doing or believing that their efforts will not lead to desired outcomes. Addressing amotivation involves identifying the root causes and implementing strategies to re-engage that individual.
Practices for Inspiring High-Performing Teams
- Set Clear Goals: Set clear and achievable goals and align them with organizational objectives. This ensures that team members see the bigger picture and understand their contributions. Provide ongoing consistency, transparency and clarity about where the company is in achieving the goals.
- Recognition and Rewards: Implementing a robust recognition program that includes both monetary and non-monetary rewards can boost motivation. Recognizing employees for their hard work and achievements fosters a sense of appreciation and value.
- Provide Autonomy: Empowering team members with decision-making authority and encouraging innovation can lead to greater job satisfaction and motivation. When employees feel trusted and valued, they are more likely to take ownership of their work.
- Professional-Development Opportunities: Investing in employees’ growth through training and professional-development programs not only enhances their skills but also demonstrates the organization’s commitment to associates’ professional growth. This can be a powerful motivator.
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Leadership Development: The Importance of Mentoring
Professional development is a component of personal growth that many individuals who are intrinsically motivated value, and even require, for career satisfaction. Mentoring relationships can provide guidance, support and valuable insights. They can significantly impact personal and professional growth, helping individuals to develop leadership skills and navigate their careers. Clearly, the virtues of mentorship likewise benefit the employer.
Creating a Mentorship Framework
- Identify Potential Mentors and Mentees: Effective mentors possess experience, knowledge and a willingness to share. Matching mentors and mentees based on their goals, experience and interests is crucial for a successful relationship.
- Set Expectations and Goals: Clearly define the purpose and scope of the mentorship. Establishing goals and milestones ensures that both parties are working toward common objectives.
- Regular Meetings and Communication: Consistent meetings and open communication are vital. They provide opportunities to discuss progress, address challenges and build a strong rapport. Transparency is key.
- Feedback and Continuous Improvement: Constructive feedback helps mentees grow and improve. Regular evaluations of the mentorship’s effectiveness ensure that it remains beneficial to both parties. Mentorship can have an “end date,” and that’s OK. Discuss this process and what a transition out of the mentor/mentee relationship should look like.
Mentoring — whether formal, like WAVIT’s program (learn more at WomeninAVIT.orgwww.womeninavit.org) or informal — not only creates deep relationships but also can energize, engage and motivate mentors and mentees alike to expand their professional skills and bring more perspective and commitment to a company.
Motivating Women vs. Men
Although the core principles of motivation apply to all employees, understanding gender differences can enhance motivational strategies.
- Women: Women often value collaborative environments, opportunities for growth and recognition of their contributions. They may also benefit from support networks and mentorship programs that address the specific challenges they face in the workplace.
- Men: Men may respond well to competitive environments, clear hierarchies and performance-based rewards. Providing opportunities for leadership and decision-making can also be highly motivating.
It is important to recognize that these are general tendencies; of course, individual differences always exist. Tailoring motivational strategies to the unique needs and preferences of each team member, regardless of gender, is the most effective approach.
Want more? I will be presenting a pre-conference workshop at the ETC conference in October with two other ladies, Cass Hall and Kathleen Dooley. Our presentation is called “Communicate, Negotiate and Motivate: Leadership Essentials for Technology Professionals.”
If you’d like to learn more about motivating teams for higher performance, please join us. Register at ETCollaborative.org.
Gina Sansivero is currently the VP of Marketing and Corporate Communications at AtlasIED.
