I frequently see employees working unmotivated in their companies, and often this doesn't mean they dislike their job or role, but that they've lost the enchantment with what they do. And when we stop believing in what we're doing, it soon loses all meaning and eventually we end up giving up.
Of course, motivation doesn't appear overnight and isn't something that will suddenly happen in a person's professional life, especially when they're already discouraged. It's a process that a leader needs to try to stimulate day after day, as if it were part of their daily routine. In some cases, simple actions can modify an employee's feelings. The difference lies in the perception of details.
However, the problem starts when leadership begins to see stimulating team motivation as a mere obligation. You might be wondering: why is this a problem, since I said it needs to be part of the routine? The fact is, from the moment a leader believes that motivating employees is just an item on their to-do list and needs to be checked off, it's a sign that it's not working.
According to data from a survey conducted by the consulting firm Robert Half, aimed at understanding how companies and employees feel about work, the role of leaders in consolidating employee happiness is considered very relevant. Approximately 94% of the professionals interviewed believe that satisfaction is influenced by leadership performance.
A rather significant number, don't you think? This only proves my point that managers play a fundamental role in team motivation, and some attitudes can truly make a difference. For example, active listening on the part of the leader can make people feel seen and heard, which will have a positive impact on how they see themselves in the company.
In this motivational process, employees need to understand that their respective roles make a difference to the organization as a whole and that, together, they are participating in a large mechanism that allows the business to function. And this will only be possible to understand if leadership points out and shows that each one has their value, encouraging them to be better and better.
One way a leader can motivate and keep a team motivated is by clearly communicating the team's direction, objectives, and purpose. Throughout the months, in meetings, this leader should practice the active listening mentioned earlier and direct the collaborators' efforts toward this team mission, which contributes to the organization's mission.
Frustrating expectations is also a way to undermine motivation; therefore, having clear metrics that show we have reached the goal is fundamental. This will facilitate interactions, making discussions more objective and less burdened by other, more qualitative factors that often cause more noise and distraction than contribute to achieving the goal.
Motivating employees is not just an obligation.
