Not every employee is motivated by the same things. For some, a great salary and a good pension are enough, while others are motivated by recognition and development opportunities.
Good leaders view their employees as individuals, taking time to understand what skills and qualities they bring to the team and how to get the best from them.
Theories of motivation
There are several theories of motivation – for example, Herzberg’s theory and McGregor’s XY theory – but one of the most commonly cited theories is Maslow’s hierarchy of needs.
According to this theory, human needs are arranged in a hierarchy. At the bottom are our most basic needs – things we need to survive. At the top are our more creative and intellectually oriented needs.
Understanding how this hierarchy of needs applies in a workplace setting can help you keep employees motivated.
At the bottom of the hierarchy are our basic needs such as food, water, and shelter. A steady income plays a huge part in our ability to fulfil these needs for ourselves and any dependents, which is why salary can be such a big motivator.
You can also satisfy these needs by providing basic provisions such as restroom facilities, access to drinking water, and breaks so employees can eat.
Safety and security
This level of the hierarchy is all about feeling safe. You can make employees feel safe by having good health and safety policies and creating a psychologically safe environment: no bullying, no discrimination, and no fear of reporting mistakes or sharing ideas.
Job security can also be a motivator. Employees don’t want to feel like they could lose their jobs at any minute. Uncertainty and unpredictability can make employees feel insecure.
Love and belonging (socialisation)
Having human connection and feeling like we belong to a group is important. Colleagues may form friendships or alliances and leaders can support this through team-building opportunities, collaboration, and social events.
You can also create a sense of belonging by establishing a shared vision that everyone can work towards together.
Maslow classified esteem needs into two categories – esteem for oneself and the desire for reputation or respect from others.
Esteem for oneself is about confidence, mastery, and achievement. Providing training and development opportunities will allow employees to achieve better results and feel more confident in their roles.
Reputation and respect from others is about status and recognition. This is why reward and recognition schemes are so popular in workplaces – people want to be recognised when they perform well.
Self-actualisation is about realising and fulfilling your potential. Maslow describes this level as the desire to accomplish everything that one can, and to become everything one is capable of becoming.
You will have some employees who are motivated by career progression – they want to get to the highest level they can.
The importance of vision and values in creating effective teams
Understanding individual motivations is important, but you also need to get your team working together.
Having clearly defined goals, vision and values provides a sense of purpose and direction for your team. A well-communicated vision helps team members understand their individual roles within the larger context.
Direction fosters alignment, ensuring that everyone is moving towards a common objective. Knowing the end goal boosts team morale and motivation, and teams with a clear direction are more focused and less prone to distraction. Plus, having a defined direction facilitates quicker and more effective decision-making.
Having shared values creates a cohesive team culture and identity. Teams with strong values are better equipped to handle conflicts and experience higher levels of trust and collaboration.
As a leader, you should communicate your vision and values to your team regularly to reinforce their importance. You should also lead by example, demonstrating the values you expect from your team.
Methods to promote trust and respect within the team
Colleagues work better if they trust and respect each other. So how can you create a more trusting and respectful working environment?
Open and honest communication is essential for building trust. Team members should feel comfortable expressing their thoughts and opinions. Make sure you are communicating with your team and teach them how to communicate more effectively with each other.
As a leader, you should develop your listening skills and encourage your employees to listen to each other. Create opportunities for team members to share their ideas and concerns without interruption.
Collaboration and team building
Foster a sense of camaraderie through both formal and informal team events that promote collaboration and teamwork. Incorporate trust-building exercises or workshops into team development programmes.
Encourage collaboration across different functions or departments to break down silos. Highlight the value of diverse skills and expertise within the team.
Recognise personality types
Belbin identified nine different team roles – each with their own strengths and weaknesses. It can be useful to know which you are working with so that you understand how best to delegate tasks and create collaboration opportunities.
Recognition and appreciation
Recognise, acknowledge, and celebrate individual and team achievement and express appreciation for the hard work and contributions of team members. Encourage employees to promote the achievements of their colleagues and consider implementing recognition schemes that allow employees to reward each other.
Be respectful and constructive when providing feedback. Focus on strengths and improvement areas and foster a growth-oriented mindset. Establish regular feedback loops to assess team dynamics and identify areas for improvement.
Trust team members to handle tasks independently, promoting a sense of responsibility. Delegate tasks and provide stretch opportunities where employees can develop existing skills or learn new ones.
Consistency and reliability
Demonstrate consistency and reliability in actions and decision-making. Build trust by following through on commitments and promises. If you say you are going to do something, do it. If you decide not to act on an idea or concern an employee has shared with you, explain why.
Learning and development
Cultivate a learning culture where mistakes are viewed as opportunities for growth. Encourage continuous improvement at both individual and team levels. Provide training and development opportunities to allow team members to achieve their full potential and feel more confident in their roles.
Developing motivational leaders
As a manager or leader, there’s always something new to learn or a skill you can improve and develop. Organisations need to support managers and leaders in this development, but you also need to invest in yourself.
Getting formal leadership and management training will not only help you build your leadership skills, it will also help you grow in confidence, and increase your chances of career progression.
Alternative Partnership delivers ILM-accredited Leadership and Management training programmes to support you and your teams in gaining formal, nationally recognised qualifications.