In this article Let’s see a summary of how to motivate a work team , taking into account tools from work psychology to answer this question. Additionally, we will review the concept of work motivation.
Before seeing how to motivate a work team, let’s look at the key concepts.
Motivation refers to the personal component that causes mobilization in a person to achieve certain objectives.
When we refer to work motivation, we are talking about all those components that motivate the subject to perform their work satisfactorily. When it comes to work groups, this motivation It must be collective, and focused on all team members that cooperate with each other.
The idea is that all subjects who are part of the work team are oriented to fulfill their assignments in a manner appropriate to the interests of the entire organization.
There are two sources of motivation, which are internal and external Internal motivation is everything that originates because the person wants to satisfy a personal desire; for example, learning a profession in a real work environment.
External motivation, on the other hand, is motivated by an object interest. That is, the subject is motivated based on what he will receive in return after completing his tasks; It could be a salary increase, a bonus, etc.
Now we will see a list with the best techniques and tips on how to motivate groups according to organizational and work psychology; The order in which they are found does not determine their effectiveness.
1. Good leadership
To achieve good performance from the members of a group, it is important that their leader not only focus on project management, but that is also capable of working with the human component of each of the team participants.
A good leader not only demands results from his workers, but also cares that your needs are met in addition to taking into account the different personal motivations of each of them.
2. Good incentives
A salary increase or some occasional bonuses are not enough to encourage the team to give their best , these are only short-term motivations. Only with them, after a while their effects end up diluting, and the members of the work team will once again feel uncomfortable or dissatisfied.
The best work incentives are to provide workers with an optimal work environment for their daily performance, where they do not feel too pressured or uncomfortable regarding their work situation. In addition, it is necessary to clearly define to each team member what role they have to play.
3. Prevent mobbing
Workplace harassment is one of the main causes of workers feeling frustrated and reducing their productivity and satisfaction. We must be attentive to this situation within our work groups, to not allow anyone to suffer
4. Extra-work programs
These types of initiatives are intended to provide workers knowledge and tools that improve your quality of life in general terms and consequently your performance in terms of work will also be increased.
For example, some after-work programs could be; emotional management workshops, talks on assertive communication at work, implementing the practice of some sports discipline among members of the work team, etc.
5. Provide information to the team
To the extent that the team feels more involved in the work project, they will be more likely to perform better with respect to each other’s activities in their respective areas of action. The leader must ensure that he or she provides sufficient information to his or her workers. to make them feel included and aware of what is happening
6. Recognize the effort
Every good employee likes to have their efforts recognized. Simply letting employees know they are doing well At a certain point it will help them feel that their effort is worth it.
7. Create involved leadership
A fairly common mistake among work group leaders is to think that it is enough to give the necessary instructions for the work group to do the rest; Nothing is more counterproductive than this for the motivation of staff members.
A good leader not only tells what to do, but also also actively participates in the process of carrying out the activities He shows the workers that he is one of them too and teaches by example.
8. Moderate rotations
No member of the team would like to have to go through constant adaptation processes; that is why you must Be careful when implementing rotations as a work method for your project. If you abuse this resource you could notice discouragement in your group.
The ideal is to create stable groups where each of the members of that department feels secure in their position and does not have the uncertainty that at any moment they will have to take their things and change places.
9. Set clear, short-term goals
To motivate, It is very important to set goals that are not totally abstract, but easy to define and that can also be broken down into other medium and long-term sub-goals.
In this way, everyone will be clear about what to do and will be jointly involved in not losing the good rhythm that leads to the achievement of those goals. If this were not the case, there would be no clear incentives and, out of pure inertia, workers would tend not to worry much about whether what is necessary is delivered.
