How do you get people engaged and motivated?
•Descargar como PPSX, PDF•
3 recomendaciones•759 vistas
You will learn proactive strategies to motivate your teams, whether they are distributed or in one location. You will learn about the power of positive motivation and the advantages it brings. You will discover tools that will help you motivate your team.
Recomendados
Recomendados
Más contenido relacionado
La actualidad más candente
La actualidad más candente (20)
Similar a How do you get people engaged and motivated?
Similar a How do you get people engaged and motivated? (20)
Último
Último (18)
How do you get people engaged and motivated?
- 1. Engagement Techniques: How Do You Get People Engaged and Motivated?
- 4. How do you get your team engaged and motivated? Wait!
- 5. GET TO KNOW YOUR TEAM
- 6. How well do you know your team members? • Master Jedi: Very well. • Jedi knight: Pretty well. I know what each person is like and what motivates him/her. • Padawan: I know when they are excited or unmotivated, but I don’t really know why. Get to know your team
- 7. Let’s test it! Get to know your team
- 8. Let’s test it! How well do you know your team’s expectations at work? 1-I have no idea. Why should I care? 2-We have never talked about it, but I think I know what they are. 3-Yes. I have meet individually and talked about expectations. Get to know your team
- 9. Let’s test it! Do you know the personality of each person in your team well? 1-They are all developers; aren’t they cloned? 2-Yes. We talked about it with the HR department before hiring each person. 3-Yes. We took a self assessment test and talked about the results together. Get to know your team
- 10. Let’s test it! Do you know what makes your team members thrive? 1-No. I thought it was their paycheck. 2-Mostly. The extroverted ones show it pretty clearly. 3-Yes. I know what makes each person thrive, even the ones that are shy. Get to know your team
- 11. Let’s test it! Do you know each person’s dreams and goals in life? 1-No. This is a workplace. I don’t care. 2-I know the ones that they have told me. 3-Yes. I took the time to ask everyone, and now I know each person’s current purpose. Get to know your team
- 12. Let’s test it! Do you know what demotivates them? 1-No. They always seem the same to me. 2-I know they don’t like bureaucracy, but that is about it. 3-Yes. I know what unmotivates each person, and we are open about it. Get to know your team
- 13. The reality • 1-5 • 6-10 • 11-15 Get to know your team
- 14. How can I know them better? Spend time listening: • Self-assessment tools. • Create a moment in monthly meetings where people can express themselves. • Encourage a trusting environment. Get to know your team
- 15. What motivates your team? Questions for 1:1 sessions or group meetings. • Are you happy with your work and the tasks you do? • What motivates you at work? • What are the reasons for why you are still working here? • What is your role in the company? • Focus on the tasks that motivate you the most. Ask yourself why they are the ones that motivate you the most. • What is your personal contribution to these tasks? • How has management affected your motivation positively? Negatively? Get to know your team
- 16. You need to know people so you can motivate them • Personality • Interests • Interrelations • Expectations • Aspirations • Potential and strengths • Areas to improve • What makes them thrive Get to know your team
- 17. Get to know your team **Gallup 2013 State of the Global Workplace. 2.5x more revenues for companies with engaged employees vs competitors with low engagement levels Hay group study Engaged performance
- 18. HOW DO I GET STARTED?
- 19. Eliminate demotivators Start to motivate your team
- 20. Be assertive How? • Rewrite all communications until they are positive • Offer pure and informational feedback • Discuss your intentions openly • Maintain self-control during negotiations Start to motivate your team
- 21. WHAT MOTIVATES US AT WORK? Start to motivate your team
- 22. What motivates employees? Autonomy Mastery Purpose Sense of Belonging Recognition Start to motivate your team
- 23. Autonomy How? • Avoid micromanaging. • Delegate. • Hire people who are autonomous. • Involve your team in goal setting and in improvements. Start to motivate your team
- 24. Mastery Start to motivate your team How? • New challenges. • Development and empowerment. • Participation in transversal projects. • Possibility to change projects or tasks inside a project. • Emphasize learning goals. • Stronger learning culture: 37% greater productivity.
- 25. Purpose How? • Share the purpose in every meeting with different examples. • Hire people that share similar values to your company’s. • Help team members achieve their dreams. • Provide a frame for your goals. Start to motivate your team
- 26. Sense of belonging How? • Share information. • Team activities. Start to motivate your team
- 27. Sense of belonging Start to motivate your team
- 28. Sense of belonging Start to motivate your team
- 29. Start to motivate your Sense of belonging
- 30. Sense of belonging Create a mascot • Spend 5 to 10 minutes brainstorming with your team to generate a list of personality traits and skills that an ideal team member would possess. • Your list should contain items that would be common for any team, as well as traits unique to your specific team. • Encourage team members to go beyond the obvious. • After brainstorming, use the drawing feature of your online collaborative tool to create a team mascot representing your ideal team member. • It's fun to create your team mascot together in real time, with all team members contributing something to the drawing. Make a stick figure that has all the characteristics in it. • As a facilitator, you need to make sure that each person’s contribution is represented at least once in the figure. • Bring the stick figure to an artist (it can be a person in the team) and turn it into a cool-looking mascot. Add the company colors if possible. • Use it in presentations, and you can even make T-shirts and mugs with it and send them to the team members. Start to motivate your team
- 31. Recognition How? • Publicly acknowledge team efforts • Gratitude: repeat why each person’s work is important • Offer opportunities – Train your team so that people can achieve their goals – Hire from within Start to motivate your team
- 33. Surveys • How motivated do you feel about starting this new project? • How motivated are you about working with this team? • How do you feel about the last sprint? • Name 1 thing that motivates you and 1 thing that doesn’t. Measure motivation
- 35. Available tools • Measure employee engagement: – Officevibe – Moodapp – Tynipulse • Self-assessment: – Playprelude • Collaboration tools with gaming strategies and rewards Measure motivation
- 38. Motivation Killers in a Virtual Team Poor communication Disconnection from the team No sense of belonging Loneliness Lack of trust Boredom Unmotivated team
- 39. Super Communicate • 80% of the messages we receive come from body language • Video gives us an energy boost Motivation in Distributed Teams
- 40. • Collaboration tools for less meetings • Use meetings to create synergies and have fun • Start each meeting with a short warm up talk • End each meeting on a high note Super Communication Motivation in Distributed Teams
- 41. Super Guidance • Document all important things • Daily mentoring • Repeat instructions • Repeat acknowledgements • Feedback more often (43% of highly engaged employees receive weekly feedback*) *Towers Watson 2012 Motivation in Distributed Teams
- 42. Super Company Culture Beat loneliness • Private social media • Team playlists • Team activities • Photo contest • Promote virtual water coolers Motivation in Distributed Teams
- 43. Managing-Virtual-Teams.com • Courses for Managers and Team Members • Facilitate Team Activities • 1:1 Consulting Skype: annadanes anna.danes@managing-virtual-teams.com
Notas del editor
- Who are those people? Do you know your team? Motivation is what drives us. Motivation is the cause of action. The driving force to live. The fuel of life. We are all fueled by different things.
- Master Jedi: Very well, I know the ones that are motivated by money, the ones that are motivated by recognition, the ones that thrive with opportunities. I know their motivation very well. Jedi knight: Pretty well, I know the motivations of mostly everyone. Padawan: I know when they are excited or unmotivated, but I don’t really know why.
- Time to take a paper and a pen and do some math. I will ask you some questions and you have to say on a scale of 1-3. 1 being almost none, 3 being the maximum.
- What they expect from managers, from the company, from colleagues...
- Are they analytical? Who is the most creative by nature? Who is the most espontanous? Who is the one that likes to make complex plans? Who is looking for balance all the time? Who is the “go doer”? Who is always looking for harmony?
- To get recognized in front of everybody else? To win? To achieve a goal together? To stand up before the rest? To be right? To satisfy clients? To satisfy managers?
- Maybe it is bureaucracy, micromanagement, not knowing enough, other team members,…
- 1-5: Please stay and lets have coffee afterwards. 5-10: Great! You will find this talk useful 10-15: You can leave unless you are interested in learning about motivation in distributed teams which is the last part of my talk today.
- Listening, not judging what the other just said, not thining about the next thing you will say, not thinking about something else, just listening. Benefits: It gives an immediate boost of recognition and feeling of importance to the person that is talking. The more confidence your team members have, the more productive, motivated, and effective they will be. On top of that, you will learn tons from what they have to say. Work towards an environment that doesn’t encourage blame where people can be themselves and speak freely.
- You can only motivate people that you know, people that thrive about. You think you know your team? It takes time
- Eliminate what demotivates people. Seriously, if you only do this you will almost not have to motivate anybody. Ask your team what demotivates them. When are they unmotivated, in what meetings, under what circumstances and work towards eliminating the demotivators. If some of your team members are unreasonable show them honestly your point of view and how what you are saying is not an demotivator but a benefit for them. Work on an individual basis with the demotivator. Test new things. Eliminate toxic workers. Put people first: know their aspirations and expectations so you can help them achieve their dreams Knowledge of the team and their aspirations
- Maintain self-control during negotiations: Defend your position; you know what you want and why you want it. Actively listen to what the other person is saying and do not interrupt. Present your ideas with conviction and assurance. By maintaining your self-control, you will be recognized as a professional. Remember that people leave bosses, not companies. Benefits: The others will perceive you as a person that wants to create consensus and find a win-win situation. They will appreciate you and take you into consideration in future negotiations; they will see you as an ally, even if you don’t have the same objectives as them. Tip: If you feel that you are losing control and getting nervous, pause before you speak, take a deep breath, and talk confidently. The pause will help create a feeling of expectation, and your interlocutor will pay more attention to what you have to say.
- Autonomy: employees have the desire to be autonomous. Typical management style eliminates this desire and turns workers in to machines. Being told what to do and when to do it is not very motivating. Mastery: even if it means momentarily being outside of the comfort zone, workers want to get better at their job. The feeling of achievement after finding a solution or mastering a process is something that strongly motivates employees. Super-easy jobs and routines are not very motivating. Purpose: if workers feel like they are contributing to a greater good, they will thrive. Energy levels will stay high, and they’ll avoid burn-out. : if workers feel like they are contributing to a greater good, they will thrive. Working for a company that has no social value doesn’t motivate most of us. Sense of belonging: : in a group that is working towards a goal. Companies that promote individualism and competition between team members fall apart as soon as stress appears.
- Setting up challenging and interesting goals will empower your workers. But don’t forget to give them the tools to achieve those goals! Show how important frames are. Example: Medical monitoring machine Vs Machine that tells nurses when somebody’s vitals are not functioning well, a machine that safes life
- Find out what is and isn’t boring for your team
- Having a solid culture will help you transmit these values and attract the right people. Focus on contribution to the greater good. Help individuals connect the goal to their goal-related or life purpose.
- Some call it the tyranny of transparency, but you don’t need to share your accounting books to everybody. Just try to be transparent on how the company is progressing, making each person part of a bigger picture. Make sure each person understands how important their role is in the company, give them autonomy, trust and you will be surprised!
- Example: Collabora is a software development company. They programming team decided that the ideal team member had laser-focus, was serious, fast, didn’t make a mess, was tech savvy and of course, had good programming skills. The result is this ninja that carries a keyboard, 2 mouse, an antenna and flies in a cloud made of binary code.
- Example: Collabora is a software development company. They programming team decided that the ideal team member had laser-focus, was serious, fast, didn’t make a mess, was tech savvy and of course, had good programming skills. The result is this ninja that carries a keyboard, 2 mouse, an antenna and flies in a cloud made of binary code.
- Do activities to increase identification with company and team:
- Like all of them you need to know what your team is like and what each person prefers. Make sure your employees have the tools and training they need to stay motivated. Project-related contests
- After a meeting survey: 1 or 2 question survey, anonymous Quarterly surveys
- Build, one step at a time.
- Communication is harder but it still possible It takes more energy and more resources from the manager Focus first on building relationships with the team and between team members Everything takes longer, we need more repetition when we are talking about distributed teams. Repeat the company values, the procedures,…
- Use as many collaboration tools as you can