The best ways to react when your team members seem to be uninspired or unmotivated.
10 min read
The opinions expressed by employees are personal.
Every small business owner aspires to grow, but that process involves challenges that are not fixed by simply talking about goals, budgets and weekly tasks. There are times when a subculture of dissatisfaction is expanding, and employees begin to feel uninspired and unmotivated. Conflicts begin to emerge and your team feels divided and incommunicado, especially at times when you have to face problems with the flow of money , the capacity and the realities of growing a small business.
Then you decide to wear the leader's hat, because you know that your employees are the life of your company, and you try to do something to reintegrate the troops. You have board after board promoting teamwork, fostering cooperation and talking about what everyone is trying to achieve together. However, in the end you still don't get the results and the collaboration that you know everyone can achieve if they communicate correctly. So what's next?
It is time to make some improvements and change the status quo . Improving team performance will require dedication, determination and leadership from both sides. Here are some tips that you can continuously implement to achieve a more productive team performance so that you achieve those goals you have as a company.
Define and communicate the vision – speak with the heart
High-performance small business leaders stick to their message all the time. They reaffirm the reason why work matters, the positive impact they make on the lives of customers and continuously convey the company's vision and how everyone's role is crucial to achieving it. Employees will show a greater degree of commitment if they feel that their work is essential to achieve the mission and vision of the company.
If everyone comes to work simply by working, it is easy for them to get lost in daily operations and forget the reason they entered the company. When you lead with a vision and make the mission tangible, your employees will come together and work hard to achieve the common goal. Make them feel that they are working for something big and exciting.
Be sure to keep your team well informed and drive communication between them, so that everyone understands the way in which their work impacts the success of the company. Be extremely clear about the final destination they are going to, even if you don't know what the road they are going to go through looks like. By doing so, you will give your employees a purpose, the desire to get involved, to find ways to do things and generate results. However, remember to talk with your heart. Your role as a leader is to make your team passionate just like you, and feel that the business is yours. Do not be afraid to sound scratched, keep everyone's attention on the big picture and lead with your vision.
Promote balance – be human, not humanoid
The reality is that there will always be more things to do apart from those on the pending list, there will always be more people to call, more together to go to and more problems to solve. However, depleting your employees with unrealistic goals and very narrow delivery times, and not giving them time to recharge their batteries is counterproductive and creates an atmosphere of resentment. If their families complain that they work too much, and at work they always hear that they have to keep working and working harder and harder to get better results, this can lead them to feel inadequate. The negativity will be installed and will affect the concentration and productivity of your employees. They will begin to feel like they are failing everyone, including themselves.
Your labor policies should be fair, promote loyalty and reward employees for their contribution and their work. By giving them time to be with their loved ones, putting mandatory time to take care of themselves or giving them extra days of rest after a process, they let them know that their well-being is important to you and that they care about you as human beings.
It is also important to give them time to get to know each other on a personal level. When we meet someone at a deeper level, we feel more willing to support them and take that extra step for the person, collaborating and being part of the team.
Schedule exercises to encourage teamwork, motivate meetings after work and give you time to ask about your personal life will build trust and loyalty. Be sure to create an environment in which motivation and positivity flourish, avoiding judgments. Remember that the people on your team are human, with their own problems, families and limitations.
Delegate and empower – avoid micromanaging and tags
As a small business owner, you usually have a limited number of employees, and you end up wearing too many hats. Have your employees ever told you they can't finish something because they are waiting for your approval? Do you feel the need to review and approve everyone's work? Do you hesitate to do something because in the past you ended up changing what you delivered, making you doubt your abilities?
It is worth mentioning here that what you know or the way you do things may not be the only way, not even the best. If you are always reaching out, you are fostering a culture of doubt and inactivity. Better try to educate, show yourself open to new ideas, motivate and inspire them to take charge, get out of the comfortable, and let them do things on their own. In a short time, your employees will feel empowered and instead of going to the co-pilot's place, waiting for direction and approvals, they will start running your business together with you. Think about specific areas where you should go out completely and let others do it. Give your employees the power and confidence to do things alone.
In addition to delegating responsibilities, consider neglecting labels to foster a more positive atmosphere of support, gratitude and mutual motivation. People like to be treated the same and they like their ideas to be heard and respected. Employees want to work for people they respect and trust. Respect is earned with your actions, not with what you think you are going to do. Make sure you're not constantly reinforcing your title.
Commit to continuing education – provide and invest in constant training
In many cases, employees think of their leaders as role models and expect to learn from their knowledge and experience. If you do not give yourself the time to transmit your knowledge and support the learning path of your employees, they may end up feeling that they are not important enough to deserve your time. It is essential that you give yourself the time to properly train your employees, motivating them and supporting their development, and recognize the additional effort they are making to grow. In the end, it's all about being a better support system for you and your partners.
Do not be sad to recognize that you do not have all the answers and encourage self-learning at all levels, in all departments. Everyone has something to contribute, and when everyone is open to learn from others, regardless of where they stand in the company, a greater sense of purpose and collaboration will develop. Always motivate your employees to take that extra class, develop that new skill and bring everything they learn to the company.
And most importantly, make sure everyone understands that their development is a fundamental part of the overall success of the company and that as a leader you are there to support their journey towards knowledge, and vice versa. In your daily interactions they will realize if your commitment to their growth and development is as important as your own. As a leader, you continually invest time in your own professional growth, and in doing so, your employees will realize and follow you.
Encourage recognition – what is rewarded is repeated
Who doesn't like to be noticed and appreciated for their hard work and hard work? Studies have shown that although only 60% of adults in the workforce recognize that recognition is vital to them, more than 96 percent felt that recognition inspired them and motivated them to get more involved and work harder.
As leaders, we should never underestimate the power of recognition when it is justified, especially when one of your employees delivers exceptional results, does an outstanding job or even assumes leadership to motivate and listen to others. You have to give yourself a moment to recognize your commitment to excellence. In doing so, you will empower the individual to follow in this direction and reinforce their commitment to the company's vision, mission and objectives.
And even better, when you as a leader begin to recognize the work of another, a culture of gratitude forms towards the work of others, and not only will they begin to motivate themselves internally, but this will be reflected in the service they offer to your customers This sense of community will motivate everyone's performance and take it to its highest level while working better as a team.