A manager’s guide to motivation mastery

If you’re a manager, you’ve likely experienced the frustration of motivating your team.

You’ve probably wondered: Why don’t they perform as well as I know they can?

The truth is, this challenge is common, and the mistakes we make in trying to motivate others are often deeply ingrained in traditional management approaches.

Why managers struggle to motivate their teams to perform to their potential?

There are common mistakes that derail even the best intentions.

So, I want to share with you a five-step solution to transform your approach and get results.

Understanding the frustration

You’re not alone in feeling stuck. Many managers are confronted with these frustrations daily:

1. Lack of engagement

Despite implementing various incentives and encouragements, many Romanian employees remain disengaged or uninspired. However, Romania stands out in Europe with an employee engagement rate of 33%, the highest on the continent.

2. Resistance to change

Employees may resist new initiatives or revert to old habits after initial enthusiasm fades. This behavior is often influenced by organizational culture and traditional leadership styles prevalent in Romanian companies.

3. Uneven performance

Within teams, some members excel while others consistently underperform, leading to imbalances and potential resentment. This disparity can be attributed to factors such as lack of personalized development plans and varying levels of support from management.

4. Burnout and fatigue

Over-motivation or poorly targeted efforts can leave employees feeling overwhelmed rather than empowered. A survey revealed that 76.5% of Romanian employees experienced at least one episode of burnout in the past five years, with 54% facing multiple episodes.

These issues not only hinder individual growth but also stall organizational progress. Now, let’s explore the mistakes that compound these frustrations.

Common mistakes managers make

1. Assuming motivation is universal

It’s tempting to assume what motivates you will also motivate your team. However, people are driven by different factors—some crave recognition, others value stability, while a few thrive on challenges. A one-size-fits-all approach rarely works.

Bonuses, promotions, or perks may boost morale temporarily, but they don’t create lasting motivation. Over-reliance on these can lead to entitlement rather than intrinsic drive.

2. Neglecting emotional intelligence

Failing to understand your employees’ emotions, fears, and aspirations can create a disconnect that undermines trust and mutual respect.

Employees want to feel valued not just for their output but also for their unique perspectives and challenges.

Without genuine empathy, your efforts to motivate may come across as superficial or manipulative, leaving employees feeling misunderstood or unimportant.

Over time, this disconnect can erode morale, decrease engagement, and contribute to higher turnover rates, ultimately hindering team cohesion and overall performance.

3. Micromanaging

Hovering over employees or constantly correcting their work sends a clear message: I don’t trust you. This undermines confidence and stifles creativity, leaving employees disengaged and hesitant to take initiative.

When employees feel micromanaged, they may become overly dependent on approval, avoiding risks or innovative thinking out of fear of making mistakes.

This not only limits their growth but also creates a bottleneck in decision-making, as managers become the sole authority.

Over time, this can lead to resentment and reduced team productivity.

4. Lack of development

If you treat all team members the same, you miss the opportunity to nurture their unique strengths and unlock their true potential.

Every employee brings a distinct set of skills, experiences, and aspirations to the table, and treating them as a homogenous group can stifle creativity and growth.

People crave personalized growth plans that reflect their skills and goals, providing them with a sense of purpose and direction.

Tailoring your approach shows employees that you value their individuality, fostering greater engagement, loyalty, and a stronger commitment to achieving shared objectives.

Now that we’ve identified the root problems, let’s focus on solutions.

The 5-step solution to motivating your team

Motivating your team to perform to their potential requires more than quick fixes. It’s about creating an environment where people feel valued, trusted, and inspired to do their best work. Here’s how to do it:

Step 1: Understand what drives each person

Motivation is personal.

Take the time to understand what makes each team member tick. Ask questions like:

• What aspects of your work energize you the most?
• Where do you see yourself growing in this role?
• How do you prefer to be recognized for your efforts?

These conversations are invaluable for uncovering intrinsic motivators. Tools like personality assessments can also help you tailor your approach.

Regular one-on-one meetings are the perfect setting for these discussions. Show genuine interest, and don’t rush the process.

Step 2: Align roles with strengths

People thrive when they work in their zone of genius.

Take a closer look at your team’s skills and passions. Are they aligned with their roles? If not, you may need to make adjustments. When employees feel that their work plays to their strengths, they’re more likely to feel energized and committed.

• Assign projects that align with individual talents.
• Rotate responsibilities to uncover hidden potential.
• Provide opportunities for upskilling in areas they’re passionate about.

Use job crafting, a collaborative process where employees reshape their roles to better fit their skills and interests.

Step 3: Shift from manager to coach

Great managers guide rather than dictate.

Adopt a coaching mindset by empowering your team to solve problems and make decisions. Instead of telling them what to do, ask:

• What do you think would work best in this situation?
• How can I support you in achieving this goal?

Coaching builds confidence and autonomy, allowing team members to take ownership of their work. It also creates a culture of accountability and mutual respect.

Celebrate progress, not just outcomes. Recognize the effort and learning that goes into growth.

Step 4: Create a feedback-rich environment

Feedback fuels growth.

Regular, constructive feedback helps employees understand their progress and identify areas for improvement. However, it’s crucial to balance criticism with praise.

• Focus on specific behaviors, not personalities.
• Make feedback timely and actionable.
• Encourage employees to give feedback to you as well.

Foster a culture where feedback is seen as a gift, not a punishment.

Step 5: Build a purpose-driven culture

People want to feel that their work matters.

Connect daily tasks to the bigger picture. When employees see how their contributions impact the organization, they’re more likely to stay engaged and motivated.

Share stories that highlight the difference your team is making, whether it’s delighting customers or achieving organizational milestones.

• Regularly communicate the company’s mission and vision.
• Encourage employees to share their success stories.
• Show gratitude for their efforts in meaningful ways.

Host quarterly “impact meetings” where the team reflects on their accomplishments and how they align with company goals.

Putting it all together

Motivating your team to perform to their potential is not about quick wins; it’s about creating a culture where people feel valued, empowered, and inspired. Here’s a quick recap:

1. Understand what drives each person: Personalize your approach to motivation.
2. Align roles with strengths: Let people do what they do best.
3. Shift from manager to coach: Empower your team with guidance, not commands.
4. Create a feedback-rich environment: Use feedback as a tool for growth.
5. Build a purpose-driven culture: Connect individual work to the company’s mission.

The journey to unlocking your team’s potential is challenging but deeply rewarding. By adopting these five steps, you’ll not only motivate your employees but also create a thriving workplace where excellence becomes the norm.

Thank you for joining me on this journey to unlock your full potential and turn it into real-world value. I hope that the tips and insights in this newsletter have been helpful in your personal and professional life.

If you feel that you are at a crossroad in your life, I would be happy to offer you coaching sessions to discuss your goals and how to achieve them. Remember, success is not a destination but a journey, and we're here to support you every step of the way.

So until next time, stay focused, stay motivated, and keep working towards your dreams! Elena Badea.