When a good student loses motivation all of a sudden, the parent will normally threaten to take away the car or the smartphone. When a great team member suddenly commences producing poor results, a manager’s first reaction is normally to award him a pay rise. However, none of these techniques offers long-term lasting motivation. To get the student back to high performance, parents can enlist the assistance of a tutor. As a manager, you too can take from elite teacher’s strategies to help you keep your team members motivated. Here is how;
Identify the Cause of Loss of Motivation
The initial step in motivating a faltering team member is to identify the cause of the change in behavior. Although it is usually tempting to attribute the issue to laziness and boredom, there is likely a significant problem. Some of these reasons are:
Loss of Purpose: Remember the subject you hated the most; those tedious worksheets that appeared to serve no goal other than filling up your head. As a student, you basically tried to get over them. Similarly, if your workers no longer believe in your firm main objective or mission, they will stop giving attention to the quality of their output. You need to go over your firm’s policies and directions and evaluate whether your team has become disengaged from the vision.
Loss of ownership:
Studies tell that motivation in performing classwork can be linked to a sense of being independent. Young people tend to give their best when they feel they have a sense of control over their work. This also happens to the freedom given to workers to suggest improvement and shifts to the work environment.
When a student’s score suffers, it can tell problems outside of class. Similarly, as adults, it is an error to assume that our personals lives have no impact on our workplace or professional performance. One’s life and work do not fit perfectly into different squares. The secret is to develop a rapport with your team so that they feel secure sharing matters affecting their overall wellbeing with you. You should try to motivate them to share their family issues. Only then can you help to keep them motivated if the issues if steaming from home.
When a tutor and his or her students sit and develop goals together, they share commitment and ownership in the learning process. Goal setting can also keep your team motivated. Ideally,
Create a timeline
Individuals are less likely to meet indistinct goals with unclear targets. Concrete goals with fixed deadlines promote a feeling of urgency in completing tasks and this establishes accountability among members of your team.
Make progress visible
A vivid display of gals on a whiteboard or chart helps people monitor their success. In addition, viewing their success each day gives a positive feeling of accomplishment and leads to a surge in the quantity and quality of work done. This sense of progress finally fuels the pursuit of the next goal on the list.
Provide Authentic Feedback
Each worker deserves genuine and accurate feedback on his or her job performance. Feedback rewards individuals for their work performance and encourages them to improve. It also does empower them to attain results. In reality, authentic feedback does more than just validate the person who earns it – it builds and validates the relationship between the receiver and the giver.
Acknowledge progress: Recognizing and rewarding when members of your team have attained significant milestones will clearly keep them performing at their best. Acknowledgment not only builds trust in struggling students but also sends a signal to workers that you note and appreciate hard work.
Give worthy praise
Do not give insincere praise just for the benefit of encouragement. You should only praise workers for devoting care to a project. Both students and adults can sense when praise is genuine. Being authentic strengthens the relationship between you and your team.
Reward Accomplishments: Reward hard work to send a message to your team and appreciate their effort. This can cover time off, monetary rewards, special recognition, and such. Note that this approach is very different from simply dishing out funds to unsatisfied team members – you will be recognizing behaviors you would like to nurture.
If you note a decline in motivation, do not simply assume that the individual is careless or apathetic. Identify the key source of the problem, and set goals to guide that person back on track, and lead with meaningful praise and objective encouragement. When your entire team is earnestly invested, your firm will be capable of rising to any occasion.