Strategies to Motivate your Team

Strategies to Motivate your Team


1. Identify motivational levers:

  • First, think about what your motivational needs are; How do you meet your needs?
  • Having identified your Core Values, how do you use them as a motivational lever?
  • Using Martin Selingman's Virtue Strengths chart (Positive Psychology), identify and rank in order of preference the 5 virtue strengths that you attribute to yourself. They are positive forces to guide you towards motivating optimism.
  • Wheel of Life: graphically represent the activities related to the 5 areas of your life by evaluating them in terms of time and energy.
  • What would you like to change in order to be an actor in your life, bringing coherence and motivation?

2. Set up life habits that will ensure self-maintenance of your motivation:

  • In the following areas (environment, relationships, equipment, work, finances, time for yourself, lifestyle, emotions, self-image, time yourself), make a list of the stresses you experience (minimum 50).
  • Prioritise your stresses to determine what is urgent to address.
  • Identify the direct/indirect benefits and costs of each interference.
  • Choose whether or not to make changes or adjustments.
  • Plan your action.

3. Remove blockages and fears that inhibit motivation with supportive beliefs.


Take the list of proposals made to motivate your staff in the description section:

1. Motivate through daily management :

  • How do you respond to the 6 motivational needs of your employees?
  • How do you adapt your management to take into account the profiles and needs of your employees and aim to motivate everyone (situational management)?
  • What signs of recognition do you give to each of your employees?
  • How do you use the annual interview to involve your employees and strengthen their motivation?

2. Motivating through team cohesion:

  • How can you inspire and promote the quality of "living together" and conviviality in your teams?
  • How do you identify and value different operating and cultural profiles?
  • In team-building seminars, how do you promote a better understanding of each other as a motivational lever?
  • How do you use positive characteristics and successes to give a positive vision of change, oriented towards finding solutions?

3. Motivating through talent development:

  • How do you integrate the main criteria for identifying talent into your daily practice (skills, results/performance, potential, behaviour and behavioural skills, commitment/motivation)?
  • How do you integrate the 5 motivational axes for developing talent?
  • How do your exchanges with your employees enable them to get to know each other better? What personality questionnaires are used, 360Β°, DISC, EIQ, MBTI ...
  • What types of training and key assignments can you offer or give them?
  • What form of recognition can you give?

4. Motivating through HR tools and a dynamic career path

  • How do I use HR tools and the dynamics of a career path to motivate?
  • o Integration, training

    o Internal mobility

    o Internal communication

    o Professional interview, skills assessment, 360Β° assessment

    o Personality profile

    o Development plan, Coaching