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17 Proven Tactics for Motivating Employees and Building a Stronger Team

17 Proven Tactics for Motivating Employees and Building a Stronger Team

Have there been instances when you noted a drop in your team’s productivity or observed a behavioral change in someone who used to be an excellent performer?

Before you blame the team for not being motivated enough or worse still, choose to ignore these warning signs, look inwards and ask yourself if YOU are doing enough to keep your team motivated in the first place.

Motivating employees is extremely crucial. As the leader of the pack, it is your responsibility to ensure each and every member of your team feels valued, driven and motivated.

After all, you cannot expect a bunch of disengaged and demotivated people to deliver results and grow your business, can you?

Here are 17 surefire tactics for motivating your employees and building a productive team:

1. Show your appreciation

In the whole race to achieve external business goals, leaders often forget to value their most important assets — their employees.

The least you can do to boost performance and morale is to appreciate your employees, recognize their efforts and give them credit when it is due.

Whether it’s sending a personalized note, recognizing achievements publicly during team huddles or even rewarding top performers at the end of every month, you will be surprised to see how these small acts of appreciation can go a long way.

2. Communicate effectively

Effective communication can do wonders in motivating employees. Who is a strong communicator? Someone who knows what they are talking about and are able to convey their message accurately.

Communication is a lot more than just language and talking. Factors such as eye contact, active listening, hand gestures and postures also say a lot about a person’s communication skills.

3. Be open to dialogue

Gone are the days when leading through fear and putting on the tough, distant leader act would work.

New age leadership is all about instilling trust by being accessible and encouraging discussions. Your team needs to feel comfortable speaking to you and you need to set the tone for such a camaraderie.

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In spite of having a busy schedule, you can still show you care through simple, effective acts.

For instance, having an open door policy, showing genuine interest while interacting with your employees or even greeting your team members helps breaking barriers and projects you as an accessible leader.

4. Provide constructive criticism

Giving negative feedback is always tricky — you don’t want to hurt feelings nor do you want the feedback to be taken lightly.

So, what do you do? The idea is to offer criticism such that it inspires change and delivers results.

Firstly, take criticism behind closed doors because nothing breaks self esteem the way calling out employees in public does.

Have a one-on-one discussion with the concerned person and make your feedback very specific. Be clear about your expectations and offer guidance on how they can improve.

Most importantly, give them the chance to explain their side of the story too instead of jumping to conclusions.

5. Conduct one-on-ones

Yes, you conduct weekly meetings with the team but how well do you know them on a personal level?

While you may think this isn’t an important practice to follow, it is one of the best ways to engage with your employees and identify what drives them.

Conduct a one-one-one session every month and use it to understand how your employees are doing and if they are facing any roadblocks.

More than reviewing performances, consider this as a relationship building tool to ensure you are aligned with your team and are working towards a shared, common goal.

6. Build training programs

In this ever-changing business landscape, it is important to ensure your employees are updated with the latest, relevant skills that can help boost productivity and performance.

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From imparting technical and soft skills to offering mentoring programs – investing in training and development significantly helps in motivating employees and keeps the learning going.

While conducting training programs, remember to keep them engaging and interactive. They need to ultimately drive value and reinforce learnings.

7. Offer growth opportunities

Every employee envisions a different career path for themselves and demotivation strikes the day they feel they have reached stagnation. As a leader, you need to first be aligned with their goals and offer ample growth opportunities that constantly keeps them engaged and motivated.

Growth opportunities go beyond just financial growth. While money is a huge driving factor, what makes most people tick is making progress in the company and going up the career ladder.

Being faced with new challenges and responsibilities lets them push the envelope and broaden their knowledge and skills.

8. Reward them

Go beyond verbal recognition and reward employees for their notable work. You can start an incentive program and reward top performers. This ensures increased productivity and brings out the best in them.

If you don’t have enough budgets for that, you can also reward top performers with movie tickets, a paid vacation or something as simple as giving them the option to work from home.

Rewarding employees promotes healthy competition and motivates them while meeting business goals.

9. Encourage team outings

Employee motivation also stems from how connected the team is. Invest time in team building because a team that works collaboratively is likely to deliver better results.

From bowling nights to hosting team dinners – team outings are a great way to get to know each other and bond. Assign someone from your team to be in charge of organizing these monthly outings and make sure you join them too!

10. Involve them

Involve your employees in decision making because when they are involved, they feel more valued and part of a larger cause.

Seek your team’s opinion and encourage healthy debates within the team. This boosts employee morale and challenges them to work harder as they know they are in a position to make an impact and will be taken seriously.

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11. Set meaningful goals

In the beginning of the financial year, make sure you sit down with each employee to set meaningful and realistic goals. The goal-setting conversation is an extremely crucial one and needs to be a two-way street.

Whether your employee feels burdened or doesn’t feel inspired enough by the assigned goals – this is the time to come to a consensus and assign goals derived from business objectives that foster individual development while keeping in mind their strengths and weaknesses.

12. Empower them

You cannot expect employees to be motivated for long if you micro manage the team and do all the talking.

Trust your employees and empower them to take decisions. Mistakes will happen but that is the only way they will learn.

Be open to discussions, delegate effectively, set your expectations and give your team the freedom to do it their way.

13. Deal with conflict

A conducive work environment is one wherein there is open communication and trust, but every once in a while, you do encounter people in the team who indulge in office politics and spread negativity.

How much ever fulfilled an employee feels with their work, gossiping co-workers are bound to ruin it for them. Workplace gossip if not tackled hampers productivity and soils working relations.

As a responsible leader, you need to maintain a conducive work environment and act as a mediator in such cases. Don’t be the leader who is locked up in his/her cabin and is unaware of what is brewing within the team.

14. Implement a flexible work culture

Flexible work cultures are a growing trend and are here to stay.

Whether it is offering flexible working hours or allowing employees to work from home once in a month – a flexible work culture promotes work-life balance and aids in employee satisfaction.

It shows that the management is sensitive to employees’ schedules and is thereby highly appreciated.

15. Host engaging activities

All work and no play makes Jack a dull boy and we cannot agree more! So, why not devote one day of the week to employee engagement activities?

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From hosting baking competitions to introducing wellness programs in the office – let your team have some fun beyond work. This keeps the environment engaging, light-hearted and interesting, giving them all the more reason to look forward to coming to work.

16. Maintain a positive work space

Your employees spend more than half their day at work and in order to keep them energized and motivated, it is important to maintain a positive and inspiring work space.

Have a recreation center where employees can unwind after a hard day’s work, offer free snacks and beverages and invest in an open office design that promotes socializing and conversations.

These are simple yet effective ways to create a space your employees will love coming to.

17. Avoid discrimination

Any kind of discrimination, be it due to age, gender, religion or race hugely impacts employee motivation and performance.

In order to avoid such cases, you must lay down rules against discrimination and take strict action against accused employees. Lead by example and make sure no one in the team is a victim of bias and discrimination.

The bottom line

Don’t underestimate the power of motivating employees. Understand that the more engaged and motivated they are, the better their performance will be.

It is also a good idea to send out a survey and get feedback from your employees on the company culture, work environment and their motivation levels.

This will help you be more aligned with their expectations and further improve your efforts in building a stronger, engaged team.

Featured photo credit: Unsplash via unsplash.com

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Adela Belin

Writes about motivation, mental health, personal development and shares stories inspired by her personal journey.

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Last Updated on November 20, 2019

How to Measure a Goal? (With Examples of Measurable Goals)

How to Measure a Goal? (With Examples of Measurable Goals)

Everyone sets goals. Whether they are daily goals like completing a project, personal aspirations like traveling the world, or even workplace targets, setting a goal isn’t enough to get you over the line unfortunately. This is why only eight percent of people achieve their goals.[1]

So how do the high achievers do it?

By setting measurable goals, keep track of them and progress towards these goals.

To help you out, I’ve put together a simple guide on measuring goals. I’ll show you a SMART framework you can use to create measurable goals, and how you can track its progress.

To begin, let me introduce you to the SMART acronym.

What Is a Measurable SMART Goal?

SMART stands for Specific, Measureable, Achievable, Relevant, and Time-Bound. They help set clear intentions, this way, you can continue staying on course.

When you’re writing a SMART Goal, you need to work through each of the terms in the acronym to ensure it’s realistic and achievable.

It’ll help you set specific and challenging goals that eliminate and vagueness and guesswork. It’ll also have a clear deadline so you know when you need to complete it by.

Here’s what SMART stand for:

Specific

Your goals need to be specific. Without specificity, your goal will feel much harder to complete and stick to.

They should also have a specific outcome. Without the outcome, it will be hard to focus and stay on task with your goals.

I can’t stress this enough. In fact, two researchers Edwin Locke and Gary Latham, found that when people set specific yet challenging goals, it led to increased performance 90 percent of the time.[2]

Here’s an example of a specific goal:

Increase sales by 10% in 90 days. 

Measurable

You need to be able to measure these goals.

Examining a key metric and quantifying your goals will help track your progress. It will also identify the mark at which you’ve completed your task.

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Measurable can mean many different things, but generally speaking, you want to be able to objectively measure success with a goal.

Whether it’s via analytical data, performance measures, or direct revenue, ensure your goal is quantifiable.

Achievable

Why do you want to reach this goal? Is it important for you or your organization?

Once you identify the key benefit, add that into your goal, so it helps your team members understand the importance of the goal and how it contributes to the bigger picture.

Relevant

Why do you want to reach this goal? Is it important for you or your organization?

Once you identify the key benefit, add that into your goal so it helps your team members understand the importance of the goal and how it contributes to the bigger picture.

Timely

This is one of my favorite parts of SMART goals….setting the deadline.

The timeframe will create a sense of urgency. It functions as a healthy tension that will springboard you to action.

Examples of Measurable Goals

Now that we know what a SMART goal is, it’s time to help you make your own SMART goal.

Let’s start with the first step: specificity.

Specific

A specific goal should identify:

  • What’s the project or task at hand?
  • Who’s responsible for the task? If you’re breaking the task down, who is responsible for each section?
  • What steps do you need to do to reach your goal?

Here’s a bad example:I want to have a better job.

This example is poor because it’s not specific enough. Sure, it’s specific to your work, but it doesn’t explain whether you want a promotion, a raise, a career change, etc.

What about your current job do you want to improve? Do you want to change companies? Or are you striving for more work-life balance? What does “better” really mean?

Let’s transform this into a good example.

I want to find a new role at a Fortune 500 company that improves my current salary and work-life balance.

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If you’re not too sure what the specific outcome should be, you can use mindmaps to brainstorm all the possible options. Then choose a few or one from the mindmap.

With the example above, to become a better growth marketer, I have to explore different learning options like online courses, blogs, books, or in-person courses before I made a decision.

Measurable

Goals need to be measurable in a way where you can present tangible, concrete evidence. You should be able to identify what you experience when reaching that goal.

Ideally, you should go for a metric or quantity as quantifying goals makes it easier to track.

Here’s a bad example:

I will get a promotion at work for improving quality

Here’s a good example:

I am going to land a promotion to senior VP by improving my work quality. When I say work quality, I will measure this by projects completed, revenue earned, and success factors important to my superiors.

If you’re having difficulty measuring your goals, you can use a goal tracking app. They’re a great way to measure your progress, especially if it’s time-based.

In addition, I love to use the following strategy to keep myself accountable and ensure I’m hitting goals:

Reminder emails.

I schedule emails to myself asking for measurable data on my goals, and even CC others to hold me accountable.

For example, if you work with a team, CC them on your email to keep yourself honest and on-track.

Here are five methods you can use to measure your progress towards the goal:

  1. Keep a record – Have you recorded all your actions?
  2. Assess your numbers/evidence – Are you breaking your commitments?
  3. Create a checklist – Can you simplify your tasks?
  4. Stay on course – Are you moving forward with your plan smoothly?
  5. Rate your progress – Can you do better?

Achievable

When it comes to being able to achieve your goals, you should stick to Pareto’s principle. If you’re not too sure what it is, it’s the 80/20 rule.

Don’t just attack and go for everything at once! Pick things that give you the most results. Then, work on the next objective or goal once you’ve completed your first ones.

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Here’s a bad example:

To get more work-life balance, I will examine all factors of my work and how to trim down the time I spend on them.

Here’s a good example:

This week I will record my time spent on projects to analyze the amount of revenue or success they generate. Projects that fall short of production will get less time and resources than others. 

Relevant

It’s always important to examine your goal to ensure it’s relevant and realistic to what you’re doing.

This is where the bigger picture comes in.

Here’s a bad example:

I want to be promoted to CMO because I need more responsibility.

In this case, it’ll be unlikely for you to receive a promotion if the purpose and reason behind your goals are not strong.

Here’s a good example:

I want to be promoted to CMO because I enjoy digital marketing. I’m currently excelling in X, Y, and Z digital marketing practices, and I believe that via a promotion I can further grow the business via X, Y and Z.

The why will help you grind out in moments when you just want to throw in the towel, and also provide more purpose for your goals.

Timely

And…finally we’ve hit the deadline.

Having a due date helps your team set micro goals and milestones towards the goal.

That way, you can plan workload throughout your days, weeks, and months to ensure that your team won’t be racing against the clock.

Let’s start with a bad example:

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I’m going to land a new promotion this summer.

Now, let’s turn this into a great example:

Within the next month I will increase marketing revenue by XX%. Then, within three months I will expand the digital team, hire two new employees and scale it. Within five months I will leverage this success into a new role.

So that’s how you create a measurable goal.

Here’s a summary of the example above in the order of its acronyms.

Overall Goal: I want to transition into a new role with a reputable company.

  • S: I want to find a new role at a Fortune 500 company that improves my current salary and work-life balance.
  • M: I am going to land a promotion to senior VP by improving my work quality. When I say work quality, I will measure this by projects completed, revenue earned, and success factors important to my superiors.
  • A: This week I will record my time spent on projects to analyze the amount of revenue or success they generate. Projects that fall short of production will get less time and resources than others.
  • R: I want to be promoted to CMO because I enjoy digital marketing. I’m currently excelling in X, Y, and Z digital marketing practices, and I believe that via a promotion I can further grow the business via X, Y and Z.
  • T: Within the next month I will increase marketing revenue by XX%. Then, within three months I will expand the digital team, hire two new employees and scale it. Within five months I will leverage this success into a new role.

But before we finish off, I want to leave you with a note:

If you want to ensure you reach your goals, make sure you’re accountable. Ensure that you will stick by the goal and deliver the results that you want. Because sometimes, the goal might not just be for you. It could be goals for your clients, customers, and even loved ones.

For example:

Here, Housecall Pro promises customers that they grow up to 30% in one year.

By placing that statement on their landing page, they’re keeping themselves and their goals accountable to their customers.

For personal goals, tell your friends and family.

For professional goals, you can tell your peers, colleagues, and even your clients (once you’re ready).

Bottom Line

So to wrap things up, if you want to measure a goal, be SMART about it.

Start with a specific outcome in mind; make sure it’s measurable, achievable, relevant, and timely to your existing schedule.

While 92 percent of people fail to reach their goals, you can be the exception.

Reach your goals by setting targets and objectives together.

More About Goals Setting

Featured photo credit: Green Chameleon via unsplash.com

Reference

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