3 Ways to Motivate Your Team Through an Extended Crisis

 

The extended lockdown going beyond the fifth month due to the epidemic has resulted in the work-from-home experiment losing steam with both motivation and performance of the employees flagging. Managers need new tools to motivate the teams, identify recurring problems, and help employees solve the problems.

While the leader is expected to provide structure, guidance to the team, the most important factor is whether they can foster internal motivation. Using the motivation study SDT (self-determination theory) there are three main needs that the manager should address to keep the team motivated.

Relatedness

Relatedness means employees feel cared for and a sense of belonging. Make time to listen to the employees and make them understand that they are cared for and valued.

• Acknowledge their emotions.
• Don't let people get lost in the crowd. Acknowledge each member's work.
• When there are problems, ensure you get complete feedback. This helps in identifying issues, strengthening your connection, and encourage communication.
• Emphasize employees' contributions and acknowledge good work.
• Communicate your concern about the employees' well-being.

Competence

Hold employees accountable for goals and trust employees to achieve it. This improves employees performance and reinforces trust. Improve the teams' motivation by

• involving them in matters where their inputs would be valuable. Ask them for suggestions to maximize their sense of empowerment and ownership.
• ask the employee to explain what they are working on to demonstrate their mastery over the task/ skill.
• set up check-ins to regularly discuss progress on their goals and strategy to meet them.

Autonomy

Empower the employees by stressing that they determine their actions and make choices to achieve their goals, so long as it is in alignment with their values and goals as well as the teams'.

• Encourage self-initiation and participation. 
• Avoid controlling and minimize controls like continuous monitoring and unrealistic deadlines. Find ways to motivate them through positive feedback.
• Be transparent about the reasoning behind the deadlines. Employees would be more willing when they understand the need and why it is important.

The work environment plays an important role and motivation becomes crucial especially when working remotely. We are most committed when we are motivated by our values, enjoyment or growth. By meeting the above three needs, leaders can help employees feel engaged and valued at work, feel motivated by growth, and empowered and confident in their skills. 

Employees who feel unappreciated or forced mostly comply half-heartedly with the manager's requirements, feel demotivated, and fail to meet goals and deadlines.

3 Ways to Motivate Your Team Through an Extended Crisis

by Anne M. Brafford and Richard M. Ryan

HBR 2020/09