Motivating Your Staff: The 3 Biggest Roadblocks to Success
What could you achieve with a highly motivated team?
Motivating your staff is one of the most important tasks you face as a leader. After all, your employees are the lifeblood of your business. Without their hard work and dedication, your business simply can't thrive.
But what’s the key to motivating them – and keeping them motivated for the long haul?
Unfortunately, there are plenty of roadblocks that can get in the way of your success. If you're struggling to keep your team engaged and motivated, it could be due to one of three big issues.
- Clarity The first roadblock is failing to provide clear goals and expectations. When your employees don't know what they're working towards or how their work contributes to the success of the business, it can be demotivating.
- Micromanaging The second roadblock is micromanaging. When you micromanage your team, it sends a message that you don't trust their abilities.
- Rewards The third and final roadblock is focusing solely on financial rewards. While money is important, it shouldn't be the only motivator you focus on. Employees are motivated by a variety of factors – the Great Resignation made this crystal clear.
By understanding these obstacles and learning how to overcome them, you can transform your team from good to great
Setting the Stage for Success: Why Clear Goals and Expectations are Critical for Building a High-Performing Team
When your employees aren't sure what they're supposed to be doing or how their work contributes to the success of your business, it can be a real success-killer.
That's why it's super important to set clear goals and expectations.
When your team knows what they're working towards and how they can help your business thrive, they're more likely to be engaged and motivated.
If you don't provide clear expectations, your employees might feel confused and frustrated. Without a clear idea of what they should be doing, they might struggle to prioritize tasks or make decisions. That can make it tough for them to get motivated and feel good about their work.
On the other hand, when you do provide clear goals and expectations, your employees are more likely to feel valued and part of something bigger. They'll understand how their work fits into your business's success, which can be an incredibly powerful motivator.
Ensuring you set clear expectations is the number one roadblock that is prevent you and your team from breaking into the next successful level of your business or organisation. Yet, it’s also one that’s easily skimmed over.
The Cost of Control: How Micromanaging is Undermining Your Team's Motivation and Productivity
When you're the boss, it can be hard to let go of control – we get it.
But micromanaging your employees is not the answer.
It sends a message that you don't trust them to do their job which can be quite demotivating. After all, who wants to work for someone who doesn't think they're capable?
There's a fine line between giving clear guidance and micromanaging:
- Clarity is about setting expectations and providing guidance on how to achieve them.
- Micromanaging is like being a helicopter parent – hovering over your employees and interfering with their decision-making.
It can be tempting to micromanage, especially when you're worried about mistakes being made, but it's not a sustainable way to manage your team. It’s not good for them, or you, because it also trains your team to rely on you for everything which means you can’t free yourself up to focus on more strategic aspects of your business or organisation.
It’s critical to learn how to trust your team, give them the support they need, and watch them (and your business) flourish.
Beyond the Paycheck: Why Focusing Solely on Monetary Rewards is Holding Your Team Back
When it comes to motivating your team, money isn't everything.
This is one we see leaders and business owners trip over all the time – they think offering more money will solve their motivation problem.
It's important to remember that people are motivated by different things, and money is just one aspect of the larger picture.
By solely focusing on financial rewards, you're limiting your teams’ potential. Focusing solely on financial rewards can create a culture of entitlement, where employees only care about the bottom line.
People want to feel valued and appreciated for their work, and there are many ways to do that beyond just a paycheck. Recognition, professional development opportunities, and meaningful work are just a few examples of non-financial rewards that can motivate your team.
So, while money is certainly important, it's not the only thing that matters.
By taking a more holistic approach to motivation and rewards, you can create a culture where employees feel valued, engaged, and excited about their work.
Read more about the two types of motivation to better understand what motivates your staff.
Motivating your team is easy as 1, 2, 3…
Understanding what motivates your team and how to provide them with the right support and guidance can make all the difference in creating a high-performing team.
- Set clear goals and expectations
- Stop micromanaging and give employees the autonomy they need to do their jobs,
- Focus on rewards that go beyond financial incentives to create a culture of trust and motivation that inspires your team to be their best.
Remember, leadership is about inspiring and supporting your team to achieve greatness – together.
A gift for you - Is It Me Or Is It Them?
I have a little sometime for you. If motivating your people is a challenge for you, I have created a great new resource to help you identify whether motivation is the real issue you have or whether there is something else at play. Click the link below to get access to your Free Guide to Problem Employees.
Click here to get your free copy of the Guide.
