You're a manager with a high-performing team. How can you keep them motivated and engaged?

In addition to recognized strategies, fostering a positive team culture is crucial. Encourage open communication, embrace diversity, and create a supportive environment. Provide skill development and continuous learning for enhanced capabilities and motivation. Consider individual needs tailoring approaches. Understand personal motivations to increase job satisfaction. Prioritize work-life balance, showing commitment to holistic growth. Promote a sense of purpose. Connect the team's work to a broader mission. This shared purpose unifies the team, fostering deeper motivation in collective efforts towards common goals.

Trust and Psychological safety are the key drivers to create a microcosm where your team feels safe to take risks, learn, respect and innovate. There is no bigger deal than this. Being trusted as a leader is the prevalence of this dimension and your influence than grows like pollen across the teams and the organization. Being vulnerable and humble are the x-factors that drive behaviours of a leader who listens, engages and empathizes with his people. Aligning your teams to the organization's key purpose and initiatives and then knowing what it takes for each member at each level drives solid motivation as they feel enabled and empowered.

Learn what they need to sustain themselves and their work. Often, some of our highest performers are running on empty without us realizing. Just because they say they're fine and keep winning, don't assume they don't need support. Proactively provide support; make sure they're taking days off and not pushing themselves harder than necessary. Sometimes we take our highest performers for granted without realizing that part of their personality is that they will literally run until they drop. Don't let them drop!

As a leader it's critical to give credit where credit is due. Make sure the team knows you recognize the individual and collective effort. Share their success with others, so they know you see the work they contribute. Also check in to make sure they have what they need to thrive and continue to excel.

There are different ways to recognize good performers Google has a peer-recognition system where employees can give each other "props" for outstanding work. Intrinsic Empowerment Method (IEM): Elon Musk is known for giving his teams at SpaceX + Tesla a high degree of autonomy Holistic Growth Program (HGP): Patagonia's founder, Chouinard, encourages employees to take part in environmental initiatives Results-Driven Feedback Loop (RDFL): Establish a continuous feedback system that emphasizes outcomes Netflix's culture values candid "360-degree" feedback, is a prime example Purpose-Infused Leadership (PIL): Starbuck's Howard Schultz emphasizes his company's commitment to social responsibility and creating a positive impact on communities.

High performers demand more of their leaders: they want autonomy, to solve complex problems, grow their skill set, cultivate their networks, and be recognized for their achievements. To keep high performers engaged, it’s critical to put experiences in their paths that challenge them. Present them with opportunities that will stretch them and then reward them for their results. In my work with leaders, some are reticent about “overloading” high performers. My guidance is to present opportunities to high performers and allow them to have some say in determining which opportunities they take on. This gives them a sense of agency, they’ll see that their leader is invested in their development and they’ll have more ownership in the work.

Make sure that 1) They are being compensated fairly and this conversation is transparent and ongoing. 2) They know the short/mid/long term strategy and how this would be achieved, the resources they might need... A well informed team is a motivated one. Never keep them in the dark, and give them as much information as possible. 3) Make sure you understand the relationship dynamics as well as the individual motivators. Give space to develop personally and professionally, and understand that not everyone is after the same thing. 4) Give recognition according to their preferences. Some people just don't like public praise, and some thrive on it. 5) Don't make assumptions, and ask them directly what would keep them motivated. They'll tell.

In my experiences: 1- Build trust - If the team doesn't trust on the leader, the process will be painful for both sides 2- Be transparent - The team must know what is going on and how they are expected to deal with the current scenario. 3 - Realistic Goals - Nothing will change from night to daylight, so do the same with your team goals. they must know that they can do it, otherwise you will loose track and the moral will be low. 4- Recognize all achievements - Recognition is one of the most valuable skill for a leader. Make sure to take some time to celebrate the achievements with the team. That will also help to build the moral. 5- Be fair - people make mistakes. Be fair when it occurs.

Challenging your team with new opportunities is the best , my manager used to do so before I changed my position into leadership team. He let me manage communication with the CSR team as an special project and it was an important milestone that provided me with a totally new perspective, bringing more to my experience and guiding me toward a new position and growing inside the company. Assigning special projects have a trusting meaning, but the most important is that by doing so your manager is telling to everyone within the organization that you have talent and you been recognized for it .

🚀 Providing new opportunities tailored to team members' goals and strengths is key for motivation and engagement. Delegating tasks, offering training, and promoting career development not only respects their potential but also stimulates creativity, curiosity, and ambition, fostering an innovative and supportive work environment.

One of the phrases that stuck with me from my time working in Formula 1 is "decisions at the point of most knowledge" This eludes to empowering the people who are truly closest to the work or 'problem' to make and enact decisions. Like most phrases like this, it's vital that it is the lived experience of the team, not just platitudes, so deliberate effort is needed to check that this is actual practice

Empower your team by involving them in decision-making processes. Feeling valued and heard is like rocket fuel for motivation. Seek their input on important matters, whether it's setting goals, solving problems, or planning strategies. Encourage open dialogue and foster a culture where everyone's opinion is respected and considered. When your team feels like active participants in the decision-making process, they're more invested in the outcome and committed to success. 🌐

This element of inclusion is something that I've found to be quite powerful over the years. Including them in this way also helps with buy-in and allowing them to take ownership of the project or initiative since they were part of the decision making process.

Co-creation is really important. People need to feel that they have a chance to contribute, that they are valued and that they can make a difference.

🤝 Involving your team in decision-making fosters motivation and engagement. Soliciting feedback, asking for input, and facilitating discussions not only demonstrate respect for their opinions but also empower their autonomy. This approach enhances collaboration, commitment, and ownership, creating a more cohesive and invested team environment.

If conflict is left unchecked, it breeds toxicity throughout your organization. We have all worked for companies where conflict is swept under the rug hoping it will just go away. The issue is that it rarely does. If you are unsure of how to navigate conflict, start learning and trying out the things you learn. Crucial Conversations is one of the best books I've come across in this space and is a great read for dealing with conflict in all aspects of life.

Conflict is inevitable, but how you handle it can make all the difference! Addressing conflicts constructively is like turning lemons into lemonade. Create a safe space for open communication and encourage dialogue to resolve issues swiftly and effectively. Focus on finding common ground and fostering understanding among team members. Emphasize collaboration over competition and remind your team that conflicts can be opportunities for growth and learning.🔥

🕊️ Constructive conflict resolution is vital for maintaining team motivation and engagement. Utilizing methods like mediation, negotiation, and coaching not only demonstrates care for team well-being but also respects diversity and promotes harmony. This approach strengthens communication, trust, and satisfaction, essential for a cohesive team dynamic.

Quando surgem conflitos entre membros da equipe, entre equipes ou com clientes, aplicar serviços de resolução de conflitos, como mediação, negociação, arbitragem ou coaching, pode ser eficaz. Ao resolver os conflitos de maneira construtiva, você demonstra à equipe que se preocupa com seu bem-estar, respeita sua diversidade e promove a harmonia.

🕊️ Constructively resolving conflicts through services like mediation, negotiation, arbitration, or coaching shows care for team well-being and respect for diversity. This approach not only promotes harmony but also enhances communication, trust, and satisfaction within the team, fostering a more positive and collaborative work environment.

Share your passion, values, and aspirations with your team, and show them how their contributions fit into the bigger picture. Keep the vision alive through storytelling, visual aids, and regular updates. When your team feels connected to a shared purpose, they're unstoppable in their pursuit of excellence. ✨

I would share the poem👇, as an inspiration appetiser for any high-performing team, starting out on new big project. It reflects the potential impact, they as a team, could author, harness and have on the world. Poem is abridged & amended. Unknown author. A butterfly flutters, Its delicate wings painting the air. Igniting ripples in the fabric of existence. Tiny strokes, insignificant, perhaps, Yet they set forth a butterfly effect. Across oceans and mountains, Chaos and harmony interwoven. As artists, we shape destiny. In the grand tapestry of life, Each of our wingbeats whispering secrets to the universe. As messengers of change, silent and profound. And as we weave patterns of chance, The world spins on, forever transformed. 🦋

It’s definitely important to make sure the team is aligned with overall company strategy. At the same time as a leader you need to work on your team specific mission within the organization, core values and the vision. All these elements should be created and agreed together with the team, you can use some of existing frameworks, such as one called re:Work by Google. Moreover think through how to communicate your team vision in the organization 👍🏻

🌟 Inspiring your team with a clear vision and purpose is crucial for sustained motivation and engagement. Effective communication, storytelling, goal setting, and culture building not only convey direction and passion but also align team values. This approach engages emotions and motivates actions, fostering a unified and driven team.

I find this a learning progress for me. But Inspiring your team with a clear vision is pivotal in leadership. Implement regular vision alignment sessions, where you explicitly link current projects to the overarching goals, making the team's daily tasks feel purposeful. These sessions also offer a platform for feedback, ensuring the vision remains dynamic and aligned with team insights. Embed the vision in everyday operations and decision-making, encouraging team members to innovate and align their actions with this shared goal.

Build a culture of psychological safety within your team to promote trust and freedom to share views, opinions and suggestions freely without fear of being ridiculed or reprimanded. Psychological safety will help you drive inclusion and innovation in your team.

Apoiar a equipe com recursos, como tempo, dinheiro, ferramentas ou informações, é uma sexta estratégia para mantê-la motivada e engajada. Isso envolve fornecer os recursos necessários, remover obstáculos, facilitar processos ou criar sistemas eficazes. Ao apoiar a equipe com seus recursos, você demonstra capacidade, generosidade e responsabilidade. Além disso, essa prática possibilita a eficiência, qualidade e produtividade da equipe, criando um ambiente de trabalho mais eficaz e propício ao alcance dos objetivos.

💼 Supporting your team with resources like time, money, tools, or information, through adequate provisioning, obstacle removal, process facilitation, or system creation, underscores your capacity, generosity, and responsibility. This enables their efficiency, enhances the quality of work, and boosts overall productivity, creating a well-equipped and high-performing team.

Resource allocation is a crucial factor in keeping the team motivated and valued. The team leader or head must take responsibility for identifying the resources needed for the team to perform at their best. It is also important to regularly conduct group discussions with the team to enable them to share their needs and any obstacles they may be facing at work. This not only motivates employees but also ensures great success as a team effort.

💼 Supporting your team with essential resources like time, money, tools, and information is key to their motivation and engagement. By providing these resources, removing obstacles, and facilitating processes, you demonstrate capacity, generosity, and responsibility. This support enhances team efficiency, quality, and productivity, fostering a dynamic and capable work environment.

As a manager leading a high-performing team, it is crucial to prioritize sustaining motivation and engagement for ongoing success. A key strategy in fostering a positive and dynamic work environment is to ensure transparent objectives. Communicate team goals, expectations, and overarching vision. When team members have a precise understanding of their roles and how these roles contribute to broader objectives, they are more likely to remain engaged.

1. Always thank them privately and personally, in a way unique to your relationship, for the work they do and their contribution to the team. 2. Publicly acknowledge and reward them for achieving and exceeding requirements. 3. Privately chastize them for doing less than their best, and call them to the more that they are. 4. Always keep the vision and mission at hand, it is a critical part of the story they believe they are contributing. 5. Keep 20% of their work outside of their skill-set, something that may take 2years to learn and build acumen in. 6. Ask for their help and lean on them when you are in crisis, they want to support you. 7. Let them rest uninterrupted when they take leave, it is both their fuel and their reward.

Algo importante a acrescentar é o conceito da Curva de Performance do U Invertido, de Amy Arnsten. De acordo com esse conceito, as habilidades de nosso cérebro aumentam até um certo grau de estímulo, e depois reduzem quando estamos superestimulados. Ou seja, pouco estímulo gera tédio, desinteresse; estímulo em excesso gera stress, ansiedade. A dose certa de estímulo, por sua vez, conduz ao ápice da performance. E essa "dose" de estímulo varia para cada indivíduo. Por isso, um dos maiores desafios de um líder é conhecer bem a sua equipe, a ponto de identificar a dose adequada de estímulo para cada um, e desafiá-los na medida correta. Essa é uma excelente maneira de manter a motivação e o engajamento da equipe.

Any high-performance team needs a common, shared purpose that all the team believe in and want to make happen. anything less than that and you haven't got a HPT. And that's ok. A team doesn't need to be high-performing all the time. It can lead to burn-out and stress. The trick is always to be preparing the team for what is round the corner so that when a compelling goal or challenge arrives the team is ready for it and go into HPT mode. Think of it like the forces model - preparing and training all the time so it can be truly HPT when needed - but hopefully only for a short period of time. It's a mistake to push for high-performance when there is no compelling goal. Instead push for high competence so your team is ready for the challenge.

Never take it for granted of the position you are all in. Ensure as a leader that you are serving your team with integrity and respect. Everyone seen. Everyone heard. Continue to evolve a collaborative and growth mindset. Stay on the pulse and continue to give and receive constructive and effective feedback. Be mindful of adjusting the sails as you navigate challenges and success. Fail forward and celebrate every small win, together.