What do you do if your team is lacking motivation and you want to stand out for a promotion?

This approach fosters trust and open communication, creating a safe space for team members to express their thoughts and feelings without fear of judgment. By actively listening to their feedback, you can identify specific areas for improvement and develop tailored strategies to reignite their motivation and enthusiasm.

A huge part of why your team lacks motivation is that they are not excited about the larger picture or vision of the project/ company. If their 'WHY' is missing, then motivation will be missing. As a leader what could help is: 1. Reconnect your team with the purpose and meaning behind their work. 2. Communicate the larger vision and goals of the organization 3. Show how their contributions are integral to achieving those objectives. 4. Help team members understand the impact of their work and how it aligns with their personal values and aspirations.

I've always said that the key is to know what motivates a person. Once you've identified that, you then can focus on the more tactical components of their every day work life. Help them navigate through those changes and always be empathetic. Show them the value they bring to the team. Motivation is difficult to also provide if you are not leading by example. Speak openly about what motivates you and what makes you hustle every single day. If you also identify the issues they have in their current role, it can help you guide them into the role that will eventually bring them more joy. They won't, however, share this unless they trust you. So lead by example, openly talk about your challenges and identify what motivates them.

SMART goals provide a clear roadmap for success and help align everyone's efforts toward a common purpose. By involving your team in the goal-setting process, you empower them to take ownership of their work and foster a sense of accountability. Additionally, breaking down larger objectives into smaller, manageable tasks can make progress feel more attainable and boost morale

While setting SMART goals, prioritize regular feedback sessions. Constructive feedback provides clarity on performance expectations and areas for improvement. Create an open dialogue where team members can voice concerns and ideas. Acknowledge their contributions and offer support to overcome challenges. By fostering a culture of feedback, you empower your team to grow and stay aligned with objectives, enhancing motivation and showcasing your leadership for promotion.

By offering learning opportunities, such as training sessions, workshops, or online courses, you empower your team members to expand their skills and knowledge. Additionally, assigning challenging projects that align with their career goals can provide them with opportunities to apply what they've learned and showcase their capabilities. This investment not only enhances individual performance but also fosters a culture of continuous learning and development within the team.

Many managers are usually focused on helping an employee work their way up in title across the same career path they are currently on. Be open to the fact that their career path may mean that they will no longer work for you. Being a good manager goes beyond employee retention in their current role. When they know you are invested in their career even outside of that current employer or their current role, they will trust you and value the relationship. It is our job as managers to make sure the employee is in the right job and is content with their ability to continue to grow professionally.

Empower your team by promoting ownership and allowing decision-making autonomy. This boosts their passion and connection to outcomes. Effective delegation and trust in their abilities highlight your leadership and potential for higher roles within the organization.

Empowering your team by fostering a sense of ownership revitalises their motivation and signals your readiness for more prominent roles. By implementing Distributed Leadership, you distribute decision-making, enhancing team engagement. Integrating Self-Determination Theory—emphasising autonomy, competence, and relatedness—helps members feel intrinsically motivated. Such strategic delegation showcases your leadership acumen, demonstrating your potential for higher organisational responsibilities.

In my experience leaders and managers do not put enough energy into building relationships. Here is what they can do better: 1. Take off the mask of command and be human. 2. Be vulnerable and allow people to really know you. 3. Invite your people into your home for dinner. 4. Have board game night for everyone to get to know each other. Look, everyone is needing connection. Provide that and show you really care and there isn't anything your people won't do for you.

Provide Encouragement and Support to your team by offering encouragement and support to boost morale and confidence. You can use these phrases: "I believe in your abilities and am here to support you." "Your contributions are valuable and appreciated." "Together, we can overcome challenges and achieve success." "Your dedication and perseverance inspire others." "I'm here to help and support you in any way you want.

Building relationships takes time. Most leaders don’t exert effort into it because it isn’t urgent and seems lame when there are so many things everyone needs to get done. However, showing sincere interest and investing time towards personally connecting with your team gives them a reason to be more invested in their roles in the company and in the team. Taking the first step as a leader is vital. Team members will reciprocate once they see you are consistent, persistent, and that your intentions are for the benefit of everyone in the company.

Address Emotional Needs! Your team might be drained, feeling extra stress and unable to function well because of stress. As a leader, recognize and acknowledge the emotions of your team members. Empathize with their feelings of demotivation and validate their experiences. Create a supportive and empathetic environment where team members feel comfortable expressing their concerns and emotions without fear of judgment.

Accurately identify the root cause of motivation issues to ensure the problems are being appropriately addressed rather than putting a bandage on things only to realize the issues still exist. Continually foster supportive relationships that help reduce issues with a lack of motivation right from the start. Lead by example. It’s nearly impossible to tell team members to be motivated if you aren’t. Teams watch their project managers or leaders more closely than you might think, especially when everyone is under pressure. Provide opportunities for input. No one likes the feeling that their input doesn’t matter just because they don’t have a formal leadership title. Team members need to be afforded the ability to share good ideas.