Many startup leaders are able to grow their organizations quickly, thanks to their off-the-chart motivation and productivity. Unfortunately, when the organization is no longer a one-man show, it becomes very difficult to equip their team members with the same motivation. This can negatively affect an organization’s morale, productivity, and possibly revenue.
Below are four simple and effective ways to increase your team’s motivation as a startup:
1. Evaluate your own leadership as a leader
Many leaders have had their share of experience with bad leadership. Tim Denning, Addicted 2 unsuccessful contributor, also says, “Working with an evil boss is a soul that crushes the dreamer killer.“No leader wants to be known as a bad leader. Unfortunately, some startup leaders spontaneously fall into the trap of micromanaging and never listen to team members because they may not always have experience as a leader.
If your team is large enough, you may also consider conducting an anonymous survey that evaluates your leadership. But if that is not an option, there are tools that allow you to assess your own leadership performance. Go through the assessment, and focus on implementing the changes. Even if the motivation of the team members does not skyrocket overnight, there will be an improvement overtime.
“The challenge of leadership is strong, but not rude; Be kind, but not weak; Be bold, but not bullying; Be thoughtful, but not lazy; Be polite, but not timid; Be proud, but not arrogant; There is humor, but not foolishness. “- Jim rohan
2. Pay more attention to intrinsic motivation
A study of 200,000 US public sector employees by Yun Jik Cho and James Perry showed that intrinsic motivation, rather than external motives such as position and salary, had a three-fold effect on employee motivation and engagement. This study suggests that motivating team members through position and salary is important, yet the biggest change will be seen when you have to focus on internal rewards to team members.
For startups and teams with a limited budget, this represents a powerful way to be able to attract and retain the best team members. While there will be some team members who may be displaced because they are more motivated by positions and salaries, there will also be team members who may choose to remain in the organization due to team culture — even if they get other job offers. Look more outwardly attractive.
Challenge your team members with greater responsibilities and goals. Encourage them to continue developing their skills or to learn new ones. Show them that you appreciate their loyalty. Internal rewards and your personal loyalty to working with your team members ensure that they can continue to work and stay motivated.
3. HOW to be specific on their work matters and how much you care
Most leaders are aware of the importance of great team members and focus on recognizing team efforts. However, when exclusivity describes how their work changes the team, it can be extremely powerful. Team members want to know that the business cares about their work and jobs, but also about making a positive impact on society.
Every time you remind your team members how their work makes a difference to the growth of the company and how the organization makes a difference in the community, your team members will not only take pride in their work, but they will Will be fired with a great job. Additional dose of inspiration.
“If everyone is moving forward together, then success takes care of itself.” – Henry ford
4. Encourage team members to become self leaders
An article by HR Digest shows that 25% of millennial team members are looking for a chance to prove their leadership skills. However, startup leaders are greatly encouraged to challenge their team members and give them opportunities to show their leadership potential, which can be risky if they do not have previous leadership experience. That’s when self-leadership comes to the fore.
Self leadership is a concept developed by Bryant and Kazan and is about having a clear personal identity as a leader. This can mean a clear understanding of the vision they have as a leader and what their capabilities as a leader are. It helps your team members to identify a good leader while developing their leadership skills.
There are many ways to empower team members to develop self-leadership, such as encouraging them to take on new challenges or allowing them to participate in professional development activities. It can also mean giving them space to innovate and make decisions with their authority.
As the team grows older and The organization is no longer a one-man show, it can be challenging for leaders to keep their team members motivated. However, with these simple methods, it will be easy to equip your entire team with an extra dose of motivation to continue doing their best and boost team performance.