Pons Consulting

Leadership Edition Two

Ten ways to win with your team.

Thinking that we pay people so they should perform has its limitations. Whilst money can and does motivate research shows its long-term effects can be limited. Above average employees are motivated by the opportunity to be part of something great, to make a difference and show they can shine.

Over the years we have asked managers and employees what motivational managers do to make the difference. And the answer is always the same: the manager who gives challenges, clear feedback and appreciates effort are motivational. But both managers and employees suggest managers could be more effective.

Ten ways to win with your team
Tips for improving performance
1. Show that the person's work is important. Focus on using positive language.
When we don't care, our people won't care. Be sincere, honest and positive. Our words reveal who we are. No whining! Don't hang out the dirty linen with your team.
2. Work with people. Avoid doing it "to them".
Do a team member's task to show their importance. Be accessible, that way you can expect your team shows this behaviour to their customers. Clarify expectation and give responsibility willingly. Remember, delegation often fails because managers distance themselves before understanding the person's capability.
3. Balance praise, criticism and silence.
4. Endorse a work hard, play hard philosophy.
People who enjoy each other's company will work together to be smarter. Celebrate success as a team.
5. Recognise a significant number of team members, most of the time.
Over emphasis on or continual incentives to top achievers will de-motivate the team. Consider team incentives. A failure to continually review incentive structure leads to manipulation. Are you truly giving every person an equal opportunity to be recognised? Have you asked your people what they think? Comment positively on the performance of 2 to 3 people per day.
6. Work on the human desire to feel appreciated.
Most people want to do well, be counted as having achieved. Appreciate initial easy "wins". Build challenges until the person fits the work they do. Then they will develop their own challenges. Create the space to let them get on with it.
7. Personal notes acknowledging specific achievements are powerful motivators.
Write a few (3 to 5) personally specific notes a week acknowledging exceptional achievement. While mastering this practice express your appreciation publicly.
8. Involve your team in developing an approach to recognising each other.
Encourage the team to find the good. Ghost friends per quarter who support other team members. Team member descriptions of others going the extra mile are powerful.
9. Recognise effort publicly and regularly.
Don't wait for public recognition from the boss, at regular functions. Lead your team's approach.
10. Be spontaneous, have fun and acknowledge that motivation requires frequent re-ignition.
Move beyond the rules and boundaries. Do something different. Continually surprise your people.
Who We Are

Pons Process Consulting was established in 1995. A respected business consulting practice, whose focus is on people management and development. We provide comprehensive and customised organisation change and development services to our clients.

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