If you don’t know what makes your team tick, it is challenging to encourage them in meaningful ways. It is that simple. You can’t apply motivational techniques as if it is a recipe for cooking stew. Besides, even when you cook stew, you often deviate from the formula based on personal preferences.
You need to get at the heart of who each employee is to find their motivational sweet spot. People are different, and you need to consider those differences. Some people are driven using high-energy techniques, whereas others like a laid-back and subtle approach.
To learn what energizes your employees, get to know them personally. If you have been avoiding participation in after-work activities, you may want to start. This doesn’t mean you need to participate every time because your team needs time away from the boss to gel. However, you should find time to be with them in a more relaxed and social environment. For example, my team got together on Fridays after work. I joined them on occasion to talk about our families, activities, and interests. I learned a lot and enjoyed this time outside of the office. I showed them I was human, and they could relax around me. However, I wouldn’t stay long or overindulge. I was typically the first person to leave.
Be aware that it’s not likely that your workers will open up completely when you attend these events, and don’t take it personally. They may still have their guards up, and that’s okay. After all, you are their boss. However, as you continue to interact with them outside of the work setting, they will naturally open up more.
Gossiping about staff or using the information you receive during open and honest conversations will reflect poorly on you. Whatever gains you made will be quickly lost along with their respect. News will quickly spread that you are not to be trusted. Sure, there may be a time you have no choice but to use the information, but don’t take that decision lightly.
Motivating employees means formulating a plan that aligns their needs with yours. When you learn what makes your team tick, you can customize tasks and projects accordingly. Discussing your goals with your team is excellent for getting their feedback and buy-in. It affects them, so they should be a part of it. Listen to what your staff has to say and offer adjustments if it makes sense to do so. They will appreciate you, and you’ll find motivating them will take care of itself.