Que faites-vous si votre équipe performante commence à perdre sa motivation ?

It is worth considering whether there have been any significant, high-impact changes in the team recently, as that might result in a motivational drop (even if temporarily). If this is not an option, it's worth considering conducting a Growth Zone assessment to measure and visualise the team's motivational drive (and psychological safety) within different sub-areas, so it's clear where the issue stems from. Once this is identified, you can open different conversations to see how those areas can be improved to increase motivation.

If your high-performing team starts to lose motivation, it's essential to address the issue promptly. Schedule a team meeting to openly discuss any challenges or concerns team members may be facing. Encourage open communication and active listening to understand the root cause of the demotivation. Provide support and recognition for individual and team achievements, reminding team members of their value and contributions. Additionally, consider implementing new incentives or rewards to reignite motivation and foster a positive team environment.

If your high performing team lacks motivation then: Assess the situation. Has any change taken place recently: new procedure, new leaders, reduction in perks. For any change communicate with the team the reason for change and the impact its going to have including advantages and disadvantages of changes. It will help people to be prepared with alternatives. Ensure fair distribution of work and rewards.

In my industry (sales), a high-performing sales teams lack of motivation is often caused by some sort of change that has caused an impediment to results. To diagnose I'd first ask if these 4 situations have changed: 1. Have we changed how we manage daily success 2. Have we changed compensation (are we incentivizing success)? 3. Are we training toward success - many times this metric is a trailing indicator. 4. Have we changed our sales tools? Oftentimes, in sales, assessing these questions can solve a lot of the issues when a team begins to underperform. Coupling this with open and honest dialogue with your team also helps a leader get a clear vision of the underlying issues with performance.

It is advisable to do a SWOT with your collaborators to see what situation you are in, what the strengths are, how to continue reinforcing the strengths, opportunities to improve, group or individual weaknesses, understand what the reasons are and reinforce enthusiasm, help people, it may be that they are affecting work hours, stress, recognition, organizational climate, incentives, interaction and management of emotional intelligence. Your purpose as a leader is to determine when energy drops and know the stress of your people through emotional intelligence and act to inject motivation, release that stress load and multiply enthusiasm with emotion management techniques.

As we continue to move forward with a hybrid remote work culture, the need for team building innovation has become even more vital, as we have found stagnancy with the the traditional methods we once practiced. A company that strives to compete in its sector - must continue to evolve and add value to their client/market through innovation, leadership and sustainability. The environment for which such innovation emerges should be filled with people that trust themselves, their abilities, talents, skills and contributions as well as that of their colleagues. Through my client experiences, I have found that team building works best when it is a part of a company’s fabric, thus enabling a more cohesive and supportive ecosystem for all.

Need to counsel each team member individually followed by an entire team review to know the corrective measures to be taken. Add a very practical R&R scheme in order to motivate team . Identify the real culprit/s if any during individual counselling creating trouble with other team members . Ask the unsatisfied members to suggest solutions among all team and then let the team decide what’s right and wrong or else let balance team members set their mind set right . I am sure this exercise will yield desired results .