Intangible motivation: get staff to perform at their best
If you manage a team of people, you probably know that it can sometimes be difficult to motivate them to perform at their best. As a manager, you need to keep your team motivated to get the job done. This is one of the most useful skills you can have.

The PAnDiKubiz consulting company's experts discussed ways to motivate your employees in an intangible way.
Share your vision with the team. People find it difficult to motivate themselves if they don't know what they're working on. Understanding the nature of the work is a powerful motivator. Your team is much more likely to perform better if they know exactly what they're working on and why. Show them how their efforts make a difference. Say, "Your contribution is very important to the success of our project. This is a good motivator.

A business owner or manager should set goals and communicate them regularly to the team. The moment the whole team really gets behind these ideas, there will be an unusually high level of intangible motivation. People need meaning in their lives. And work takes up an enormous amount of time. And when people have a greater purpose in this part of their lives, work becomes more than just a way to make money. It becomes a source of pride for them.

For example, many professionals aspire to work at Google. Even in positions that are not highly paid. All because Google has changed our world in so many ways and continues to do so. That is the company's mission, and people want to be a part of it.
Designing ways to motivate
Pleasant motivational rewards
In addition to conceptual motivators, you can also use less significant, but pleasant, motivators. They will improve the mood, distract from the daily routine and provide an opportunity to receive additional rewards for their work.

  • Privileges. For example, the ability to use a company car, the right to take a leave of absence, an office in a special location, the ability to communicate directly with senior management. Sometimes we don't even think about how simple privileges can be.
  • Team activities. All kinds of outings, camping trips, bowling, etc. let people know that the company cares about them. The best way to do this is as a reward for something the whole team has achieved. For example, if you have achieved 110% of the sales plan - go to the mountains at the company's expense.
  • Face of the company. Make one of your employees the official face of the company on social networks and at public events. People like attention and popularity. Demonstrate your credibility and increase the employee's motivation.
  • Encourage personal goals. Offer employees training to help them better plan their lives and careers, and define their goals. The more purpose they have, the more they want to get out of work. Purpose gives people energy. Help people to achieve their personal goals. This has a positive effect on their work.
  • Gamification. Introducing elements of performance-based competition between employees. This approach is used in many large companies. For example, the manager with the highest sales at the end of a certain period is rewarded with a holiday for the whole family.
Value your people. People do a better job when they feel their work is truly valued. A salary may motivate people to come to work, but feeling valued is what motivates them to do their best. So one of the best ways to motivate your team is to make everyone feel like they're part of something bigger. Communicate to each team member why a particular task is important, why their work is useful to others.

It is important to give positive feedback. A little praise at work is one of the easiest and most effective ways to keep your team motivated throughout the day. A word or two is often enough to lift their spirits and motivate them for the rest of the day. Your praise and positive feedback should be specific and sincere. People can tell the difference between sincere praise and flattery.

A manager should be a role model for employees. Leaders who lead by example are valuable motivators for the team. Set the pace and demonstrate what a perfectly executed job should look like. If you're just giving orders, don't expect them to be followed with enthusiasm. If your team members see you working hard, they are more likely to do the same.

A sense of progress and growth. Most employees want to work for a company where they can grow and be promoted. People don't want to work where they are treated like a cog in a machine.

If an employee feels that their work is actually helping their career development, they will be maximally motivated. Personal development and opportunities for professional and career growth motivate far more than a salary. When an employee sees the prospect of becoming a department head, a deputy director, a director, that becomes their goal. He or she has a greater desire to learn new things, to develop and to deliver better results for the company.
Taking individual characteristics into account
Motivation requires a personal approach. Make an effort to understand each team member's working style. Different people will be motivated by different factors. It is the manager's job to find out exactly what motivates them best. Some may be motivated by friendly team rivalry, while others may not want to compete with colleagues at all. Special opportunities will motivate some, but not others. Don't apply generic motivational strategies to the whole team. Get to know each employee and work on motivating them individually.

For non-material methods of motivation to be really effective, you should not forget about material incentives. This is especially true for established employees with experience and qualifications. If you want the best specialists to work for your company, you should not hesitate to pay them well.

PAnDiKubiz Cyprus will help you find the right balance between material and immaterial incentives and develop an effective strategy to motivate your team.
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