Strategies to Motivate your Team

Strategies to Motivate your Team

PUT INTO PRACTICE

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.

EXAMPLE OF EXERCISES

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