Você é um novo gerente com uma equipe de funcionários desmotivados. Como você pode deixá-los animados com seu trabalho?

In my experience, we need to address this problem at individual and team level It is very crucial to create an environment for team members feel the importance of him/her in the team. In parallel understand team members strengths, Area of improvements and challenges faces in current environment. Follow 70-30 Rule for assigning duties 70% as per each individual strengths and 30% - challenge them with tasks he/she has never worked and provide avenues to learn and groom themselves. Other most important that Manager must do is to have periodic 1-1 feedback session with team members. Enable and create a friendly team with a culture where in each team member not only help each other also acknowledge the same and give a "Pat on the back".

As a new manager, motivating a team can be a challenge but it's crucial for driving success. Start by understanding your team members' individual aspirations, strengths and challenges. Align their duties with their interests where possible and clarify the impact of their work on the organization's success. Foster an environment of transparency and open communication. Celebrate small wins, offer recognition for hard work, and provide constructive feedback to inspire improvement. Strengthen team dynamics with team-building activities for camaraderie. Invest time in mentoring and supporting their professional development. By showing genuine interest in their growth and success, you can reignite their drive and excitement for their work.

Identifying the root cause is key! As a new manager, you may think the lack of motivation stems from the individual but that's not always the case. Lack of motivation can also stem from their work environment. So I challenge you as a new manager to think deeper and audit their environments including their resources, support and psychological safety. As leaders, its important to not turn the finger so quickly, and recognize you and the organization's pitfalls as well

Beyond motivation, to have an engaged team that is driven to perform, there is probably no shortcut for this process. Human motivation is largely intrinsic and can be divided into autonomy, mastery and purpose. After a certain point in a career, money is no longer the sole or most important motivation driver. As such, coaching is able to play a role in discovering the employee's motivation as every person is unique and driven by different aspirations. It is important to take time to ensure they are aligned with the overall vision and to check what they value and what support they would require. By providing a positive, safe and supportive space, this will create a more conducive environment to be engaged and motivated for performance.

Just increase everyone’s sal by 50% or as per market’s expectations then see the energy, motivation to work etc etc 😜 Just give some time to understand the root cause behind the demotivation and act on it before assigning new work 👍

KPIs. Set them, give them to your team. Ask them to work towards them and notice when they do. Pretty simple and yet so dismissed.

I have a couple of thoughts here. First, remember that your team members are looking for self satisfaction, so the goals need to come from the team not from you. It's your job as a leader to "lead" you team to victory, not "drive" them to it. For example, when I build a project schedule I get the entire team together, show them a straw-man that I developed then ask "what's missing". When were done, it not my schedule, it's the teams schedule because they all had a hand in building it. Second, with work with the team to set "mini goals" (goals to be accomplished in the near term) that support the greater goals. Third, publicly celebrate when a goal is achieved. Make them smile, smiles are contagious, build morale and motivate.

Đặt ra mục tiêu không chỉ thách thức nhưng cũng phải đủ khả thi để nhân viên cảm thấy hứng thú và được truyền cảm hứng. Kết nối mục tiêu công việc với mục tiêu cá nhân của nhân viên để họ cảm thấy công việc của mình có ý nghĩa và giá trị.

Add value and build ownership. Be transparent with the tasks and why they are important to the organization. Employees who can see the value they add to the team tend to be more motivated.

First start with the why, why are they not motivated with their work. Ask genuine questions to obtain their answers. Once this is accomplished: -finds ways to improve upon their beliefs, even if some areas can’t change -communicate regularly with your employees -make them feel comfortable and that they belong -have crucial conversations with no judgment whatsoever -ask them to help create solutions -make them feel valued, not only by your words but by your actions Lastly, say thank you in your creative ways. Saying Thank you is one thing, but actions speak louder than words.

Ask them when the last time they were recognized for their work, or promoted, or given a proper annual pay increase and/or bonus. We like to shy away from these topics but on top of your suggestions, this type of recognition could get them motivated again… Also consider helping them recognize maybe this isn’t the right fit and genuinely help them find their next professional opportunity.

I think it's important for us as leaders to make sure the goal or mission is worthwhile in the first place--and then make sure people know it. Often, people can lack motivation because they don't see how their efforts make any difference, and it's our job as leaders to show people the 'so-what' in their work. We all want to do something meaningful, so let's help our teams see how their work has meaning!

People want to feel valued. Even for the simplest of things. Set goals and review them often. Talk about performance in relationship to those goals. I remember a supervisor that lined out very specific goals for me, that I wrote down. I shared them with my team. I came back to him 6 months later to get his critiques on our progress and he literally said "I don't know what you do". Talk about the ultimate betrayal of trust, security or faith in leadership. Be clear in your expectations and give people honest feedback on how they are doing to achieve goals. We all just want to be valued.

It takes time to build trust with your new team. Thus don't expect they will open and share everything with you from day one.

In my opinion, to motivate an unmotivated team, try fostering a positive work environment, acknowledging their efforts, setting clear goals and alignment is extremelycritical, and providing opportunities for soft skill development towardscustomer empathy. The leaders must lead by example, express enthusiasm, and encourage open communication to inspire passion and commitment. Regularly track and measure the results for celebrating achievements and recognize individual contributions to create a sense of accomplishment and drive the team to go the extra mile!

My perspective is that team members are demotivated and disengaged because they not not been brought into the larger goal or plan for which the team has been created. Everyone needs time understand "what's in it for me"? If the question remains unanswered and the team remains involved in transactional tasks the end result could be demotivation, other factor which I have personally observed after having administered mind managerial and leadership tools in organizations is that we fail to inspire and motivate our teams ! There are great examples across history where wars have been fought with much less and yet soldiers sacrificed their lives, what's that secret ingredient for each team? The answer lies there !

Unlocking the full potential of a team begins with recognizing and celebrating achievements. As a new manager, fostering a culture of acknowledgment creates a positive ripple effect, motivating unmotivated employees. Whether it's a small milestone or a major triumph, acknowledging hard work instills a sense of pride and purpose. Implementing a robust recognition system not only boosts morale but also cultivates a vibrant work environment. From shout-outs in team meetings to tangible rewards, recognizing achievements sparks enthusiasm and fuels a collective passion for success. Embrace the transformative power of appreciation, and watch your team soar to new heights.

Khi nhân viên đạt được mục tiêu hoặc vượt trội, hãy công nhận và khen ngợi họ công khai. Điều này tạo ra một môi trường làm việc tích cực và khích lệ sự nỗ lực. Xây dựng một hệ thống khen thưởng linh hoạt để thưởng cho những thành tựu và cố gắng của nhân viên.

People join an organization for personal needs and goals. It’s important to understand what they want out of the work they are doing and how they want to grow as an individual and a team member. Putting the time to listen and have a discussion on how growth can occur in alignment with the needs of the company should create a healthy culture of productivity and fulfillment. Leadership should prioritize this to recruit, retain, and grow alongside the people they call a team. Good luck out there!

As a new manager, revitalizing a disengaged team hinges on providing growth opportunities. Through my journey, I've observed that tailored development plans significantly boost morale. Implementing training courses, mentoring, and cross-functional projects not only enhances skills but also aligns with employees' career aspirations. This personalized approach fosters a culture of continuous learning and recognition, directly contributing to a motivated workforce. Emphasizing individual aspirations alongside team objectives cultivates a shared sense of purpose and achievement, pivotal in transforming workplace dynamics and propelling both individual and organizational success.

First, spend some time observing their interactions in various situations relating to both their responsibilities and their interactions with all. Using a little discretion while doing so as some people will behave differently when they feel they’re being observed and evaluated. Seeing “authentic character” helps determine clues to accolades and paths to self motivation. Learning what to watch is an integral part of managing. Once you have a perception of each unmotivated employee I would recommend a 1:1 to first tell them about yourself, albeit briefly, to relax the atmosphere. Remembering people “Don’t care how much you know until they know how much you care.” The mining of their purpose will give you the path to help

Cung cấp cơ hội đào tạo và phát triển chuyên môn cho nhân viên, giúp họ cảm thấy được đầu tư và quan tâm đến sự phát triển của bản thân. Đưa ra sự hỗ trợ cá nhân và tư vấn nghề nghiệp để hướng dẫn họ trên con đường sự nghiệp

Fostering enthusiasm within a team is a transformative art. As a new manager, my priority is sculpting a positive and supportive work environment. Open communication channels and regular team meetings will serve as forums for collaboration and idea-sharing. Acknowledging individual achievements, no matter how small, will become a cornerstone, creating a sense of value. To fuel motivation, I'll encourage professional development, providing opportunities for skill enhancement and career growth. By championing a culture of appreciation and continual learning, we'll unlock the collective potential, turning unmotivated employees into a powerhouse of inspired achievers.

Tổ chức các hoạt động team building và tăng cường giao tiếp giữa các thành viên, tạo ra một môi trường làm việc tích cực, hỗ trợ lẫn nhau. Đảm bảo rằng môi trường làm việc là nơi mọi người cảm thấy an toàn để chia sẻ ý kiến và sáng kiến.

If you can encourage their dreams, understand their concerns, their fears, they will open with you. And from that first step, everything else will follow.

As fighter pilots, our “WHY” has to be big enough for us to be willing to risk our lives—we know we fight for freedom and democracy. When your people understand exactly WHY they fight for an objective, the price they are willing to pay becomes crystal clear. Give your team the backstory, the compelling reasons they should care about the mission—don’t gloss over it lightly but make this your priority-- —you’ll connect the head (what) and the heart (why) and create the buy-in you need to hit your target every time. Fight’sON!™️ www.TracyLaTourrette.com #highperformancecoach #highperformancespeaker #keynotespeaker #leadership #whatinspiresme

Lack of motivation can be for many reasons. Also it is not a one time thing. One needs regular motivation So you would need to analyze reasons , work or personal past and then plan to help accordingly

If you treat them as your staffs, you will be failed for this ‘exercise’. You should treat them as your family members, share with them honestly your feelings, your emotion and what you did when you have been unmotivated in the past. Understand their dreams, their fears, what they need and consult them as a friend. From my point of view, the good manager should be the coach, the friend and consultant to guide them going with right direction in their careers, not the person to manage, control or motivate someone to continue working with you. Even if you help them to find the new jobs as their dreams and they leave you, it is better than they work with unmotivated feeling.

As a new manager, rekindling motivation within an unmotivated team is a challenge worth embracing. Start by fostering open communication, actively listening to concerns, and acknowledging achievements. Introduce team-building activities to create a positive atmosphere. Empower employees by involving them in decision-making processes and recognizing their contributions. Provide opportunities for skill development and growth, showing a genuine interest in their career paths. Celebrate successes, no matter how small, to boost morale. Ultimately, leading with empathy and creating a collaborative, supportive environment will inspire a renewed sense of excitement and dedication among your team members.