I often see employees working unmotivated in the companies they are in and often this does not mean that they do not like the job or the function they perform, but that they have lost the enchantment for what they do. And when we stop believing in what we are doing, soon it has no meaning and eventually we give up.
Of course, motivation does not arise overnight and is not something that will happen suddenly in a person's professional life, especially when he is already discouraged, but it is a process that the leader needs to try to stimulate day after day, as if it were part of the routine of tasks. In some cases, simple actions can modify the feeling of a collaborator. The difference is in the perception of details.
However, the problem begins when leadership starts to see the stimulus to team motivation as a mere obligation. You must be wondering: why is this a problem and I said that it needs to be part of the routine? It happens that from the moment the leader believes that motivating employees is just an item on your list and that needs to be fulfilled just to check, it is a sign that it is not working.
According to data from a survey conducted by the consultancy Robert Half, whose objective was to understand how companies and workers feel about work, the role of leaders in consolidating employee happiness is considered very relevant. About 94% of the professionals interviewed believe that satisfaction is influenced by the performance of leadership.
A very significant number, don't you think? This only proves what I'm talking about that managers have a fundamental role in motivating the team and some attitudes can really make a difference. For example, active listening by the leader is able to make people feel seen and heard, which will have a positive impact on the way they see themselves in the company.
In this process of motivation, employees need to understand that their respective functions make a difference to the organization as a whole and that together, they are participating in a great gear that allows the business to work. And this will only be possible to understand if the leadership points and shows that each has its value, encouraging to be better and better.
One of the ways that the leader has to motivate and keep the team motivated is to make clear the direction they are going, what are the objectives and why they exist. Over the months, in meetings, this leader must practice active listening that I mentioned earlier, and direct the efforts of employees to this mission of the team that contributes to the mission of the organization.
Frustrating expectations is also a way to undermine motivation, for this reason, having clear metrics that show that we have reached the goal is fundamental. This will facilitate interactions, making discussions more objective and less loaded with other more qualitative factors that often cause more noise and distraction than contribute to the achievement of the end.
Motivating employees is not just a must
