Motivating your team was a challenge for many, even before the global crisis turned everything upside down. Two years into this climate of stress and uncertainty turned a challenge into a Herculean task.
I recently talked to a team leader whose corporation was going through a merger. She confessed that she dreads update meetings because she does not know what to say to her team anymore.
There seem to be no guarantees, and people are tired of Zoom meetings and pep talks that are mostly meaningless.
So, here are some psychological insights for all the managers who feel like their job just got ten times harder. Starting from the self-determination theory (STD), specialists have identified three major psychological needs that have to be met to ensure employee motivation.
They are:
You've probably heard the phrase "we are like a family here" in corporate contexts. While it may sound like an exaggeration, employees need to feel like they belong in their teams and subsequently in the organization.
They need to know that they are acknowledged and valued. Of course, this isn’t news to managers. It is, however, harder to demonstrate in turbulent times. There are a few things that you can do as a leader to build connection:
Read more: The role of leaders in building trust within the organization
Employees feel motivated when they can see the results of their work and have the resources to grow both personally and professionally. Research demonstrates that holding employees accountable for achievable goals can improve performance.
Motivation science tells that trust can be built by showing trust first. Here are some ideas for fostering a sense of competence in your team and boosting motivation:
Read more: Boosting learning outcomes through competency-based training
Effective leaders empower employees by allowing them the freedom to make choices. They also avoid micromanaging and take on a supporting role rather than a managerial one.
Autonomy should be encouraged without dismissing everyone’s responsibility for achieving goals. These are some of the practices that build and nurture autonomy:
Read more: 7 Ways to keep employees motivated post-pandemic
Regardless of circumstances, we are motivated by our values and what we perceive as the best version of ourselves. By meeting the three basic needs: connection, competence, and autonomy, leaders can keep employees engaged and feeling appreciated.
People need to work for a purpose instead of just a paycheck. It's up to their managers to build and maintain that type of professional environment.